Senior Recruiter, Emerging Talent

About Ramp

Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $275B in annualized spend flows in and out of 85,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.

The problems are high-stakes, data-dense, and unforgiving.

We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.

The median Ramp customer saves 7.5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.

If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.

About the Role

Emerging Talent is an important part of how Ramp builds for the long term. It gives us the opportunity to meet exceptional people early, build relationships before they enter the broader talent market, and develop the next generation of Ramp talent.

We’re hiring a Recruiter to help build and execute our Emerging Talent programs. You’ll own full-cycle recruiting across early-career roles and internships, partnering closely with hiring teams to identify, assess, and close exceptional candidates.

A big part of the job is finding talent before everyone else does. You’ll build relationships with students and early-career candidates, develop new ways to reach high-potential talent, and help create an exceptional experience from a candidate’s first interaction with Ramp through offer and, for our interns, potential conversion to full-time. You’ll also have the opportunity to improve how we operate, test new approaches, and help shape a growing Emerging Talent function.

What You'll Do

• Own full-cycle recruiting across Ramp’s Emerging Talent roles

• Partner with hiring managers across Engineering, Product, and other teams to define hiring needs, align on candidate profiles, and calibrate on early-career talent

• Identify and engage high-potential candidates through universities, student communities, technical networks, referrals, events, and other emerging-talent channels

• Lead offer and closing processes, building strong candidate relationships and helping exceptional talent understand the opportunity to build their careers at Ramp

• Support the execution of Ramp’s internship programs, including candidate programming, events, intern engagement, and intern-to-full-time conversion

• Use recruiting data to understand pipeline health, identify opportunities, and keep hiring teams informed on progress and outcomes

• Create an exceptional candidate experience that is thoughtful, transparent, and high-touch at every stage

• Experiment with new ways to identify, engage, and hire exceptional talent early, and help turn what works into repeatable recruiting practices

What You Need

• 5+ years of full-cycle recruiting experience; experience with Emerging Talent, university, campus, or early-career recruiting is a plus

• A track record of identifying and engaging exceptional talent, with strong instincts for candidate quality

• The ability to quickly learn new talent markets, calibrate to a high hiring bar, and recruit across different roles and functions

• Strong operational rigor and the ability to manage high-volume pipelines, competing priorities, and frequent context changes without sacrificing candidate quality or experience

• Exceptional relationship-building and communication skills, with the ability to earn trust with candidates, hiring managers, and cross-functional partners

• An experimental mindset and willingness to try new approaches to find, engage, and hire great talent

Nice-to-Haves

• Experience owning high-volume or seasonal hiring programs

• Experience recruiting technical or engineering early-career talent

• Experience supporting internship programs and intern-to-full-time conversion

• Experience using AI throughout the recruiting workflow to improve sourcing, candidate engagement, and execution

Benefits available to all full-time Ramp employees (Global)

• Flexible PTO

• Centralized home-office equipment ordering

• Health and wellness stipend

• Budget for intra-office travel

• Weekly coffee stipend

United States

• 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents

• One Medical annual membership

• 401(k), including employer match on contributions made while employed by Ramp

• Fertility HRA (up to $10,000 per year)

• Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay

• Pet insurance

• In-office perks: lunch, snacks, drinks, and more

• Relocation expense coverage to NYC or SF (if needed)

Canada

• Group medical, dental, and vision coverage through Sun Life

• Life, AD&D, and disability coverage

• Fertility drug coverage (up to $4,000 lifetime)

• Group Retirement Plan with employer match (RRSP + DPSP)

• Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay

• Employee Assistance Program and virtual care through Lumino Health

United Kingdom

• Private medical insurance through Freedom Elite

• Virtual GP and at-home care via eMed x Livi

• Workplace pension through Penfold, with salary sacrifice option

• Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay

Referral Instructions

If you are being referred for the role, please contact that person to apply on your behalf.

Other notices

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.

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