G&A Recruiter

At Navan, we believe in-person connections are the fuel for innovation. Our Global G&A organization is the backbone of this mission, providing the infrastructure that allows our business to scale. We are looking for a G&A Recruiter who doesn’t just "fill seats," but acts as a talent advisor to help us build a world-class corporate foundation. What You’ll Do Full-Cycle Ownership: Manage the end-to-end recruitment process for complex Corporate G&A functions (including IT/BT, Finance, Legal, Audit/Risk/Compliance, People, etc.) from initial kickoff meetings to creative sourcing and final offer negotiations. Strategic Partnership: Act as a consultant to our executives and hiring managers, helping them define roles, design interview loops, and navigate the talent market. Pipeline Engineering: Move beyond job boards. You’ll use LinkedIn Recruiter, GEM, and your personal network to engage high-caliber passive talent. Candidate Advocacy: Provide a "white-glove" experience. You’ll ensure every candidate—regardless of the outcome—leaves their interview feeling inspired by Navan. Data-Driven Execution: Use Greenhouse and recruiting metrics to track your pipeline health, identifying bottlenecks and pivoting strategies in real-time. Process Innovation: Contribute to the "Navan Way" by leading projects that improve our recruiting tools, employer branding, and team efficiency. What We’re Looking For Experience: 3–5 years of full-cycle recruiting experience, specifically within G&A (IT, Business Technology, Finance, Legal, Audit/Risk/Compliance, People, etc.) in a high-growth or startup environment. The Toolkit: Proficient with Greenhouse and GEM. You should be a "power user" of LinkedIn Recruiter and other modern sourcing technologies. Communication: You can hold your own in a room with executives and possess the empathy to guide candidates through career-changing decisions. Agility: You thrive in "scrappy" environments. If a process doesn't exist, you’re excited to build it. Analytical Mindset: You enjoy the "why" behind the numbers—using KPIs to tell a story and influence hiring decisions. The posted pay range represents the anticipated low and high end of the compensation for this position and is subject to change based on business need. To determine a successful candidate’s starting pay, we carefully consider a variety of factors, including primary work location, an evaluation of the candidate’s skills and experience, market demands, and internal parity. For roles with on-target-earnings (OTE), the pay range includes both base salary and target incentive compensation. Target incentive compensation for some roles may include a ramping draw period. Compensation is higher for those who exceed targets. Candidates may receive more information from the recruiter. #J-18808-Ljbffr