Technical Recruiter (Engineering)

Requirements 5+ years of full-cycle technical recruiting/sourcing experience in a similar role at a high-growth technology company or startup Demonstrated track record hiring for deeply technical engineering roles. You can hold a credible conversation with a hiring manager about the work, not just the title You build and use AI across every stage of the recruiting process, from how you find candidates to how you screen, calibrate, and close them. You're a sourcer at heart, don't wait for inbound, and treat your tooling as part of the craft Excellent written and verbal storytelling communication skills Ability to influence at various levels in an organization, anchoring on data-driven decision-making Operationally strong, detail-oriented, and comfortable navigating ambiguity in a fast-moving environment Genuine care for the candidate experience. You believe how someone is treated through the process is as much a reflection of Ramp as the offer itself What the job involves Ramp is building something ambitious, and we believe our most important advantage is our people. This role sits at the foundation of that belief. You'll help shape how Ramp identifies, evaluates, and hires world-class engineering talent, with a particular focus on the engineers at the center of what we're building next This is a craft role. You'll own pipelines end-to-end, partner directly with our Engineering leadership, and be accountable for the quality of the people we bring through the door. We're looking for a Technical Recruiter who treats hiring as a discipline. Someone who cares as much about candidate experience and calibration as they do about closing You won't just be working off a req list. We're looking for someone who can take ambiguous or high-level direction from engineering leadership and turn it into a sharp, targeted search, knowing exactly who they want before the role even opens. You'll be expected to have strong opinions on talent, defend them with evidence, and push back on stakeholders when the bar is at risk Recruiting at Ramp is owned end-to-end, not handed off. This role requires someone who stays close to the candidate, close to the hiring manager, and close to the work, so context never gets lost between hand-offs Partner closely with our Engineering leadership and hiring managers to deeply understand the requirements of each role and how it fits into the organization Manage full-cycle recruiting for multiple, complex searches across our Engineering organization, owning every stage from first touch to signed offer Build deeply targeted sourcing strategies. Know the companies, the teams, and the individual engineers worth pursuing before opening a search Partner with our sourcing team to iterate on creative strategies for talent pipelines and competitor mapping Run candidate process with urgency and care. Same-day follow-up, next steps booked before you hang up, no candidate left chasing us Manage pipeline activity, maintain data integrity, and proactively share data-centric updates with internal stakeholders. Spot funnel issues early and bring evidence to calibration conversations, not just gut Drive offer processes for candidates, including extending offers, negotiations, closing candidates, and generating offer letters Act as a strategic advisor, not a req-filler. Anticipate hiring needs, shape strategy alongside engineering stakeholders, and translate abstract asks into concrete target lists, comp frameworks, and close plans Lead initiatives that raise the bar on how technical recruiting operates at Ramp, including interview loops, interviewer training, scorecards, and other cross-functional efforts that increase hiring quality and speed Build excellent relationships across the recruiting team and your engineering client groups #J-18808-Ljbffr Ramp