Senior Recruiter

Collections runs like an emergency room. You show up in crisis, get triaged by a stranger who doesn't know your history and leave with no follow-up. We're turning it into primary care for consumer finance. We started in the hardest, most broken stage, because if it works there it works anywhere.
70 million Americans fall behind on a debt every year. Most want to pay what they owe and can't find a way back. We've serviced over $20 billion in debt across more than 20 million consumers. We see more people with charged-off loans each year than all but the top five US banks. They rate us about 50% higher than the banks that lent them the money. Creditors net over 30% more with us because we collect more and charge less.
Most AI strips the human out of the work. We use it to do the opposite. In someone's hardest financial moment we make the experience more human. The more human we make it, the more people recover. Now we're moving upstream, catching people before they default and building across every stage of the consumer credit lifecycle. The one in collections today is the one who gets approved tomorrow.

As Senior Recruiter, you own searches end-to-end across engineering, product, operations, and business. You ship hires at the velocity our growth demands, and you hold the bar even when the timeline pushes you to drop it.

We treat recruiting as a science, not an art. You read what a candidate actually wants from a short conversation, then sell to that. Not to a feature list. You find people others can't, and you close them on a company they've never heard of, against one they already trust. You ask the same kind of question of the funnel itself: when it leaks, you find out why and fix it.

An empty seat is expensive. A wrong hire costs more. You're the person we trust to know the difference.

• Deliver hires at velocity. Own 6-8 concurrent searches and hit our growth targets without lowering the bar. Close by handling the real objection, not the one said out loud.

• Find talent. Source from the highest-bar organizations and get passive candidates to engage. Read quality from limited signal, and tell strong from merely good before the formal interviews.

• Build recruiting that compounds. Diagnose pipeline breakdowns from funnel data. Run experiments that prove value before you scale them. Leave behind playbooks others can run without you.

• Turn hiring managers into partners. Coach them to hold the bar without being asked. Activate them as a sourcing channel. Share the outcome, and the accountability.

• Hold the bar under pressure. Reject weak candidates when the pipeline's thin and the timeline's tight. Defend the no with evidence; the specific gap, not "not strong enough."

• Curiosity as your core instrument. You ask the fewest, sharpest questions to find what a candidate actually wants. Then sell to that. You point the same questions at the funnel: when it leaks, you find out why before you act.

• An eye for what others miss. You read past the credential. You can say what made a hire great beyond where they worked or studied.

• Quality over speed. You hold the line when under timeline pressure, and you name the specific gap, not "not strong enough."

• A pitch that lands. You make a strong candidate who's never heard of January want in.

• The truth, early. You flag a search in trouble before you're forced to, with the data, when staying quiet would have been easier.

• Judgment under constraint. When capacity is tight, you protect the priority searches and let the others slip, on purpose, instead of spreading thin and missing on all of them.

• A system you make better. You leave behind playbooks and experiments others can run. Progress that compounds.

• 5+ years of full-cycle recruiting experience in a startup or tech company, with at least 3 years owning technical recruiting pipelines.

• Decentralization beats control. The best calls get made by the people closest to them, not routed up a chain. You'll set the standards that let the team decide without you in the room.

• Speed beats perfection. You run tight loops, act at 70% on reversible calls and adjust as you learn. Fast loops beat slow ones.

• Candor beats comfort. You'd rather hear a hard truth early than a polite sidestep that wastes everyone's time.

• Writing beats the average meeting. Clarity scales.

• AI runs through everything here. We built our own code reviewer that beats the alternatives. Our voice AI handles most inbound calls with zero hallucinated payments. Engineers ship 3-4x the PRs they used to. You'll push it further into the work than almost any company you've worked at.

• We operate at every altitude. No one here lives only on Mount Olympus, not even the leaders. We get into the trenches to learn the ground truth, then refine our information flows so ground truth climbs as fast as direction comes down.

• We build in person, at least three days a week in our office in Nolita, with a growing group coming in every day. Random run-ins cross-pollinate ideas. Face time builds trust no thread can. Building alongside people makes work far more fun.

We are currently hiring for this position in our New York office.

As a New York City-based company, we are dedicated to transparent, fair, and equitable compensation practices that reflect our commitment to fostering an environment where all team members are valued and supported. We encourage individuals from all backgrounds to apply.

We are an equal opportunity employer committed to diversity and inclusion in the workplace. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, age, veteran status, or any other legally protected characteristic.