As a Senior Recruiting Manager at Ramp, you'll lead and mentor a team of recruiters and sourcers to achieve hiring goals. Your role involves collaborating with senior leaders and hiring managers to ensure recruiting strategies align with business priorities. You'll also leverage data analytics, establish best practices, and drive productivity improvements, playing a critical role in talent acquisition during Ramp's expansive growth.

Candidates for the Senior Recruiting Manager position at Ramp should possess a minimum of 7 years in recruiting, specifically in scaling sales teams. A proven leadership experience of at least 3 years is essential, along with the ability to formulate strategic hiring plans that align with company objectives. Familiarity with data analytics to enhance recruiting processes is highly valued.

At Ramp, we foster an environment of continuous growth and learning. As a Senior Recruiting Manager, you'll have access to various resources, mentorship opportunities, and cross-functional initiatives aimed at elevating your team's performance. We're committed to supporting the professional development of our recruiters and promoting a culture of excellence within the People & Talent organization.

While not mandatory, experience with AI and analytics tools, especially if you're familiar with Ashby as both an ATS and analytics platform, can significantly enhance your success in the Senior Recruiting Manager role at Ramp. Utilizing technology to streamline our recruiting processes is a fundamental aspect of this position, and we welcome innovative approaches to drive efficiency.

Ramp provides a comprehensive benefits package for its Senior Recruiting Managers, including 100% medical, dental, and vision coverage, a 401k with employer match, flexible PTO, and various wellness stipends. Additional perks include fertility assistance, pet insurance, and relocation support for those moving to NYC or San Francisco, ensuring our team members have well-rounded support.

To attract the best sales talent for Ramp, I would utilize a mix of personalized outreach, employer branding, and data analytics. By understanding the motivations of potential candidates and leveraging Ramp's unique company culture and innovative solutions, I can create compelling recruitment marketing strategies that resonate with top-tier candidates.

In facing recruitment challenges, I prioritize transparency and communication with both my team and candidates. I believe in identifying bottlenecks early through regular check-ins and leveraging data to refine our strategies. Continuous feedback helps me adapt our approaches in real-time, ensuring we remain responsive to the dynamic hiring environment.

Yes, in a previous role, I developed a targeted hiring plan focusing on outreach and engagement with passive candidates. This strategy led to a 25% increase in sales hires over six months, emphasizing the importance of proactive talent sourcing and building relationships with potential candidates even before positions opened.

I ensure alignment by facilitating regular strategy sessions and feedback loops between the recruiting team and hiring managers. This allows for clarity around hiring needs, company culture, and candidate profiles, ultimately aligning our efforts with business goals and improving the overall hiring process.

Essential metrics for evaluating recruiting success include the time-to-hire, quality of hire, candidate satisfaction, and diversity of applicants. Tracking these metrics allows us to make data-driven decisions that enhance our hiring process and align our efforts with Ramp's business objectives.

I stay updated on recruitment trends by following industry publications, attending webinars, and participating in professional networks. Additionally, I value collaboration and knowledge sharing with my peers within the industry, helping to exchange best practices and innovative recruitment strategies that can benefit Ramp.

At my last position, I identified inefficiencies in the interview process that caused delays. By implementing a structured feedback template for interviewers and setting clear timelines for candidate evaluations, we reduced our time-to-hire by over 30%, increasing our ability to close top candidates faster.

In my view, essential qualities for a successful recruiting manager include strong interpersonal skills, adaptability, analytical thinking, and a deep understanding of the company's culture and objectives. These traits enable us to connect with candidates effectively and create a seamless recruitment experience.

To foster a positive candidate experience, I prioritize communication and prompt feedback throughout the hiring process. Providing candidates with clear timelines, resources, and a warm, engaging approach makes them feel valued and ensures a positive perception of Ramp, regardless of the outcome.

I believe AI can be a powerful tool in the recruiting process for automating repetitive tasks and enhancing candidate sourcing. By using AI responsibly, we can improve efficiency while maintaining personal engagement with candidates, ultimately creating a hybrid approach that utilizes technology to elevate our recruitment strategies at Ramp.