Senior Recruiter

Fingerprint empowers enterprises to detect and stop online fraud with the world’s most accurate device intelligence. We lead our industry with bleeding-edge identification capabilities and work on turning new ideas and discoveries in the fraud detection space into reality. Our customers range from innovative startups to leading enterprise companies, including Plaid, Dropbox, and

Fingerprint is a globally dispersed, 100% remote company. We were named on on the 2026 Forbes Best Startup Employers list and ranked #803 on the 2026 Inc. 5000 list of America’s fastest-growing private companies.

We have raised $77M and are backed by Craft Ventures (Tesla, Facebook, Airbnb ), Nexus Venture Partners ( Postman, Apollo.io, MinIO, Druva) and Uncorrelated Ventures ( Redis, Rollbar, Gradle).

Location Preference:
Remote, Preference for candidates located in the US

As a Senior Recruiter at Fingerprint, you'll own full-cycle recruiting across both Go-to-Market and Technical roles, partnering closely with hiring managers and leadership to build teams and hire exceptional talent during a critical stage of growth. This is a highly consultative role for someone who thrives in a fast-paced startup environment, enjoys solving complex hiring challenges before they slow down a search, and isn't afraid to introduce new ideas.

You’ll act as a trusted talent advisor, helping leaders define hiring strategies, calibrate talent, navigate market conditions, and drive hiring decisions from kickoff through offer acceptance. The ideal candidate is proactive, resourceful, highly organized, and brings a strong sense of ownership to every search.

• Full-Cycle Recruitment:
  Own the end-to-end recruitment process for both technical (e.g., Software Engineers, Product Managers) and non-technical (e.g., Marketing, Sales, Operations, People) roles.
• Candidate Sourcing:
  Leverage a mix of channels - Linked In Recruiter, Gem, Reddit, job boards, professional networks - utilizing creative outreach strategies to proactively identify and engage both technical and GTM talent.
• High Volume Pipeline Ownership:
  Build and maintain an active, high quality pipeline across multiple requisitions simultaneously, balancing speed with a strong bar for quality and ensuring diversity inclusion within talent pools.
• Strategic Hiring Manager Partnership:
  Act as a true partner to hiring managers, collaborating closely on role requirements, scoping, team dynamics, advise on market insight, and help shape hiring strategy to support long-term hiring goals.
• ATS Management:
  Use Greenhouse to track candidate progress, schedule interviews, and maintain accurate and up-to-date records.
• Recruitment Metrics:
  Track and analyze key recruitment metrics to continuously improve the effectiveness of recruiting strategies and processes.
• Candidate
  
  Experience:
  
  Ensure a positive experience for all candidates by providing timely updates, feedback, and a professional interview process.

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