Sr. Recruiter

Cents is building out a modern talent function and needs its first dedicated recruiter to own talent acquisition from end to end. In this onsite role in New York, NY
, you will build the hiring process and systems, run full-cycle searches across multiple functions, and help improve hiring outcomes using data and AI automation. You will report to the VP of People and partner closely with executives and hiring managers.

• Define the Cents hiring process stage by stage, from intake through offer, and align leadership on how hiring will work.
• Design structured interview loops for each role family, including interviewer assignments, what each stage evaluates, and how decisions are made.
• Replace subjective decision-making with scorecards and clear debriefs.
• Set up and own recruiting tooling, including the ATS
  , job templates, sourcing channels, scheduling, and hiring metrics such as time to fill, pass-through rates, source quality, and offer acceptance.
• Build repeatable hiring playbooks, including intake templates, interview guides, reference and offer processes, and a candidate experience that reflects the standard you would want yourself.
• Run kickoff and intake sessions with hiring managers to agree on a real, searchable profile before the search begins.
• Train interviewers on structured interviewing, stronger question design, bias avoidance, and writing feedback that supports good decisions.
• Stay involved throughout the process by facilitating pre-briefs and debriefs, driving for decisions, and coaching through difficult moments like split panels or competing offers.
• Develop trusted partnerships with executives and hiring managers.
• Bring a data-backed point of view by pushing back on unrealistic profiles, unclear ownership, or slow feedback using market data and pipeline evidence.
• Own candidate experience from the first touch through the first day, maintaining momentum so strong candidates do not go quiet.
• Partner with the VP of People and the CFO on workforce planning, comp benchmarking, and how hiring ties into onboarding and performance.
• Run searches across engineering, product, sales, customer success, and G&A, including senior and leadership hiring.
• Source proactively by building pipelines through outbound outreach, referrals, and community.
• Handle screening, scheduling, and closing, including compensation conversations, offers, and negotiation.
• Tell the Cents story in a way that resonates with candidates as the company modernizes an industry many overlook.
• Build AI-powered recruiting workflows to automate repeatable tasks such as sourcing lists, first-touch outreach, scheduling, and interview note synthesis.
• Pick and implement the recruiting stack, set it up end to end, and teach the team how to use it effectively.
• Use the time saved from automation to raise the bar on what cannot be automated: judgment, relationships, and closing.

• 6+ years of full-cycle recruiting, ideally with in-house experience at a high-growth startup (Series A to C is the sweet spot), and experience hiring across multiple functions.
• Experience building hiring processes or systems, including standing up or rebuilding an interview framework, hiring process, or ATS from scratch.
• Evidence of influence with senior leaders, including changing minds about profiles, process, or candidates using evidence and relationships rather than escalation.
• Strong sourcing skills with the ability to build pipelines for hard-to-fill roles without relying on inbound.
• Comfort with data, including understanding funnel metrics and being able to explain them to a CFO.
• Strong ownership habits, with a preference for shipping an improved process quickly rather than waiting for next-quarter perfection.
• Clear, warm communication…