Senior Recruiter

About January At January, we're rebuilding one of the most broken parts of consumer finance: what happens after someone falls behind on debt. Our autonomous, compliant collections platform works directly for creditors, using data and AI to personalize outreach and offer consumers clearer, more compassionate ways to resolve what they owe. January has serviced $20B+ in debt and engaged 20M+ consumers. We outperform traditional agencies by 30%+ for 80%+ of our clients. Backed by Series B funding, ~100+ people working out of Nolita, NYC. About the Role As Senior Recruiter at January, you'll bring operational precision and quality obsession to every search, executing at high velocity while maintaining an uncompromising hiring bar. You'll spend 80%+ of your time on direct recruiting activities that lead to hires. Key Responsibilities - Deliver exceptional hires at velocity: own 6-8 concurrent searches and ship hires that meet growth targets without compromising the hiring bar - Identify world-class talent others can't reach: source from organisations with the highest talent bars and evaluate candidate quality from limited signals - Build recruiting operations that compound: surface pipeline intelligence, run experiments, create playbooks and automation that make recruiting more efficient over time - Transform hiring managers into recruiting partners: coach hiring managers to maintain quality bar independently and activate them as sourcing channels - Maintain quality under pressure: reject weak candidates even when pipelines are thin; defend "no hire" decisions with specific gaps articulated - Optimise everything: treat every pipeline challenge as an opportunity to build a better system Requirements - 5+ years of full-cycle recruiting experience in tech companies (including some startup experience), with at least 3 years owning technical recruiting pipelines - Track record recruiting from elite organisations: can name specific hires and articulate what made them exceptional beyond credentials - Proven ability to scale recruiting while maintaining quality: hired 20+ people during a company growth phase without lowering standards - Systems builder: created recruiting infrastructure others could execute — playbooks, process improvements, optimisation experiments - Data fluency: uses funnel analysis and conversion optimisation to diagnose and solve recruiting problems systematically Bonus Skills - Strong stakeholder management: developed hiring managers from reactive to proactive recruiting partners - Thrives in ambiguous, fast-paced environments; built processes from scratch while maintaining execution velocity - High standards and accountability: comfortable pushing back on senior stakeholders when quality is at risk