Senior Recruiter - Remote / USA
1 day ago
Job description
Flex is building the AI-native private bank for business owners.
We're re-architecting the entire financial system for entrepreneurs—from the first dollar a business earns to how that value compounds, moves, and is ultimately spent in real life.
Since launching publicly in September 2023, Flex has scaled from zero to nine-figure annualized revenue, with a clear path to profitability by late 2026.
Our customers are affluent business owners ($3–$200M in revenue)—the backbone of the economy and one of the most underserved segments in finance.
The opportunity is massive:
a ~$1T+ revenue market hiding in plain sight. Our ambition is to build a $100B+ company by delivering a product that is fundamentally better—not incrementally improved.
Flex has raised $100M+ in equity and $300M+ in debt.
- Mission-critical problems: We build software that directly controls how money moves at scale.
- High bar, low ego: Small teams, exceptional people, real ownership.
- Speed over comfort: We prioritize execution, quality, clarity, and results.
- Enduring impact: What we're building will define how a generation of owners runs their businesses.
Team & Locations
We hire exceptional people who want to build hard things and see their work matter immediately
Roles are available in:
San Francisco, Miami, New York, and fully remote.
Flex Fuels Ambition.
We're hiring a Recruiter who can operate as a true hiring partner to engineering, product, data, and business leaders.
This role requires comfort recruiting for technical and semi-technical roles, strong signal judgment, and the ability to translate business needs into clear hiring profiles.
You'll own end-to-end recruiting while helping build scalable, high-quality hiring systems.What You'll Do
Own full-cycle recruiting for technical and non-technical roles (engineering, product, data, GTM, operations)
Partner with hiring managers to define role scope, seniority, success metrics, and technical expectations
Build outbound sourcing strategies using LinkedIn, GitHub, referrals, and targeted research
Screen candidates for technical baseline, problem-solving ability, and role-specific depth (not just keyword matching)
Coordinate structured interview loops and ensure consistent signal capture across interviewers
Manage candidate pipelines, interview feedback, and hiring decisions in an ATS
Drive offer strategy and closing, including leveling, compensation alignment, and counter-offer navigation
Analyze funnel metrics (conversion rates, time-to-fill, source quality) to improve hiring efficiency and quality
Continuously refine hiring processes, interview rubrics, and candidate evaluation frameworks
What We're Looking For
5–7+ years of recruiting experience, including technical roles
Demonstrated success hiring engineers, product managers, or data roles
Strong sourcing skills and comfort doing high-volume outbound for hard-to-fill positions
Ability to understand and evaluate technical role requirements (you don't need to code, but you need to ask the right questions)
Experience running structured interview processes and reducing false positives/negatives
Highly organized, data-driven, and detail-oriented
Clear communicator who can push back on vague requirements and raise the hiring bar
Thrives in fast-paced, high-growth environments with evolving needs
Nice to Have
Startup or scale-up recruiting experience
Experience hiring senior or leadership-level technical talent
Familiarity with ATS and recruiting tech (Greenhouse, Ashby, Lever, Gem, etc.)
Exposure to AI, fintech, or platform engineering teams
Why This Role Matters
This role directly impacts product velocity, technical quality, and company execution. You'll work closely with leadership, influence hiring standards, and help build teams that scale responsibly and sustainably.
$150,000 - $250,000 a year
Why Join Us
Build something generational — Capture the full lifecycle of money for ambitious business owners.
Work on real money, real risk — Payments, credit, and banking at serious scale.
Solve hard problems — AI, underwriting, compliance, and global finance from first principles.
True ownership — Small teams, high trust, real accountability.
Founder-level exposure — Direct access to leadership, customers, and investors.
High bar, high taste — Move fast without cutting corners.
Elite peers — People here are builders, not tourists.
Real upside — Meaningful equity if you help build something big.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses.
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