Associate GTM Recruiter

About Ramp

Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.

The problems are high-stakes, data-dense, and unforgiving.

We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.

The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.

If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.

About the Role

Ramp is scaling the Sales Development org, and we're hiring a Recruiter to help build it. SDR hiring is its own discipline: the bar is high, the volume is real, and the strongest candidates rarely have a track record long enough to read.

You'll work with our Sales Development recruiter, owning full-cycle SDR hiring: sourcing, screening, scheduling, and offer close. It's a foundational seat with real autonomy. You'll work as a team to build the playbook. The SD team you're hiring for moves fast, with consistent quota beats and frequent promotions.

What You'll Do

Own pipeline hygiene in Ashby, moving candidates through stages, keeping data clean, and flagging what's stuck.

Schedule and coordinate interviews across hiring managers, panelists, and candidates.

Run clear, timely candidate communication and a consistently good candidate experience, even at high volume.

Keep scorecards and business case materials up to date and consistently applied, so hiring managers test the same way every time.

Flag process friction early instead of waiting for someone else to catch it.

Use AI daily for drafting outreach, summarizing notes, and speeding up research.

Support sourcing and screening using LinkedIn Recruiter, AI tools like Claude, and internal data.

What You Need

0 to 2 years in recruiting, sales, or a candidate/client-facing role. SDR/BDR experience is a strong plus.

A track record of overachieving against a goal or quota, in any context.

Genuinely good at multitasking, with many candidates and stakeholders in motion at once and nothing slipping.

High emotional intelligence: reads a room accurately, adapts on the fly, and knows when to push and when to hold back.

Trustworthy with sensitive comp and candidate information.

Highly organized, catching what's off before it becomes a problem.