Sr. Recruiter

Cents; New York (NY); On-site; USD 110,000 - 140,000; Full time

Benefits offered by this job

Equity Options

Unlimited PTO and 12 paid holidays

Gym, laundry, and commuter stipend

Parental leave

Job summary

Cents is seeking its first dedicated recruiter to own talent acquisition end to end in New York, NY. You will design the hiring process, run full-cycle searches across multiple functions, and improve outcomes using data and AI automation.

You’ll report to the VP of People and partner closely with executives and hiring managers to build a modern talent function from the ground up. The role is onsite in NYC with a comprehensive compensation package and benefits.

Qualifications

• 6+ years of full-cycle recruiting, ideally in-house at a high-growth startup.
• Experience building hiring processes or systems from scratch.
• Evidence of influence with senior leaders using data and relationships.

Responsibilities

• Define the hiring process stage by stage and align leadership on how hiring will work.
• Design structured interview loops for each role family and scoring.
• Replace subjective decisions with scorecards and debriefs.
• Set up recruiting tooling including ATS, templates, sourcing channels, and metrics.
• Build repeatable hiring playbooks and intake/interview guides.
• Lead kickoff/intake sessions with hiring managers to finalize searchable profiles.
• Train interviewers on structured interviewing and bias mitigation.
• Facilitate pre-briefs and debriefs, coaching through difficult moments.

Skills

Full-cycle recruiting

Hiring process design

stakeholder influence

Sourcing pipelines

Data-driven

Ownership mindset

Clear communication

Tools

ATS

Ashby

Greenhouse

Lever

LinkedIn Recruiter

Job description

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.

What you’ll do

• 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.

What we’re looking for

• 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 with candidates and colleagues, with the expectation that interactions improve how people feel about Cents.

Tools and technologies

• ATS
• AI-powered recruiting workflows
• Ashby
• Greenhouse
• Lever
• LinkedIn Recruiter

Compensation and location

• Location: New York, NY (onsite)
• Salary: USD 110,000 - 140,000 per year

Benefits

• Equity Options
• Unlimited PTO and 12 Paid Holidays
• Gym, Laundry and Work-from-home/Commuter stipend
• Parental leave: Up to 14 weeks fully paid for new parents
• Health benefits including medical, dental, vision, mental health support, parental leave, life and AD&D insurance, and disability
• 401(k)

Nice to have

• Experience recruiting for vertical SaaS, SMB-focused software, or sales-heavy organizations
• Hands-on experience with Ashby, Greenhouse, or Lever, and with LinkedIn Recruiter
• Exposure to People operations beyond recruiting, such as onboarding, comp, or performance

Why this role

• You will build, not inherit, with a leadership team that wants you to fill a blank page for talent acquisition.
• At around 100 people, you can build direct relationships with hiring managers and see the impact of a single strong hire across the company.