Recruiting Operations Associate, Ramp

• This is not a role for someone who already has every tool figured out. It's for someone hungry, organised, and curious, who wants to learn ops from the inside and grow into the person automating it
• 2–3 years in a recruiting coordinator, talent ops, or similar admin-heavy role, ideally in a fast-paced or high-growth environment
• Obsessive attention to detail. Wrong req ID, broken calendar link, missing field, these are the things that bother you
• Strong with tools and fast to pick up new ones. You don't need to have shipped automation yet, but you should be the kind of person already poking at ChatGPT, Claude, Zapier, or whatever else in your own time
• Organised by default. Comfortable juggling 30 things across recruiters, hiring managers, and candidates without dropping one
• High agency. You'd rather fix the broken thing than complain about it
• Curious about the recruiting craft. You want to learn how a real GTM hiring machine runs, not just push tickets
• Don't check every box? We'd still love to hear from you. Some of the strongest hires we make don't look perfect on paper. If that path excites you, this is the seat

Desirable

• We're hiring a Recruiting Operations Associate to run the operational engine behind GTM hiring at Ramp
• Recruiting ops is where candidate experience is won or lost. Fast scheduling, clean handoffs, accurate systems, offers that land on time. These are the small things that decide whether a candidate feels like they're moving through a serious company or chasing us for updates. Done well it's invisible. Done badly it sinks the process before recruiters or hiring managers even get a chance
• That engine is what lets Ramp hire at the bar we hire at, at the pace we hire at. It's a crucial part of how the whole GTM org gets built
• You'll own that layer for GTM. Job postings, requisition IDs, interview scheduling support, system hygiene, all the operational pieces that keep the machine running. Day one is hands-on and manual. The arc is to learn the work cold and then use AI and automation to make it run itself
• Own GTM job postings end-to-end across Ashby and the Ramp careers site, taking requisitions from hiring manager brief to live posting fast, accurate, and consistent with how Ramp talks to candidates
• Manage requisition IDs and the broader recruiting admin layer so that recruiters and hiring managers never have to chase you for the basics, and so our system of record stays clean as we scale
• Partner with our recruiting coordinators on interview scheduling across Sales, Marketing, CX, and Partnerships, making sure candidates experience the same bar in our process that they'll feel in the team they join
• Keep ATS hygiene tight so pipelines stay accurate, stages stay clean, and the data we use to make hiring decisions is something the whole Talent team can actually trust
• Identify the most repetitive, manual work across the GTM hiring machine and start using AI and lightweight automation to take it off the team's plate, freeing recruiters to spend their time on candidates and hiring managers
• Help build the GTM-side playbook for how recruiting operations should run at Ramp, partnering closely with Talent & People Ops on the handoff from offer through to onboarding
• The Six Months:
• The first half is about mastering the work, getting hands-on with every part of the GTM hiring machine and learning where the friction actually lives. The second half is about starting to take that friction out, using AI and automation to streamline the manual layer. Done well, this is the seat that earns conversion to full-time and shapes how GTM recruiting ops runs at Ramp going forward