Head of Recruiting, Cardless
$170-230k
+ Equity
5 days a week in office (Mission District, SF)
Co-branded credit card creation platform
Open for applications
Co-branded credit card creation platform
21-100 employees
Open for applications
$170-230k
+ Equity
5 days a week in office (Mission District, SF)
21-100 employees
Company mission
To make credit more engaging, rewarding, and accessible.
Role
Who you are
- 5+ years of recruiting experience at tech companies, with meaningful time spent on engineering roles
- Experience building or significantly scaling a recruiting function — or you're a senior IC ready to step up and own it
- Hands-on. You're not looking to manage a team from a distance; you want to be in the work
- High bar for talent. You know what great looks like and you're not willing to settle
- Creative and relentless closer. You don't just follow the playbook — you find new ways to win
- Organized and fast. You can run multiple searches in parallel without dropping balls
What the job involves
- We're looking for a Head of Talent to build and lead recruiting at Cardless. You'll report directly to our COO and work closely with our founders
- This isn't a function that gets delegated and forgotten — leadership is in the weeds on hiring because we believe it's the highest-leverage thing we do. At our stage, each hire over the next year can meaningfully change the trajectory of the business. We want someone who feels the weight of that
- This is our first full-time recruiting hire, but you won't be starting from scratch. We've used outsourced recruiters and fractional help to build a foundation — your job is to take it from here and make it yours
- You'll have the opportunity to shape the function in your vision while inheriting some momentum
- We're planning to grow significantly over the next year. You'll own that hiring plan end-to-end: sourcing, closing, and building a small team to give yourself leverage. This is a hands-on role — we're not looking for someone who wants to manage from above
- Own full-cycle recruiting across all functions, with a near-term focus on engineering, operations, and GTM
- Build the recruiting function: hiring plan, process, tooling, employer brand, candidate experience — all of it
- Build and lead a lean recruiting team that scales thoughtfully with hiring demand, prioritizing efficiency, strong processes, and clear ownership over simply adding headcount
- Partner with hiring managers to define roles, calibrate on candidates, and close offers
- Be a closer. Do extraordinary things on an ordinary basis to get candidates over the line. We're competing for great people in a highly competitive market
- Move fast. We have aggressive hiring goals and need someone who can keep pace
- We work in the office 5 days a week. We know that's a dealbreaker for some people, and that's okay
- This is an early-stage company. We're ~40 people servicing hundreds of thousands of customers. You'll be building systems that don't exist yet, not optimizing ones that do. If you want structure handed to you, this isn't the right fit
- You'll need to push yourself. We're not going to give you a playbook or check in daily to make sure you're on track. You need to be someone who creates their own direction and holds themselves accountable
- The pace is intense and this role is hands-on. We have aggressive goals and a lot to build — this isn't a 9-to-5. You'll be expected to build out a team, but to give you leverage, not to make you a full-time manager. You'll be sourcing and closing candidates yourself — not just managing a team or running process from above
- We expect out-of-the-box thinking. If your idea of closing a candidate is a nice phone call and a follow-up email, this job isn't for you. We want someone who texts their candidates, shows up in person, does whatever it takes. Out-of-the-box methods are the only way to achieve out-of-the-box results — in hiring and across the business
Our take
Cardless is a financial technology company attempting to modernise co-branded credit card programs. There are around 200 brands in the U.S. with traditional cards that haven't been modernised in over 20 years. These traditional cards, from the likes of Costco and Sam's, enable shoppers to collect reward points that they can use for things like travel.
Cardless’ co-founders are no strangers to the financial industry. Michael Spelfogel spent time at Visa, and Scott Kazmierowicz worked in banking for Goldman Sachs. Through their experiences, they spotted a gap in the market for simple, credit card loyalty programs that focus on customer experiences. For example, it helps popular consumer brands launch credit cards that can engage with their fans and reward them with bespoke benefits.
The global credit card market is valued at over $100 billion. It's certainly big enough for consumer brands to enter; however, with Cardless acting as a middleman, there's always a risk that it could get frozen out by the big banks. Nevertheless, it secured $60 million in Series C funding in 2025, which will be used to expand its products, partnerships and card programmes.
Freddie
Company Specialist at Welcome to the Jungle
Insights
-30% employee growth in 12 months
Company
Funding (last 2 of 6 rounds)
Sep 2025
$60m
SERIES C
Nov 2024
$30m
GROWTH EQUITY VC
Total funding: $140m
Company benefits
- 💸 Competitive salaries, equity, and a 401(k) plan
- 🏥 Top-of-the-line healthcare (medical, vision, and dental), with 100% primary coverage and 75% dependent coverage for medical
- 🌴 Unlimited paid time off, with a minimum of 15 days off per year
- 👶 Parental leave for birthing and non-birthing parents
- ✈️ Team trips & offsites
- For in-office employees:
- 🍱 Catered lunch at the office every day, plus plenty of snacks & drinks
- 🚎 $250/month commuter assistance for public transit or our parking garage
- For remote employees:
- 🖥️ $500 remote setup stipend to help you do your best work
Company HQ
Mission District, San Francisco, CA
Leadership
Scott Kazmierowicz
(Co-Founder & CEO)Former Investment Banker at Allen & Company and Bank of America. Former Software Engineer at Goldman Sachs. BS in Computer Science at Stanford University.
Michael Spelfogel
(Co-Founder & President)Former Data Scientist at Lyft and Rent the Runaway. Formerly in Commercial Card Management at Visa. BASc in Management Science and Engineering at Berkley.
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