Senior Technical Recruiter, Cardless
$185-210k
+ Equity
3-5 days a week in office
Co-branded credit card creation platform
Be an early applicant
Co-branded credit card creation platform
21-100 employees
Be an early applicant
$185-210k
+ Equity
3-5 days a week in office
21-100 employees
Company mission
To make credit more engaging, rewarding, and accessible.
Role
Who you are
- Technical Recruiting Depth: 5+ years of full-cycle technical recruiting, with a track record of closing senior and staff-level engineers
- Startup Experience: You have recruited at a high-growth, venture-backed startup and know how to build process where none exists. Fintech or infrastructure experience is a plus
- San Francisco Network: You know the SF engineering market: who the strongest teams are, what they pay and how to get their engineers on the phone
- Sourcing Craft: You are an expert outbound recruiter. You can connect with engineers seamlessly and can identify the top 10% through thoughtful calibration
- Closing Ability: You have personally closed candidates against competing offers from top-tier companies and can speak fluently about comp, equity and leveling
- Ownership and Judgment: You hold a high bar, manage your own priorities across several critical searches, and do not need to be managed at the activity level
What the job involves
- Cardless has found product-market fit, has live card programs with brands like Coinbase and Bilt, and is growing fast
- The next chapter depends on one thing more than any other: hiring the engineers, data scientists and technical leaders who will build the infrastructure behind those programs
- As one of the first technical recruiters at Cardless, you will own full-cycle hiring for our most critical engineering searches, from staff-level backend engineers to the leaders who will build out entire teams
- You will work directly with engineering leadership, and because the team is small, the playbooks, interview processes and hiring bar you put in place now will become the template for how we hire for years to come
- Own the full cycle. Run every search end to end: intake, market mapping, outbound, interview loops, debriefs and close. You are accountable for the hire, not just the pipeline
- Hunt the best of the best. Find and engage passive engineers with sophisticated sourcing techniques and a white-glove candidate experience throughout
- Advise engineering leadership. Push back on requirements, bring market data on talent and comp, and act as a true partner to hiring managers on who to hire and how to win them
- Close top talent against top offers. Build offer strategies, explain early-stage equity clearly, and win candidates who are weighing us against the strongest companies in the Bay Area
- Build the recruiting engine for scale. Design and improve structured interview frameworks, processes, programs and systems
- Report on what matters. Track pipeline health, conversion and time-to-hire, and use that data to tell leadership where hiring is on track and where it isn't
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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