Technical Recruiting Lead, Imprint
$150-200k
Offers equity
Branded payments and rewards products
Open for applications
Branded payments and rewards products
201-500 employees
Open for applications
$150-200k
Offers equity
201-500 employees
Company mission
To make payments better for modern brands and their customers.
Role
Who you are
- 5+ years of full-cycle technical recruiting experience, with a strong track record of hiring engineering, data and product talent
- Demonstrated ability to drive hiring decisions and outcomes—not just manage process
- Strong understanding of technical roles, skill sets, and hiring market dynamics
- Experience partnering with engineering and product leaders to define success criteria and hiring priorities
- Proven sourcing and closing skills for competitive, senior-level technical roles
- Clear, thoughtful communicator with strong judgment and the ability to push for clarity
- Data-informed mindset with experience using metrics to improve hiring quality and speed
Desirable
- Experience recruiting in fintech, payments, SaaS, or regulated environments
- Familiarity with tools such as Ashby, Greenhouse, or similar ATS platforms
- Experience building or scaling recruiting processes in high-growth environments
- Track record of designing sourcing strategies that expand access to underrepresented talent
What the job involves
- As Technical Recruiting Lead, you will own technical recruiting outcomes at Imprint across Engineering, Data and Product
- This is a senior individual contributor role with clear accountability for hiring results
- You will act as the decision-driving recruiting partner to engineering, data and product roles: translating business priorities into hiring plans, surfacing early signal on candidates, and ensuring we hire high-quality technical talent with speed and clarity
- This role blends hands-on execution with ownership of recruiting systems, interview rigor, and candidate experience as we scale.What Success Looks Like in the First 90 Days
- Filled priority engineering, data and product roles with high-signal candidates who meet clearly defined success criteria
- Established strong intake and calibration norms with hiring managers, reducing ambiguity and rework in interviews
- Built durable sourcing pipelines for at least 2–3 critical evergreen technical competencies
- Improved early funnel signal (resume review, screens, onsite quality) to prevent interview sprawl
- Earned trust as a decisive, high-judgment hiring partner who pushes for clarity and speed
- Successfully closed priority technical candidates
- Own full-cycle recruiting for engineering, data and product roles, with accountability for hiring outcomes (quality, speed, and signal)
- Drive rigorous intake and calibration with hiring managers to define role requirements, success criteria, and timelines
- Act as the decision-driving recruiting partner by surfacing clear candidate signal and recommendations
- Build and execute sourcing strategies that consistently produce interview-ready, senior-level technical candidates
- Lead candidate screening, evaluation, and closing with a focus on clarity, fairness, and respect for candidate time
- Build and maintain pipelines for current and future technical hiring needs
- Use recruiting data and market insights to identify bottlenecks and improve funnel health
- Own improvements to recruiting processes and interview practices to ensure interviews generate meaningful signal
- Strengthen external networks and partnerships that expand access to high-quality, diverse technical talent
Our take
These days, all sorts of cards abound, from virtual cards to co-branded credit cards. Imprint aims to stand out in the increasingly crowded space by partnering with businesses to provide branded rewards cards for customers.
While there has been an increase in the number of companies offering branded financial products to reduce costs, Imprint sees its card programs as offering a new platform for deepening customer relationships: less of the nastiness of credit and a much greater focus on rewards.
The startup is focusing on refining its embedded finance solution to fulfil its vision of an Apple-pay like experience for merchants and consumers.
Imprint will hope that its lightweight service, fit for smaller customers like hotel chains, will allow it to compete with the major venture-backed players in the space like Cardless, Apto and Alviere. And its $75M in venture capital raised in 2023 is going some way towards achieving these aims.
Freddie
Company Specialist at Welcome to the Jungle
Insights
103% employee growth in 12 months
Company
Funding (last 2 of 5 rounds)
Dec 2025
$150m
SERIES D
Oct 2024
$75m
SERIES C
Total funding: $353m
Company HQ
Little Italy, New York, NY
Leadership
Daragh Murphy
(Founder & CEO)Previously VP of Operations & Strategy at WeWork. They were a Junior Partner at McKinsey until 2018. Originally trained as a lawyer at Duke University, before working as a Corporate Lawyer at WilmerHale.
Mariana Pali Coontz
(COO & CFO)Prior to joining Imprint in 2023, Mariana was the Chief Financial and Operating Officer at DigniFi. She also spent 8 years at Synchrony in roles including Head of Capital Strategy & Stress Testing and SVP, Head of FP&A and nearly 11 years at JPMorgan Chase & Co in roles including Treasury Associate and Executive Director.
Will Larson
(CTO)Prior to joining Imprint in 2025, Will was the CTO at Carta and Calm. He was also the Head of Foundation Engineering at Stripe and a Senior Engineering Manager, Infrastructure at Uber.
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