Ramp is seeking a Senior Recruiter for GTM Expansion in London to drive full-cycle recruiting and build a strong commercial team. Join us to shape how companies manage billions.
Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.
The problems are high-stakes, data-dense, and unforgiving.
We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.
The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.
If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.
- Own full-cycle recruiting for priority GTM Expansion hiring, starting with UK roles across Sales, Solutions Consulting, Partnerships and Customer Success.
- Build a sharp point of view on the UK market and future expansion markets: the companies producing strong talent, the people who outperform their peers and the communities that matter.
- Use research, data and AI as part of your everyday craft to identify and qualify exceptional candidates. We expect a written market point of view, not just a slate of profiles.
- Run thoughtful, personalised outreach grounded in the candidate's actual background, commercial motion or recent work. We care more about quality, replies and conversion than send volume.
- Partner with GTM leaders to turn ambitious hiring plans into a clear profile, credible process and realistic compensation strategy. Surface hard market truth early and push back constructively when needed.
- Own the candidate experience from first conversation through offer close: fast follow-up, clear communication, strong process discipline and a tailored closing plan for the candidates we most want.
- Build real presence for Ramp in London through the right relationships, referrals and targeted community activity. The point is pipeline and credibility, not events for their own sake.
- Work tightly with the wider GTM Recruiting team on calibration, sourcing support, insight and operating rhythm, while bringing strong local judgment.
- Help improve how Ramp recruits for expansion by capturing what works in the UK and applying it thoughtfully as we enter new markets.
- 5+ years of full-cycle GTM or Sales recruiting experience, ideally in a high-growth technology company where quality and pace both mattered.
- Strong knowledge of the UK technology talent market and a credible local network, or clear evidence that you can build one quickly.
- A track record of finding and closing exceptional people, not simply running inherited processes. You can point to candidates you identified who became strong hires.
- Excellent sourcing and research instincts. You can explain why someone is genuinely differentiated, not only that they have the right title at the right company.
- Experience hiring across several GTM functions, such as AEs, Sales Leadership, Solutions Consulting, Partnerships, Customer Success or RevOps.
- Strong candidate-closing judgment. You listen closely, understand what each candidate is weighing and can build conviction against serious alternatives.
- The confidence to influence senior leaders, challenge a mis-scoped search and make a hiring process better without creating unnecessary friction.
- Comfort using data to understand funnel health, diagnose problems and hold an honest conversation about what needs to change.
- High ownership. You book the next step while you have the candidate, chase what is stuck and do not wait for a detailed brief to get useful work moving.
- Specific, sharp written communication. Your outreach and candidate updates should never feel template-driven.
- Flexible PTO
- Centralized home-office equipment ordering
- Health and wellness stipend
- Budget for intra-office travel
- Weekly coffee stipend
- Private medical insurance through Freedom Elite
- Virtual GP and at-home care via eMed x Livi
- Workplace pension through Penfold, with salary sacrifice option
- Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay.