Technical Recruiter
At a glance
Mid-level Recruiting & Talent Acquisition role at Numeric. New York · full-time · $110,000–$160,000 base.
hrroles summary, based on the employer's posting.
What you'll do
- Run technical and business-critical searches from initial sourcing through screening, stakeholder alignment and offer close
- Find passive technical candidates through creative sourcing approaches beyond people actively applying on LinkedIn
- Set hiring expectations with founders and leaders, offering guidance and challenging requests when needed
- Give candidates attentive communication and care throughout the process, including when they are not selected
- Build and maintain recruiting operations, including ATS records, reporting and employee referral loops
What you bring
- Three to five years in technical recruiting, with evidence of closing candidates in competitive markets
- Ability to manage a recruiting process independently, from sourcing and screening through calibration and closing
- Strong written and spoken communication for representing candidates to the business and the business to candidates
Who this fits
This suits a technical recruiter seeking ownership and comfortable learning complex technical stacks to speak credibly with engineers. The role is an individual-contributor position, hybrid and in-office first in New York.
From the employer
Why Numeric
Every business runs on accounting, but the systems underneath it were built for a different era. Today’s ERPs don’t store a company’s financial data. They store a diluted copy of it. Every contract, lease, and invoice gets flattened into a journal entry, and the context that made it meaningful is thrown away. That’s why accounting teams spend every month re-checking numbers, stitching together spreadsheets, and waiting on engineering, and why AI struggles to do real accounting work. Accounting doesn’t have a reporting problem. It has a data problem.
Enter Numeric: the data platform finance teams run on. We started with the month-end close, where the data problem hurts most, and hundreds of finance teams now run their close on Numeric. That work led us to rebuild the system of record itself. In September 2026 we launched the Financial Data Platform (FDP), a platform built for the agent era. Instead of a journal entry, the real business object enters the system and the accounting is derived from it. Every number is traceable to its source, reporting works on any dimension, and accountants and AI agents finally have enough context to work together. While others bolted AI features onto the old data model, we built a new one.
We have a growing base of customers who love our product, including Anthropic, Plaid, Brex, Betterment, Wealthfront, and Asana. We’ve raised $89M from top-tier investors including IVP, Menlo Ventures, Founders Fund, and 8VC, along with founders and executives from Ramp, Segment, and other category-defining companies. We’re hybrid but in-office first, with teams in New York, San Francisco, and London, and we just shipped the product that will define our next decade. There’s never been a better time to join.
About the role
Technical hiring is one of the highest-leverage things Numeric does. As we build out Engineering and Product against a bar we're not willing to lower, every open technical req is a bet on someone who can ramp fast on a complex domain and build. This role owns full-cycle execution on that bet. That means filling seats and building the sourcing, calibration, and candidate-experience machinery that lets Numeric compete for the 1% of talent.
What you'll own
Full-cycle execution: the entire lifecycle for technical and business-critical roles, from the first sourcing string to the final closing call.
Sourcing as a craft: non-traditional, innovative methods for surfacing passive talent who aren't on LinkedIn actively looking
Stakeholder partnership: calibrating roles with Founders and leadership and pushing back with strategic guidance, rather than executing what's asked.
Candidate experience: a "high-touch" bar for every candidate, regardless of outcome — you take pleasure in the details
Operational rituals: the recruiting infrastructure itself — ATS hygiene, reporting, referral loops — built and refined as you go.
You might be a great fit if you…
Have a foundation in technical recruiting (agency or high-growth startup) and are looking for more ownership than that role gave you.
Thrive in the "chaos-to-order" phase — you don't wait for a manual, you build the solution and then the manual.
Aren't intimidated by complex technical stacks; you want to understand how we build so you can speak credibly to engineers about the problem and solution.
Are externally competitive (you want to win talent) but internally collaborative and empathetic with teammates.
Treat organization as the only way to scale quality in a fast-moving environment instead of a chore that falls away under pressure.
What you need
3-5 years of technical recruiting experience, with a track record of closing candidates in competitive markets.
Demonstrated ability to run a full-cycle process independently — sourcing, screening, stakeholder calibration, and close — without heavy oversight.
Strong written and verbal communication; you can represent both the candidate to the business and the business to the candidate.
Nice to have
Experience recruiting for fintech, accounting-adjacent, or data-infrastructure companies.
Experience building recruiting process from scratch at an early-stage startup (ATS setup, referral programs, reporting cadences).
This role is hybrid in New York, in-office first.
We believe the best company is the one with the best ICs, and we've built a culture to maximize great work — as a Technical Recruiter here, your job is to protect and amplify that. We believe great product & engineering come from a desire to win, a deep care for the craft, and a pragmatism in shipping for overall impact.
We strongly believe we will only be successful if everyone on the team — recruiters included — is anchored in our core principles:
Own the Outcome: We own our results. We typically hire builders and give them large mandates with high trust. As a manager, you're responsible not just for your team's code, but for ensuring your team is solving the end problems of the users.
Brick by Brick: To win, our team needs to show up and execute in each domain every day.
Love the Game: We focus on the craft and a deep sense of giving a f*ck. We're building a company full of people who are equally engaged and motivated — that starts with how you lead.
Earn the Right: Our ability to rethink how things are done depends on the trust and reputation we build by shipping quality products and improving the lives of our users.
SALY: We refuse to accept "Same As Last Year." We bring fresh eyes to a stagnated and underserved domain, including in how we build and run engineering teams.