Head of Emerging Talent

Location: Hybrid in New York, NY or San Francisco, CA, with remote work available within the US. Relocation expense coverage to NYC or SF is available if needed.

Target base salary: $240,000–$330,000 in San Francisco/New York or $216,000–$297,000 nationwide, plus equity. Final compensation depends on location and hiring level.

Company

Ramp builds smart financial infrastructure that automates payment authorization, risk detection, spend categorization, and financial close for businesses.

What you will do

• Own the strategy, operating model, and results for the Emerging Talent function from early identification through full-time conversion.
• Build and operate internship programs, including seasonal programs, events, candidate programming, manager partnerships, and conversion initiatives.
• Develop new ways to identify and attract exceptional technical and engineering talent early.
• Build relationships with universities, student communities, technical networks, and other early-talent channels.
• Partner with Engineering, Product, business leaders, and executives on workforce planning, candidate quality, and conversion outcomes.
• Design and test new programs, then turn successful approaches into repeatable systems.

Requirements

• 5–6+ years leading an Emerging Talent or campus recruiting function at a top technology company.
• Demonstrated success building experimental talent programs that improved early identification and attraction of exceptional candidates.
• Strong experience hiring technical and engineering talent at the early-career level.
• Proven people leadership skills, with the ability to build, coach, and raise the bar for a small high-performing team.
• Strategic judgment combined with hands-on execution and strong stakeholder management.
• Ability to work in the US-based hybrid arrangement described for the role.

Nice to have

• Experience in a high-bar technical environment, including an elite technology or quantitative-finance organization.
• Experience improving intern-to-full-time conversion and using conversion data to shape program strategy.

Culture & Benefits

• Flexible PTO and centralized home-office equipment ordering.
• Health and wellness stipend, weekly coffee stipend, and budget for intra-office travel.
• Medical, dental, and vision coverage, with additional health and wellness benefits varying by location.
• 401(k) with employer match, retirement plans, and disability coverage.
• Parental leave of up to 16 weeks for birthing and bonding or 8 weeks for bonding only at 100% pay, with additional options depending on location.
• In-office meals, snacks, drinks, and other workplace perks.