Senior Manager, Head of Talent Operations

About Ramp 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. About the Role We’re looking for a strategic and operationally rigorous Senior Manager, Head of Talent Operations to lead and scale the engine behind our recruiting organization. You will lead a team of 4 Talent Operations professionals and oversee the operational backbone supporting our ~40-person recruiting team, which is growing rapidly in scale and complexity across functions and globally. This role owns and strengthens core recruiting infrastructure — including interview scheduling and operations, headcount governance, tech stack strategy, interviewer enablement, compliance, and candidate experience — ensuring our systems are efficient, scalable, and built for continued growth. This is a highly cross-functional leadership role requiring strong systems thinking and execution rigor. What You'll Do - Talent Operations Leadership - Lead, coach, and develop a team of four Talent Operations professionals. - Drive prioritization, operational rigor, and scalable infrastructure to support a 40+ recruiter organization. - Be hands on where needed to continue to shape and grow this critical function. - Recruiting Technology Strategy & Ownership - Own the full recruiting tech stack (ATS, scheduling tools, sourcing tools, CRM, interview tools, etc.). - Partner with Tech Enablement to drive system implementation, integration, automation, and optimization. - Evaluate and implement new tools as the organization scales. - Oversee and evolve the internal recruiting “help desk” into a scalable, automated support function. - Headcount Planning & Governance - Own execution and operational tracking of the company’s headcount plan in partnership with finance. - Build systems to monitor hiring progress, recruiter capacity, and forecasting. - Interview Operations & Scheduling - Own end-to-end interview operations, including scheduling infrastructure. - Build scalable processes and tooling to support high-volume, complex hiring. - Ensure a seamless and efficient experience for candidates, recruiters, and interviewers. - Programs & Experience (Interviewer Enablement, Referrals, Candidate Experience) - Own and scale core recruiting programs, including interviewer enablement, referrals, and candidate experience, ensuring they drive hiring excellence at scale. - Define success metrics and lead ongoing optimization to improve quality of hire, engagement, and overall recruiting performance. - Compliance & Global Hiring Expansion - Ensure recruiting processes meet compliance requirements across jurisdictions. - Partner with People Ops & Legal to support international hiring expansion. What You Need - 8+ years of relevant operations experience; 3+ years in talent/recruiting operations a plus. - 3+ years of experience managing high-performing teams. - Experience supporting a large, complex recruiting organization (30+ recruiters preferred). - Strong headcount planning, workforce planning, and reporting experience. - Demonstrated experience building scalable processes in high-growth environments. - Strong project management skills with the ability to manage multiple high-impact initiatives simultaneously. - Experience supporting global hiring and multi-jurisdiction compliance. - Data-driven decision maker with strong analytical capabilities. - Exceptional cross-functional communication and stakeholder management skills. Benefits available to all full-time Ramp employees (Global) - Flexible PTO - Centralized home-office equipment ordering - Health and wellness stipend - Budget for intra-office travel - Weekly coffee stipend United States - 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents - One Medical annual membership - 401(k), including employer match on contributions made while employed by Ramp - Fertility HRA (up to $10,000 per year) - Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay - Pet insurance - In-office perks: lunch, snacks, drinks, and more - Relocation support to NYC or SF (as needed)

8+ years of relevant operations experience; 3+ years in talent/recruiting operations a plus. 3+ years of experience managing high-performing teams. Experience supporting a large, complex recruiting organization (30+ recruiters preferred). Strong headcount planning, workforce planning, and reporting experience. Demonstrated experience building scalable processes in high-growth environments. Strong project management skills with the ability to manage multiple high-impact initiatives simultaneously. Experience supporting global hiring and multi-jurisdiction compliance. Data-driven decision maker with strong analytical capabilities. Exceptional cross-functional communication and stakeholder management skills.

Talent Operations Leadership: Lead, coach, and develop a team of four Talent Operations professionals. Drive prioritization, operational rigor, and scalable infrastructure to support a 40+ recruiter organization. Be hands on where needed to continue to shape and grow this critical function. Recruiting Technology Strategy & Ownership: Own the full recruiting tech stack (ATS, scheduling tools, sourcing tools, CRM, interview tools, etc.). Partner with Tech Enablement to drive system implementation, integration, automation, and optimization. Evaluate and implement new tools as the organization scales. Oversee and evolve the internal recruiting “help desk” into a scalable, automated support function. Headcount Planning & Governance: Own execution and operational tracking of the company’s headcount plan in partnership with finance. Build systems to monitor hiring progress, recruiter capacity, and forecasting. Interview Operations & Scheduling: Own end-to-end interview operations, including scheduling infrastructure. Build scalable processes and tooling to support high-volume, complex hiring. Ensure a seamless and efficient experience for candidates, recruiters, and interviewers. Programs & Experience (Interviewer Enablement, Referrals, Candidate Experience): Own and scale core recruiting programs, including interviewer enablement, referrals, and candidate experience, ensuring they drive hiring excellence at scale. Define success metrics and lead ongoing optimization to improve quality of hire, engagement, and overall recruiting performance. Compliance & Global Hiring Expansion: Ensure recruiting processes meet compliance requirements across jurisdictions. Partner with People Ops & Legal to support international hiring expansion.