Job Description

Our travel app start-up client is hiring a Principal G &A Recruiter to lead full-cycle hiring across our General & Administrative functions; Finance & Accounting, People, Legal & Compliance, IT, BizOps, and Workplace. This is a high-ownership, high-trust seat: you'll partner directly with our CFO, General Counsel, CPO, and CIO on the hires that quietly make or break a scaling company.

This is an estimated 6 month contract-to-hire engagement with a potential path to full-time conversion based on performance and fit.

What you'll do

• Own full-cycle recruiting for senior G&A roles across Finance & Accounting (FP&A, controllership, tax, treasury), People (HRBPs, Talent, Total Rewards, L&D), Legal & Compliance (counsel, paralegal, privacy), IT, BizOps, and Workplace
• Partner with G&A leaders and the executive team as a strategic advisor on org design, leveling, comp benchmarking, and hiring plans
• Build sourcing strategies that consistently surface top-quartile talent — direct sourcing, referrals, networking, and creative outbound across nuanced, often hard-to-reach functional talent pools
• Run sharp, candidate-loving interview processes: intakes, scorecards, debriefs, offers, and close
• Use data to drive decisions — pipeline health, conversion rates, time-to-fill, quality-of-hire
• Coach hiring managers on interviewing, calibration, and selling Engine — especially leaders who don't recruit often
• Continuously improve the G&A hiring playbook: rubrics, interview kits, sourcing motions, employer brand

Qualifications

• 7+ years of full-cycle recruiting experience, with deep G&A specialization across at least three functions (e.g., Finance + People + Legal)
• Track record hiring senior G&A talent at high-growth B2B SaaS, marketplace, or fintech companies — including Director, VP, and (ideally) C-suite searches
• Strong direct sourcing chops; you don't wait on inbound or rely on agencies
• Functional fluency: you can tell the difference between a strategic FP&A leader and a great financial reporter, between a generalist HRBP and a specialist comp lead, between corporate counsel and product counsel; and you can interview accordingly
• A consultative, business-partner posture with senior leaders; you push back, you advise, you don't just take orders
• Comfort operating in ambiguity and at speed; Engine ships, hires, and changes course quickly
• Data fluency: you know your funnel metrics and use them to make decisions
• Excellent written and verbal communication; you can sell Engine to a passive Controller as well as you can debrief an Interview panel

Bonus points

• Experience hiring for a travel, fintech, or marketplace business
• Experience scaling a G&A org through a meaningful inflection; IPO readiness, post-Series C buildout, or M&A integration
• Embedded/contract recruiting background; you ramp fast and operate independently
• ATS power-user (Greenhouse, Ashby, or similar)

Additional Information

All your information will be kept confidential according to EEO guidelines.