Team Lead, G&A Recruiter

Job description

**This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Team Lead, G&A Recruiter based in United States.** As a Team Lead, G&A Recruiter, you will lead strategic recruiting across General and Administrative (G&A) functions while helping establish the operating rhythm for a high-performing recruiting team. You will own senior and specialized searches while serving as a peer leader who raises the bar for sourcing, stakeholder partnership, and candidate engagement. The role combines hands-on recruiting with team-level coordination, experimentation, and process improvement. You will partner closely with executive stakeholders on hiring strategy, market intelligence, candidate calibration, and closing. Using recruiting data and talent insights, you will identify risks, improve funnel performance, and help searches move with greater speed and precision. This is a high-ownership opportunity to shape recruiting practices within a fast-paced, globally distributed organization. ### Accountabilities - Lead the G&A recruiting pod by running executive-level hiring syncs, establishing priorities, maintaining cadence, and driving follow-through across recruiters and hiring managers. - Represent the G&A recruiting function in headcount and workforce planning discussions, providing market insight and perspective from active searches. - Surface risks, successes, market signals, blockers, and opportunities to Talent leadership to support informed decision-making. - Drive experimentation and solution development across the recruiting team by testing new sourcing strategies, processes, and approaches to unblock challenging searches. - Lead retrospectives and decision documentation, translating lessons learned into sustainable improvements and stronger recruiting practices. - Help design, implement, and roll out new processes and operating standards across the recruiting pod. - Own full-cycle recruiting for senior and specialized G&A positions across Strategic Finance, Legal, People, Operations, and other corporate functions. - Act as a strategic talent advisor to executive stakeholders, providing guidance on market conditions, candidate calibration, hiring strategy, and closing approaches. - Develop targeted sourcing strategies to identify and engage high-quality talent across technology, financial technology, cryptocurrency, public sector, and financial services environments. - Build detailed talent market maps covering competitive talent pools, high-performing corporate functions, and referral-driven networks. - Deliver an exceptional candidate experience for senior and specialized talent while representing the organization’s talent standards, mission, and operating principles. - Use recruiting analytics, funnel conversion data, market intelligence, and pipeline quality metrics to diagnose search health and adjust strategies in real time. - Serve as a recruiting craft leader by raising standards for sourcing, stakeholder management, candidate engagement, and strategic search execution. - Support the team in maintaining high velocity and quality, including rapidly launching searches, building targeted shortlists, conducting recruiter screens, and optimizing interview processes. ### **Requirements** - 10+ years of recruiting experience, including at least 7 years owning senior General and Administrative (G&A) searches within high-growth technology companies. - Experience leading or setting direction for a recruiting pod, including running hiring syncs, unblocking searches, coordinating team execution, and driving experimentation, whether or not through formal people management. - Demonstrated ability to reduce operational workload for recruiting leadership by owning team cadence, process rollouts, retrospectives, decision documentation, and other operating responsibilities. - Proven success recruiting senior and specialized talent across Strategic Finance, Legal, People, Operations, and other corporate functions. - Strong recruiting fundamentals, including talent market mapping, talent intelligence, passive candidate engagement, confidential searches, and senior-level closing. - Ability to quickly understand complex roles across finance, legal, compliance, people, operations, and other business-critical leadership functions. - Strong analytical skills with the ability to interpret recruiting metrics, funnel health, conversion rates, and pipeline quality and translate insights into actionable improvements. - Exceptional stakeholder management skills, including building trust with senior leaders, providing thoughtful pushback, and operating as a strategic recruiting advisor. - Excellent written and verbal communication skills with strong executive presence and the ability to clearly synthesize market insights, candidate tradeoffs, and search progress. - High ownership, persistence, sound judgment, and discretion when managing ambiguous, confidential, and business-critical searches. - Ability to balance recruiting speed with quality while maintaining a high talent bar. - Comfortable working in a fully remote, asynchronous-first environment with distributed teams and multiple time zones. - Ability to maintain at least four hours of overlap with Pacific Time (PST) business hours, with most team collaboration occurring between approximately 7:00 a.m. and 12:00 p.m. PST. - Strong alignment with a high-velocity, high-ownership environment that requires adaptability, experimentation, continuous feedback, and frequent collaboration. - Demonstrated ability to use Artificial Intelligence (AI) tools effectively in recruiting workflows is expected. - Ability to operate effectively when priorities and targets change quickly and when problems require creative, out-of-the-box solutions. ### **Benefits** - Estimated base salary of **$172,000–$196,000 USD**. - Eligibility to participate in an equity plan. - Fully remote work within the United States. - Fully remote and asynchronous-first Talent team environment. - Regular team collaboration through hiring syncs, sourcing syncs, and team meetings. - Opportunity to lead strategic and mission-critical G&A searches. - Significant ownership over recruiting processes, operating rhythms, and team-level improvements. - Opportunity to mentor recruiters and raise the standard for recruiting craft and execution. - Opportunity to contribute to a rapidly scaling organization working on complex, high-impact challenges. - Clear early impact expectations, including becoming the Directly Responsible Individual (DRI) for assigned positions within the first 30 days and contributing to 2–3 hires within the first 90 days.