Technical Recruiter

Every business relies on accounting.

Yet most software in the space was built in the early 2000s — clunky, slow, and far behind the curve on AI. Today, accountants are facing a growing, unsolved data problem as a consequence of complexity, data, and system fragmentation — and they lack the tools to solve it.

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.

• 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.

• 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.

• 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.

• 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).

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.