Principal G&A Recruiter (remote, contract)

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          "text": "<p>Our travel app start-up client is hiring a <strong>Principal G&amp;A Recruiter</strong> to lead full-cycle hiring across our General &amp; Administrative functions; Finance &amp; Accounting, People, Legal &amp; 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.</p><p>This is an estimated 6 month contract-to-hire engagement with a potential path to full-time conversion based on performance and fit.</p><p>What you'll do</p><ul><li>Own full-cycle recruiting for senior G&amp;A roles across Finance &amp; Accounting (FP&amp;A, controllership, tax, treasury), People (HRBPs, Talent, Total Rewards, L&amp;D), Legal &amp; Compliance (counsel, paralegal, privacy), IT, BizOps, and Workplace</li><li>Partner with G&amp;A leaders and the executive team as a strategic advisor on org design, leveling, comp benchmarking, and hiring plans</li><li>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</li><li>Run sharp, candidate-loving interview processes: intakes, scorecards, debriefs, offers, and close</li><li>Use data to drive decisions — pipeline health, conversion rates, time-to-fill, quality-of-hire</li><li>Coach hiring managers on interviewing, calibration, and selling Engine — especially leaders who don't recruit often</li><li>Continuously improve the G&amp;A hiring playbook: rubrics, interview kits, sourcing motions, employer brand</li></ul>",
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          "text": "<ul><li>7+ years of full-cycle recruiting experience, with deep G&amp;A specialization across at least three functions (e.g., Finance + People + Legal)</li><li>Track record hiring senior G&amp;A talent at high-growth B2B SaaS, marketplace, or fintech companies — including Director, VP, and (ideally) C-suite searches</li><li>Strong direct sourcing chops; you don't wait on inbound or rely on agencies</li><li>Functional fluency: you can tell the difference between a strategic FP&amp;A leader and a great financial reporter, between a generalist HRBP and a specialist comp lead, between corporate counsel and product counsel;&#xa0;and you can interview accordingly</li><li>A consultative, business-partner posture with senior leaders; you push back, you advise, you don't just take orders</li><li>Comfort operating in ambiguity and at speed; Engine ships, hires, and changes course quickly</li><li>Data fluency: you know your funnel metrics and use them to make decisions</li><li>Excellent written and verbal communication;&#xa0;you can sell Engine to a passive Controller as well as you can debrief an Interview panel</li></ul><p>Bonus points</p><ul><li>Experience hiring for a travel, fintech, or marketplace business</li><li>Experience scaling a G&amp;A org through a meaningful inflection;&#xa0;IPO readiness, post-Series C buildout, or M&amp;A integration</li><li>Embedded/contract recruiting background;&#xa0;you ramp fast and operate independently</li><li>ATS power-user (Greenhouse, Ashby, or similar)</li></ul>",
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