Senior Recruiter
Collections today works like an emergency room. The doctors carry too many patients, everyone arrives at their worst moment, and nobody has their chart. We're making it primary care. January personalizes interactions and optimizes decisions across every stage of consumer credit. We started in the hardest, most broken stage, because if it works there it works anywhere.
Most consumers want to pay what they owe. They want a way out, not a break. We've serviced over $20 billion in debt across more than 20 million consumers. We see more people with charged-off loans each year than all but the top five US banks. Those consumers rate us about 50% higher than the banks that lent them the money. Creditors net over 30% more because we collect more and charge less.
Most AI strips the human out of the work. We use it to make someone's hardest financial moment more human. The more human we make it, the more people recover. Now we're moving upstream, catching people before they default and building across every stage of the consumer credit lifecycle. The consumer in collections today is the consumer who gets approved tomorrow.
About the Role
As Senior Recruiter, you own searches end-to-end across engineering, product, operations, and business. You ship hires at the velocity our growth demands, and you hold the bar even when the timeline pushes you to drop it.
We treat recruiting as a science, not an art. You read what a candidate actually wants from a short conversation, then sell to that. Not to a feature list. You find people others can't, and you close them on a company they've never heard of, against one they already trust. You ask the same kind of question of the funnel itself: when it leaks, you find out why and fix it.
An empty seat is expensive. A wrong hire costs more. You're the person we trust to know the difference.
Your Impact
Deliver hires at velocity. Own 6-8 concurrent searches and hit our growth targets without lowering the bar. Close by handling the real objection, not the one said out loud.
Find talent. Source from the highest-bar organizations and get passive candidates to engage. Read quality from limited signal, and tell strong from merely good before the formal interviews.
Build recruiting that compounds. Diagnose pipeline breakdowns from funnel data. Run experiments that prove value before you scale them. Leave behind playbooks others can run without you.
Turn hiring managers into partners. Coach them to hold the bar without being asked. Activate them as a sourcing channel. Share the outcome, and the accountability.
Hold the bar under pressure. Reject weak candidates when the pipeline's thin and the timeline's tight. Defend the no with evidence; the specific gap, not "not strong enough."
What You Bring to the Table
Curiosity as your core instrument. You ask the fewest, sharpest questions to find what a candidate actually wants. Then sell to that. You point the same questions at the funnel: when it leaks, you find out why before you act.
An eye for what others miss. You read past the credential. You can say what made a hire great beyond where they worked or studied.
Quality over speed. You hold the line when under timeline pressure, and you name the specific gap, not "not strong enough."
A pitch that lands. You make a strong candidate who's never heard of January want in.
The truth, early. You flag a search in trouble before you're forced to, with the data, when staying quiet would have been easier.
Judgment under constraint. When capacity is tight, you protect the priority searches and let the others slip, on purpose, instead of spreading thin and missing on all of them.
A system you make better. You leave behind playbooks and experiments others can run. Progress that compounds.