Tech Recruiter

Financial institutions process billions of transactions every day across cards, ACH, wires, and third party aggregators. But most of that data is difficult to use. Descriptions are inconsistent, merchant names don’t match, and categories vary by payment type.

Spade is a data and AI platform that turns messy transaction strings into structured, verified records — and gives teams the tools to act on it across authorization, attribution, analytics, and AI initiatives. Spade leads the market in terms of merchant coverage, matching accuracy, geolocation data, and speed of transaction enrichment. Customers such as FIS, Bilt, Mercury, Stripe, alongside many other leaders in fintech and financial services, trust Spade's data to enable personalized rewards programs, accurate applied spending rules, precise analytics requests, and innovative AI-powered features.

Spade is a fast growing, Series B company backed by industry experts and top tier investors (including Oak HC/FT, a16z, Flourish Ventures, Y-Combinator, and Gradient Ventures). We’re a lean and execution-oriented hybrid team, passionate about building exceptional products for our growing customer base. We care deeply about diversity of background, experience, and opinion. We value empathy, curiosity, and passion, and strive to create an environment where individuals have autonomy and the ability to take ownership over their work.

As Spade's first technical recruiter, you'll play an integral part in guiding our growth, with a focus on candidate experience and hiring quality. You'll work across scaling our incredible engineering and data science teams, from building sourcing strategies and partnering with hiring managers, to designing the processes and tooling that scale with us. This is a high-ownership role on a small (but tight-knit) team, where your decisions directly shape the caliber and pace of hiring across the company.

• Manage full-cycle recruiting for technical roles, from intake and job setup through offer close, flexing to non-technical as business priorities evolve
• Partner with hiring managers and founders to define role requirements and interview plans, building process that are efficient and give high-signal
• Build and execute sourcing strategies to generate qualified pipelines, with a focus on passive talent outreach and attracting top-tier talent in competitive markets
• Deliver a high-quality candidate experience at every stage — timely communication, clear expectations, and thoughtful feedback loops that reflect Spade’s company values
• ATS administration (Ashby), including job setup, candidate tracking, interview scheduling workflows, and overall hygiene
• Track and report on hiring metrics — funnel health, hiring velocity, and pipeline bottlenecks — to inform decision-making and recommend adjustments
• Drive recruiting process improvements by evolving templates, scorecards, tooling, and best practices as the team and company scale

Must Have:

• 2+ years in a technical recruiting capacity (with at least 4 years of total work experience, ideally in a talent-related role: coordinating, sourcing, ops, etc)
• General understanding of engineering + data science roles and related technologies
• Experience partnering directly with hiring managers to define role requirements and run structured interview processes
• Comfort owning the full recruiting lifecycle independently — sourcing, screening, coordinating, and supporting offer processes - ideally in a fast-moving, resource-constrained environment
• Proficiency with recruiting tools (ATS, CRM, Sourcing) - Ashby experience a huge plus.
• Empathetic, with strong candidate communication and relationship-building skills, and a track record of delivering delightful candidate experiences
• Based in NYC with ability to work out of our Flatiron office at least 2 days/week

Nice to Have:

• Experience as an early recruiter at a high-growth startup
• Background hiring in fintech, data, or infrastructure companies
• Interest in and experience involving AI to improve hiring velocity, candidate quality, and feedback clarity
• Recruiting Ops experience and/or interest in using data to optimize processes
• Early exposure to recruiting process improvement (templates, scorecards, interview guides)