<p>Employer.com is part of a family of incredible brands alongside Flawless Recruit and Recruiter.com. Together, we provide talent acquisition services to fit the unique hiring challenges of our clients. Whether they need help building recruiting processes, attracting top talent, or payrolling contractors, we can help. </p><p> </p><p>Our travel app start-up client is hiring a <strong>Principal G&A Recruiter</strong> to lead full-cycle hiring across our General & Administrative functions; Finance & Accounting, People, Legal & 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&A roles across Finance & Accounting (FP&A, controllership, tax, treasury), People (HRBPs, Talent, Total Rewards, L&D), Legal & Compliance (counsel, paralegal, privacy), IT, BizOps, and Workplace</li><li>Partner with G&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&A hiring playbook: rubrics, interview kits, sourcing motions, employer brand</li></ul><ul><li>7+ years of full-cycle recruiting experience, with deep G&A specialization across at least three functions (e.g., Finance + People + Legal)</li><li>Track record hiring senior G&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&A leader and a great financial reporter, between a generalist HRBP and a specialist comp lead, between corporate counsel and product counsel; 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; 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&A org through a meaningful inflection; IPO readiness, post-Series C buildout, or M&A integration</li><li>Embedded/contract recruiting background; you ramp fast and operate independently</li><li>ATS power-user (Greenhouse, Ashby, or similar)</li></ul><p>All your information will be kept confidential according to EEO guidelines.</p>