Recruiting Operations Associate, GTM (Contract)

About Ramp Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $100B in annualized spend flows in and out of 50,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books. The problems are high-stakes, data-dense, and unforgiving. We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome. The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same. If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it. About the Role We're hiring a Recruiting Operations Associate to run the operational engine behind GTM hiring at Ramp. Recruiting ops is where candidate experience is won or lost. Fast scheduling, clean handoffs, accurate systems, offers that land on time. These are the small things that decide whether a candidate feels like they're moving through a serious company or chasing us for updates. Done well it's invisible. Done badly it sinks the process before recruiters or hiring managers even get a chance. That engine is what lets Ramp hire at the bar we hire at, at the pace we hire at. It's a crucial part of how the whole GTM org gets built. You'll own that layer for GTM. Job postings, requisition IDs, interview scheduling support, system hygiene, all the operational pieces that keep the machine running. Day one is hands-on and manual. The arc is to learn the work cold and then use AI and automation to make it run itself. This is not a role for someone who already has every tool figured out. It's for someone hungry, organised, and curious, who wants to learn ops from the inside and grow into the person automating it. What You'll Do Own GTM job postings end-to-end across Ashby and the Ramp careers site, taking requisitions from hiring manager brief to live posting fast, accurate, and consistent with how Ramp talks to candidates. Manage requisition IDs and the broader recruiting admin layer so that recruiters and hiring managers never have to chase you for the basics, and so our system of record stays clean as we scale. Partner with our recruiting coordinators on interview scheduling across Sales, Marketing, CX, and Partnerships, making sure candidates experience the same bar in our process that they'll feel in the team they join. Keep ATS hygiene tight so pipelines stay accurate, stages stay clean, and the data we use to make hiring decisions is something the whole Talent team can actually trust. Identify the most repetitive, manual work across the GTM hiring machine and start using AI and lightweight automation to take it off the team's plate, freeing recruiters to spend their time on candidates and hiring managers. Help build the GTM-side playbook for how recruiting operations should run at Ramp, partnering closely with Talent & People Ops on the handoff from offer through to onboarding. What You Need 2–3 years in a recruiting coordinator, talent ops, or similar admin-heavy role, ideally in a fast-paced or high-growth environment. Obsessive attention to detail. Wrong req ID, broken calendar link, missing field, these are the things that bother you. Strong with tools and fast to pick up new ones. You don't need to have shipped automation yet, but you should be the kind of person already poking at ChatGPT, Claude, Zapier, or whatever else in your own time. Organised by default. Comfortable juggling 30 things across recruiters, hiring managers, and candidates without dropping one. High agency. You'd rather fix the broken thing than complain about it. Curious about the recruiting craft. You want to learn how a real GTM hiring machine runs, not just push tickets. Nice-to-Have Prior exposure to Ashby, Greenhouse, or another modern ATS. A track record of building scrappy automations or workflows in a prior role, even if just inside Sheets, Notion, or a no-code tool. Experience inside a GTM org (Sales, CX, Marketing) or recruiting into one. Familiarity with the seam between Talent and People Ops, and the messy bits in the handoff. Not for You if You're looking for a role where AI and automation are the work on day one. The first months are about learning the manual machine before you streamline it. You'd rather own one narrow function than context-switch across postings, scheduling, systems, and ops in the same day. You want a clear ladder and a quiet seat. This role is broad, fast, and asks you to figure it out as you go. You're hoping this is a fast track into a recruiter seat. The arc here is into ops and automation, not into front-line recruiting. The Six Months The first half is about maste