Job description

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 a Recruiter at January, you run full-cycle searches across engineering, product, operations, and business. You own them end-to-end and sharpen the instinct to read good candidates across a range of roles. 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. You will: - Deliver hires at velocity. Own 4-6 concurrent searches from first outreach to offer close. - 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. - Contribute to recruiting operations. Keep your ATS data clean. Follow the playbooks and flag breakdowns early. Surface what you notice about pipeline health to the team. - Partner with hiring managers. Run structured kickoffs, set expectations on process and timeline, keep hiring managers engaged. Learn to coach them toward better evaluation. - 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 WE NEED - 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'd rather escalate a doubt than wave a borderline candidate through. - Proactive sourcing. You build pipelines. You don't just work the inbound ones. - The truth, early. You flag a search in trouble before you're forced to, with the data, when staying quiet would have been easier. - Follow-through across many searches. You run several at once without letting candidates or hiring managers go dark. - Comfort in ambiguity. You move in a fast environment without needing every step defined first. - 2-4 years of full-cycle recruiting in a startup, tech company, or staffing/agency environment. Technical recruiting exposure is a plus, not a requirement. HOW WE WORK - Decentralization beats control. The best calls get made by the people closest to them, not routed up a chain. You'll set the standards that let the team decide without you in the room. - Speed beats perfection. You run tight loops, act at 70% on reversible calls and adjust as you learn. Fast loops beat slow ones. - Candor beats comfort. You'd rather hear a hard truth early than a polite sidestep that wastes everyone's time. - Writing beats the average meeting. Clarity scales. - AI runs through everything here. We built our own code reviewer that beats the alternatives. Our voice AI handles most inbound calls with zero hallucinated payments. Engineers ship 3-4x the PRs they used to. You'll push it further into the work than almost any company you've worked at. - We operate at every altitude. No one here lives only on Mount Olympus, not even the leaders. We get into the trenches to learn the ground truth, then refine our information flows so ground truth climbs as fast as direction comes down. - We build in person, at least three days a week in our office in Nolita, with a growing group coming in every day. Random run-ins cross-pollinate ideas. Face time builds trust no thread can. Building alongside people makes work far more fun. As a New York City-based company, we are dedicated to transparent, fair, and equitable compensation practices that reflect our commitment to fostering an environment where all team members are valued and supported. We encourage individuals from all backgrounds to apply. We are an equal opportunity employer committed to diversity and inclusion in the workplace. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, age, veteran status, or any other legally protected characteristic.

Requirements

Must-haves

As a Recruiter at January, you run full-cycle searches across engineering, product, operations, and business. You own them end-to-end and sharpen the instinct to read good candidates across a range of roles.
An empty seat is expensive. A wrong hire costs more. You're the person we trust to know the difference.
Deliver hires at velocity. Own 4-6 concurrent searches from first outreach to offer close.
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.
Contribute to recruiting operations. Keep your ATS data clean. Follow the playbooks and flag breakdowns early. Surface what you notice about pipeline health to the team.
Partner with hiring managers. Run structured kickoffs, set expectations on process and timeline, keep hiring managers engaged. Learn to coach them toward better evaluation.
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."
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'd rather escalate a doubt than wave a borderline candidate through.
Proactive sourcing. You build pipelines. You don't just work the inbound ones.
The truth, early. You flag a search in trouble before you're forced to, with the data, when staying quiet would have been easier.
Follow-through across many searches. You run several at once without letting candidates or hiring managers go dark.
Comfort in ambiguity. You move in a fast environment without needing every step defined first.
Decentralization beats control. The best calls get made by the people closest to them, not routed up a chain. You'll set the standards that let the team decide without you in the room.
Speed beats perfection. You run tight loops, act at 70% on reversible calls and adjust as you learn. Fast loops beat slow ones.
Candor beats comfort. You'd rather hear a hard truth early than a polite sidestep that wastes everyone's time.
Writing beats the average meeting. Clarity scales.

Nice-to-haves

2-4 years of full-cycle recruiting in a startup, tech company, or staffing/agency environment. Technical recruiting exposure is a plus, not a requirement.

Application prep

Use the role’s language and application details while tailoring your materials.

Keywords to mirror

aigo

Platform: ashby
Effort: quick