Job description

About Hanover Park Hanover Park hanoverpark.com builds AI systems that run the financial operations of the world’s most sophisticated investment firms. As an AI-enabled service emcap.com and fund administrator en.wikipedia.org, we’ve become the way fund CFOs adopt AI. We've raised $31 million from Emergence emcap.com (investor in Salesforce/Zoom), Susa susaventures.com (investor in Robinhood/Flexport) and angel investor fund CFOs from Bain Capital baincapital.com ($180B), Clearlake clearlake.com ($100B), CD&R cdr.com ($80B), and Hellman & Friedman hf.com ($80B). Our mission is to be the financial infrastructure to orchestrate how the world’s capital is operated, governed and allocated. Stripe for payments. Ramp for expenses. Hanover Park for investments. In the next decade, the AI systems we build will advise $100B investment firms on their largest acquisitions and eventually unlock alpha for investors. The role Engineering is covered. Now the business side has to catch up. Sales, operations and scaling fund accounting/fund services - every non-technical hire that makes Hanover Park run is sitting in this seat. Hiring has been distributed across the leadership team and it's worked, but it doesn't scale. Referrals are pouring in and real business talent is sitting on the table because no one owns the function end-to-end. As our Founding Recruiter for Business & Operations, you're the first person at Hanover Park whose full-time job is to scale every non-technical team. You own every search outside of engineering, you build the playbook every future recruiter will run on, and you turn Hanover Park into a real recruiting machine. What you'll work on - Full-cycle hiring across all non-technical functions including fund accounting/fund services which is 40% of our current team - Sourcing sharp ICs at the Associate-to-Senior level who've operated inside high-growth fintech, financial services, or B2B SaaS - The playbook — interview loops, scorecards, sourcing channels, outreach, offer benchmarks — built from scratch - Pipeline health across every open search: pass-through rates, time-to-offer, offer acceptance What we're looking for Need: - 5+ years recruiting business, operations, or go-to-market talent — ideally into fintech, financial services, or B2B SaaS - Genuine breadth — comfortable opening a finance search in the morning and a sales search in the afternoon - High ownership — if a candidate goes cold Friday, you're texting them Sunday - Instinct for quality — you know within one conversation whether someone has actually done the work or just sat near it Nice to have: - Experience building recruiting infrastructure from scratch at a seed-to-Series B company - Familiarity with Ashby or a comparable ATS This isn't the right fit if - You need a sourcing team to build your top of funnel - You want a 12-month ramp period - You hand candidates off to a coordinator after the first call Why now Private markets are a $100 trillion asset class running on outdated software. We're fixing that — and the team we hire in the next 12 months is the determining factor. The inbound pipeline is full, the brand wins candidates, and the next recruiter inherits the playbook you build. If that sounds like your kind of problem, let's talk. Equal opportunity Hanover Park is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected characteristic. We're committed to building a team with diverse backgrounds, perspectives, and skills. All qualified applicants will be considered regardless of protected status. For accommodations during the application or interview process, reach out to hr@hanoverpark.com. Hanover Park is headquartered in the Gramercy area of New York City. This role is on-site 5 days per week.

Requirements

Must-haves

Engineering is covered. Now the business side has to catch up.
What you'll work on
Full-cycle hiring across all non-technical functions including fund accounting/fund services which is 40% of our current team
Sourcing sharp ICs at the Associate-to-Senior level who've operated inside high-growth fintech, financial services, or B2B SaaS
The playbook — interview loops, scorecards, sourcing channels, outreach, offer benchmarks — built from scratch
Pipeline health across every open search: pass-through rates, time-to-offer, offer acceptance
5+ years recruiting business, operations, or go-to-market talent — ideally into fintech, financial services, or B2B SaaS
Genuine breadth — comfortable opening a finance search in the morning and a sales search in the afternoon
High ownership — if a candidate goes cold Friday, you're texting them Sunday
Instinct for quality — you know within one conversation whether someone has actually done the work or just sat near it

Nice-to-haves

Experience building recruiting infrastructure from scratch at a seed-to-Series B company
Familiarity with Ashby or a comparable ATS
This isn't the right fit if
You need a sourcing team to build your top of funnel
You want a 12-month ramp period
You hand candidates off to a coordinator after the first call
If that sounds like your kind of problem, let's talk.

Application prep

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

Keywords to mirror

aigo

Platform: ashby
Effort: quick