Job description

Why Numeric Every business runs on accounting, but the systems underneath it were built for a different era. Today’s ERPs don’t store a company’s financial data. They store a diluted copy of it. Every contract, lease, and invoice gets flattened into a journal entry, and the context that made it meaningful is thrown away. That’s why accounting teams spend every month re-checking numbers, stitching together spreadsheets, and waiting on engineering, and why AI struggles to do real accounting work. Accounting doesn’t have a reporting problem. It has a data problem. Enter Numeric: the data platform finance teams run on. We started with the month-end close, where the data problem hurts most, and hundreds of finance teams now run their close on Numeric. That work led us to rebuild the system of record itself. In September 2026 we launched the Financial Data Platform (FDP), a platform built for the agent era. Instead of a journal entry, the real business object enters the system and the accounting is derived from it. Every number is traceable to its source, reporting works on any dimension, and accountants and AI agents finally have enough context to work together. While others bolted AI features onto the old data model, we built a new one. We have a growing base of customers who love our product, including Anthropic, Plaid, Brex, Betterment, Wealthfront, and Asana. We’ve raised $89M from top-tier investors including IVP, Menlo Ventures, Founders Fund, and 8VC, along with founders and executives from Ramp, Segment, and other category-defining companies. We’re hybrid but in-office first, with teams in New York, San Francisco, and London, and we just shipped the product that will define our next decade. There’s never been a better time to join. About the role Every GTM hire is a bet on revenue. As we scale Sales against a bar we're not willing to lower, the reps we bring in are the ones customers actually talk to — the difference between a deal that closes and one that stalls. This role owns full-cycle execution on that bet: not just filling seats, but building the sourcing, calibration, and candidate-experience machinery that lets Numeric win 1% talent. What you'll own - Full-cycle execution: the entire lifecycle for sales roles, from the first sourcing string to the final closing call. - Sourcing as a craft: non-traditional, innovative methods for surfacing passive talent who aren't on LinkedIn actively looking. - Stakeholder partnership: calibrating roles with Founders and leadership and pushing back with strategic guidance. - Candidate experience: a "high-touch" bar for every candidate, regardless of outcome; you take pleasure in the details. - Operational rituals: the recruiting infrastructure itself — ATS hygiene, reporting, referral loops — built and refined as you go. You might be a great fit if you… - Have a foundation in GTM/sales recruiting (agency or high-growth startup) and are looking for more ownership than that foundation gave you. - Thrive in the "chaos-to-order" phase — you don't wait for a manual, you build the solution and then the manual. - Aren't intimidated by a technical product or a complex buying motion; you want to understand how we sell, and who we sell to, so you can speak credibly to sales candidates about the role and the opportunity. - Are externally competitive (you want to win talent) but internally collaborative and empathetic with teammates. - Treat organization as the only way to scale quality in a fast-moving environment, not a chore that falls away under pressure. What you need - 3-5 years of GTM/sales recruiting experience, with a track record of closing candidates in competitive markets. - Demonstrated ability to run a full-cycle process independently - sourcing, screening, stakeholder calibration, and close - without heavy oversight. - Strong written and verbal communication; you can represent both the candidate to the business and the business to the candidate. Nice to have - Experience recruiting sellers out of larger platforms or enterprise software companies into early-stage roles. - Experience building recruiting process from scratch at an early-stage startup (ATS setup, referral programs, reporting cadences). This role is hybrid in New York, in-office first. We believe the best company is the one with the best ICs, and we've built a culture to maximize great work — as a recruiter here, your job is to protect and amplify that. We believe attracting top talent come from a desire to win, a deep care for the craft, and a pragmatism in recruiting for overall impact. We strongly believe we will only be successful if everyone on the team — recruiters included — is anchored in our core principles: - Own the Outcome: We own our results. We typically hire builders and give them large mandates with high trust. As a manager, you're responsible not just for your team's code, but for ensuring your team is solving the end problems of the users. - Brick by Brick: To win, our team needs to show up and execute in each domain every day. - Love the Game: We focus on the craft and a deep sense of giving a f*ck. We're building a company full of people who are equally engaged and motivated — that starts with how you lead. - Earn the Right: Our ability to rethink how things are done depends on the trust and reputation we build by shipping quality products and improving the lives of our users. - SALY: We refuse to accept "Same As Last Year." We bring fresh eyes to a stagnated and underserved domain, including in how we build and run engineering teams.

Requirements

Must-haves

What you'll own
Full-cycle execution: the entire lifecycle for sales roles, from the first sourcing string to the final closing call.
Sourcing as a craft: non-traditional, innovative methods for surfacing passive talent who aren't on LinkedIn actively looking.
Stakeholder partnership: calibrating roles with Founders and leadership and pushing back with strategic guidance.
Candidate experience: a "high-touch" bar for every candidate, regardless of outcome; you take pleasure in the details.
Operational rituals: the recruiting infrastructure itself — ATS hygiene, reporting, referral loops — built and refined as you go.
You might be a great fit if you…
Have a foundation in GTM/sales recruiting (agency or high-growth startup) and are looking for more ownership than that foundation gave you.
Thrive in the "chaos-to-order" phase — you don't wait for a manual, you build the solution and then the manual.
Aren't intimidated by a technical product or a complex buying motion; you want to understand how we sell, and who we sell to, so you can speak credibly to sales candidates about the role and the opportunity.
Are externally competitive (you want to win talent) but internally collaborative and empathetic with teammates.
Treat organization as the only way to scale quality in a fast-moving environment, not a chore that falls away under pressure.
What you need
3-5 years of GTM/sales recruiting experience, with a track record of closing candidates in competitive markets.
Demonstrated ability to run a full-cycle process independently - sourcing, screening, stakeholder calibration, and close - without heavy oversight.
Strong written and verbal communication; you can represent both the candidate to the business and the business to the candidate.

Nice-to-haves

Experience recruiting sellers out of larger platforms or enterprise software companies into early-stage roles.
Experience building recruiting process from scratch at an early-stage startup (ATS setup, referral programs, reporting cadences).
This role is hybrid in New York, in-office first.
We strongly believe we will only be successful if everyone on the team — recruiters included — is anchored in our core principles:
Brick by Brick: To win, our team needs to show up and execute in each domain every day.
Love the Game: We focus on the craft and a deep sense of giving a f*ck. We're building a company full of people who are equally engaged and motivated — that starts with how you lead.
Earn the Right: Our ability to rethink how things are done depends on the trust and reputation we build by shipping quality products and improving the lives of our users.
SALY: We refuse to accept "Same As Last Year." We bring fresh eyes to a stagnated and underserved domain, including in how we build and run engineering teams.

Application prep

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

Keywords to mirror

aigo

Platform: ashby
Effort: quick