Dear Hiring Manager,
I'm writing about the Senior Technical Recruiter role at Ramp. For the last two years I've been a Technical Recruiter at Gusto, carrying 15-20 concurrent requisitions across IC engineering L4-L6 and closing 42 hires in 2024 at a median time-to-fill of 31 days — 68% of which came from outbound sourcing against a team baseline of 44%.
What I'd bring to Ramp is the combination of volume and craft that your job posting describes. I partnered daily with six hiring managers across infrastructure and data platform, rebuilt our senior-engineer loop with the Platform team (6 rounds down to 4, bar pass rate held flat), and owned Greenhouse configuration for a 50-person talent team through a migration that shipped with zero hiring disruption. I'm comfortable in Greenhouse, Lever, and Ashby, and I've sourced across LinkedIn Recruiter, Gem, and the usual outbound cadence tools.
Ramp's growth stage and engineering brand are what make this move interesting to me — in particular, the posting's emphasis on closing senior platform engineers maps directly to my strongest segment. I'd be especially interested in talking about the infrastructure team's 2026 hiring plan and where you're expecting the hardest closes to come from.
Would a 20-minute intro this week work? Happy to share sourcing samples or a recent loop redesign in that conversation.
Best, Morgan Hale
