Manager, Technical Recruiting - Ripple

At Ripple, we’re building a world where value moves like information does today. It’s big, it’s bold, and we’re already doing it. Through our crypto solutions for financial institutions, businesses, governments and developers, we are improving the global financial system and creating greater economic fairness and opportunity for more people, in more places around the world. And we get to do the best work of our career and grow our skills surrounded by colleagues who have our backs.

If you’re ready to see your impact and unlock incredible career growth opportunities, join us, and build real world value.

THE WORK:

Are you passionate about finding the best engineering and technical talent in the industry? Ripple is looking for a Manager of Technical Recruiting to join our dynamic team. This is a player-coach role: you will help lead our technical recruiting function, from sourcing candidates to managing the selection process, while also carrying your own requisition load and partnering directly with engineering and tech leaders to close critical roles.

As our Manager of Technical Recruiting, you will develop and implement innovative strategies to attract hard-to-find technical talent, including software engineers, blockchain and protocol engineers, security, SRE/infrastructure, data, and engineering leadership. You will partner with engineering, tech, and business leaders to understand their hiring needs, and provide guidance on market trends, candidate availability, and compensation benchmarks for competitive technical talent markets. You will lead, coach, and train a team of contract technical recruiters, setting clear expectations and holding the team accountable for results, and work collaboratively with HR partners to ensure a seamless and positive candidate experience.

The successful candidate will be an exceptional communicator, highly organized, and able to thrive in a fast-paced environment with competing priorities. If you are a strategic problem solver who balances attention to detail with the big picture, is comfortable rolling up your sleeves to recruit alongside your team, and is passionate about attracting and retaining the best technical talent, we want to hear from you!

What you’ll do:

• Build a contract recruiting team that performs like a top in-house team. You’ll set a high bar for your contract recruiters, assign searches by domain and capacity, coach them on sourcing and closing, and run pipeline reviews that lead to action. You’ll make direct calls on who stays, who grows and who rolls off.
• Hire the technical talent and engineers who will shape Ripple’s next chapter. You’ll personally own Ripple’s most critical technical searches, including Staff+ and Principal engineers, engineering leaders, and domain specialists in protocol, distributed systems, security, and infrastructure. These are high-impact hires that define what our teams can build, and you’ll drive them from first outreach to signed offer.
• Be the partner engineering and technical leaders turn to when a search is stuck. You use funnel data, market signals, and candidate feedback to diagnose why a role is off track, quickly pivoting the strategy to get hiring back on schedule before escalation is needed.
• Find talent no one else is reaching. You’ll build pipelines in open source communities, GitHub, protocol and developer forums, conferences, academic labs and engineering referral networks. You’ll treat sourcing as an always-on advantage rather than something that starts when a req opens.
• Raise the bar on how Ripple assesses technical talent. You’ll partner with technical and engineering leaders to design structured interview loops, calibrate on what great looks like for each role, and maintain rigorous evaluation standards to ensure hiring decisions are grounded in evidence rather than gut feel.
• Use AI where it measurably helps. You’ll find where AI can improve sourcing, market research, outreach and screening prep. You’ll run focused pilots against a clear baseline, scale what works and drop what doesn’t, and keep humans in charge of judgment calls about candidates and how we treat them.
• Turn what works into repeatable playbooks. Your best sourcing strategies, closing approaches and search playbooks become standard practice for the wider technical recruiting team.
• Shape where we invest. You’ll feed hiring capacity planning, manage agency and contractor spend for cost and results, and bring leadership clear, data-backed recommendations on tradeoffs, not just status updates.
• Keep the basics clean: consistent process, accurate data in the ATS, and full EEO/AA compliance across the team.

What you’ll bring:

• 8+ years in recruitment, with a heavy focus on software engineers and broader technical talent within tech, fintech, or crypto. Proven track record of creative problem-solving to source top-tier talent in highly competitive markets.
• A track record of closing the searches that matter most. You’ve hired Staff+ and Principal engineers, technical leaders and narrow specialists (distributed systems, security, infrastructure, protocol or blockchain). You can walk us through the hardest one: how you found the person, why they said yes, and what nearly derailed it.
• Proven resilience and grit when facing hard-to-fill searches. When roles stall, candidate pipelines fall short, or offers are declined, you proactively pivot your strategy to uncover new solutions rather than waiting for the market to shift.
• Credibility with engineers. You understand the technical work well enough to tell strong candidates from people who just list the right buzzwords. You can hold a real conversation about someone’s systems and tradeoffs, and senior engineers take your calls because you’re worth talking to.
• You lead other recruiters while carrying a full req load, and both sides deliver. You’ve set expectations for contract or external recruiters, run pipeline reviews, given direct feedback, and measurably improved their output, without your own searches suffering
• You run off recruiting data. You’ve used funnel data (pass-through rates, source quality, time in stage, decline reasons) to find out why a search was stuck, changed your approach, and shown that the change worked. You bring hiring managers data and recommendations, not just status updates.
• You find talent where others don’t look. Open source contributors, conference speakers, niche forums, academic labs, and overlooked referral networks. You’ve built pipelines from scratch with little budget or tooling. You go deep on the domain, learning the market, the technology, and how competitors are hiring without being asked, so you can explain why an engineer would leave big tech for Ripple and what would make them say no.
• You don't just recruit, you elevate how the team operates. You’ve successfully revamped interview processes, implemented new sourcing tools or automations, or raised candidate quality bars, backed by clear, data-driven outcomes.
• Fluent in the tools and the rules: ATS (Greenhouse preferred), LinkedIn Recruiter, SeekOut or similar, plus working knowledge of EEO/AA and hiring compliance.
• A clear point of view on AI in recruiting, with results to back it. You’ve used AI tools to get better hiring outcomes, not just to move faster, and you can show the before and after. You know where AI adds leverage and where it creates noise, bias or a worse candidate experience, and you’ve decided not to use it when it wasn’t helping.

For positions that will be based in CA, the annual salary range for this position is below. Actual salaries may vary based on numerous factors including, among other things, an individual applicant’s experience and qualifications for the position. This range does not include equity or additional compensation, such as bonuses or commissions.

CA Annual Base Salary Range

$165,000—$185,000 USD

WHO WE ARE:

Do Your Best Work

• The opportunity to build in a fast-paced start-up environment with experienced industry leaders
• A learning environment where you can dive deep into the latest technologies and make an impact. A professional development budget to support other modes of learning.
• Thrive in an environment where no matter what race, ethnicity, gender, origin, or culture they identify with, every employee is a respected, valued, and empowered part of the team.
• In-office collaboration for moments that matter is important to our culture, and we give managers and teams the flexibility to decide which 10+ days a month they come in.
• Bi-weekly all-company meeting - business updates and ask me anything style discussion with our Leadership Team
• We come together for moments that matter which include team offsites, team bonding activities, happy hours and more!

Take Control of Your Finances

• Competitive salary, bonuses, and equity
• Competitive benefits that cover physical and mental healthcare, retirement, family forming, and family support
• Employee giving match
• Mobile phone stipend

Take Care of Yourself

• R&R days so you can rest and recharge
• Generous wellness reimbursement and weekly onsite & virtual programming
• Generous vacation policy - work with your manager to take time off when you need it
• Industry-leading parental leave policies. Family planning benefits.
• Catered lunches, fully-stocked kitchens with premium snacks/beverages, and plenty of fun events

Benefits listed above are for full-time employees.

Ripple is an Equal Opportunity Employer. We’re committed to building a diverse and inclusive team. We do not discriminate against qualified employees or applicants because of race, color, religion, gender identity, sex, sexual identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, mental disability, medical condition, military status, or any other characteristic protected by local law or ordinance.

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