Senior Recruiter

About this role

About Amperity—Why This, Why Now

Most customer data is a lie by omission.

Every consumer brand wants to know its customers. Unfortunately, almost none actually do. Data is scattered across a dozen systems, half of it contradicts the other half, and "insights" teams are forced to act on incomplete guesses. We started Amperity ten years ago because that gap—between what a brand believes about its customers and what is true—is the most expensive problem in the industry, and nobody had solved it.

With a lot of hard work and a little bit of luck, we did. Our patented identity resolution takes billions of messy, conflicting records and resolves them into an accurate picture of a real human being—in hours, not months. That’s not a feature; it’s the foundation everything else stands on. It’s why more than 400 brands —like Alaska Airlines, Wyndham Hotels & Resorts, DICK’S Sporting Goods, Virgin Atlantic, and Brooks Running—trust us with the one thing they can’t afford to get wrong, and why IDC named us a Leader in the category in 2026.

Now we’re doing something harder. We’re rebuilding Amperity as an AI-first company—not bolting a chatbot onto old software, but putting agents at the center of how customer data actually gets used. We shipped the industry’s first identity resolution agent, then the first enterprise Customer Data Agent that turns a plain-language question into a live segment without waiting on an engineering queue. The bet underneath all of it is simple, and we think it’s correct: The potential of AI will not be realized for a brand until it’s grounded and activated against a true, unified view of the customer. The market at-large is focused on intelligence, and we are focused on being the ones who can make it trustworthy.

So here’s the honest pitch. If you want a tour of a category that’s already been figured out, this isn’t it. If you want to help decide what the next version of an entire industry looks like—alongside people who are remarkably exceptional at what they do, solving a problem that requires deep, sustained focus—this is one of the few places that work exists. Our goal is to build a highly impactful, generational business.

We measure our success by one standard: whether what we build moves the business. Return on cognition, not return on hype. If that’s how you want to be measured, we would love to speak with you.

The Role

As a Senior Recruiter, you will be a senior talent advisor to Amperity's Go-To-Market organization. In partnership with the Lead People Partner and SVP HR, you will translate business strategy and workforce plans into actionable talent strategies—helping leaders determine the capabilities, profiles, and talent markets required to build the organization we need next.

You will pair that strategic perspective with exceptional execution, owning complex and senior searches, bringing external market intelligence into workforce decisions, and coaching leaders to improve assessment and selection. You will also help evolve how Amperity recruits by applying AI, data, and scalable systems to improve speed, quality, and candidate experience.

Interesting Problems

• Candidate Journey: Deliver personalized engagement across every touchpoint of the hiring lifecycle. Cultivate trust-based relationships, manage intricate compensation packages, and successfully close top talent within competitive markets

• Hiring Strategy: In partnership with the business and people leadership, you will translate GTM strategy and workforce plans into talent strategies, shaping where and how we hire, the capabilities and profiles we prioritize, and how we build the teams Amperity needs next.

• Assessment Quality: Work closely with business leaders to measure, influence and deliver quality assessment while eliminating bias

• Market Insights & Guidance: Serve as the subject matter expert on industry landscape, pay structures, and competitive mapping. Leverage analytical perspectives during leadership syncs to refine hiring criteria, align objectives, and closing strategies

• AI & Systems Architecture: Own, optimize, and scale talent acquisition systems and workflows. Integrate advanced AI-powered talent tools (sourcing automation, market analytics, candidate engagement, and pipeline intelligence) to drive operational excellence and speed

• Mentorship & Team Impact: Act as a trusted operational advisor across the organization, provide guidance and mentorship to members of the People team

• Process improvements: Work with management and cross functional partners to optimize and execute process improvements related to talent acquisition

How We Measure Success

• Trusted Advisor: You are proactively engaged in discussions about organizational needs, talent tradeoffs, role design, and hiring strategy

• Workforce Planning Influence: GTM hiring plans reflect business priorities, realistic talent markets, capability needs, and sequencing

• Hiring Outcomes: Roles are filled with the right talent at the speed the business requires

• Talent Intelligence & Leverage: Recruiting materially improves workforce decisions rather than simply responding to requisitions

About You

• 8 years as a full-cycle recruiter in a fast paced, high growth B2B SaaS or technology environments

• Results-oriented with a track record recruiting high-performing Go-To-Market talent with demonstrated ability to flex into technical roles

• Translates business challenges and questions into solutions

• Thinks strategically while staying on top of tactical execution; exhibits excellent judgment when there isn’t an obvious answer

• Proven experience sitting across from C-level executives, acting as a thought partner and guiding strategy

• Exhibits excellent communication and interpersonal skills, with proven ability to work cross functionally

• Provides superior customer service, both internally and externally

• Experienced in navigating complex equity structures, competitive offer negotiations, and pass

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