Job Description
SentiLink stops more than 150,000 fraud attempts and verifies more than 3 million identities every day to protect both institutions and consumers. The problems we work on are challenging, and solving them takes deep domain expertise, rigorous analysis, and a willingness to dig into the details.
At SentiLink, you'll work alongside smart, highly collaborative colleagues who respect each other's time and judgment, take ownership, and follow through on their commitments. Together, we do truly meaningful work protecting the identities of innocent consumers and flagging the fraudsters attempting to exploit them.
We're well capitalized and growing quickly. We already serve 13 of the top 15 U.S. banks, we're expanding into new markets, and we're backed by Craft Ventures, Andreessen Horowitz, NYCA, and Max Levchin. We've been named to the Forbes Fintech 50 and as a 2026 FICO Industry Vanguard Decision Award Winner. We were also the first company to go live with the electronic Consent Based Social Security Number Verification (eCBSV) service, and we've testified before the U.S. Congress on the future of identity.
We want SentiLink to be the best place you've ever worked. We offer generous benefits and support a range of working arrangements, from fully remote to in-office. We are a digital-first company with strong collaboration across the U.S. and India, and we meet in person regularly to build relationships. We have offices in Austin, San Francisco, New York City, Seattle (Bellevue), Los Angeles, and Chicago in the U.S., and in Gurugram (Delhi) and Bengaluru in India.
Role
SentiLink's Talent Acquisition team is responsible for building the teams that enable the company to grow. We partner closely with hiring managers and business leaders to identify, attract, and hire exceptional talent, while developing recruiting strategies and processes that support the needs of the business.
We're looking for a Lead Recruiter to own recruiting across our go-to-market and business functions. You'll partner with leaders across the organization to understand their hiring needs, develop thoughtful recruiting strategies, and deliver strong hiring outcomes across a range of roles and levels.
This is a hands-on role for someone who combines strong sourcing and recruiting fundamentals with business judgment, stakeholder management, and an operational mindset. You'll know when to challenge a hiring profile, how to translate market insights into a more effective search, and how to keep stakeholders aligned through a clear and consistent recruiting process.
Success in this role means becoming a trusted partner to GTM and business leaders, consistently delivering high-quality hires, building strong talent pipelines, and improving how we plan and execute recruiting across the organization.
This is a remote, U.S.-based position. Candidates based in Austin who are able to work regularly from one of our office locations are especially encouraged to apply.
Responsibilities
- Own full-cycle recruiting across GTM and business functions, from intake and search strategy through sourcing, assessment, offer negotiation, and close.
- Partner with hiring managers and business leaders to understand talent needs, define success profiles, calibrate expectations, and develop recruiting strategies aligned with business priorities.
- Build proactive sourcing strategies and talent pipelines for competitive and specialized roles, using market research, targeted outreach, and creative approaches to identify and engage strong candidates.
- Advise stakeholders using data and market insights, including talent availability, compensation expectations, pipeline health, and candidate feedback, to inform hiring decisions and adjust search strategies.
- Deliver a thoughtful, high-touch candidate experience, ensuring clear communication, consistent follow-through, and a professional process from initial outreach through offer acceptance.
- Manage multiple searches and competing priorities, maintaining momentum, anticipating challenges, and keeping hiring managers informed and accountable throughout the process.
- Drive operational excellence across recruiting workflows, using data, reporting, and structured processes to identify bottlenecks, improve efficiency, and increase hiring effectiveness.
- Contribute to broader Talent Acquisition initiatives, sharing market intelligence, improving recruiting practices, and helping the team build more consistent and scalable ways of working.
Requirements
- 7+ years of full-cycle recruiting experience, ideally within a technology company or high-growth startup.
- EDemonstrated success independently managing full-cycle recruiting for GTM roles, with experience supporting additional business or corporate functions.
- Strong sourcing and talent research capabilities, including experience developing targeted search strategies and engaging passive candidates in competitive talent markets.
- Proven ability to partner with and influence senior hiring managers, challenge assumptions constructively, and guide stakeholders toward effective hiring decisions.
- Strong organizational and operational skills, with the ability to manage multiple searches, maintain accurate recruiting data, and drive consistent execution without extensive oversight.
- Excellent communication and relationship-building skills, with a track record of delivering a thoughtful candidate experience and managing complex hiring processes.
- Ability to use recruiting metrics, pipeline data, and market intelligence to diagnose challenges, recommend changes, and improve hiring outcomes.
- Experience recruiting across a range of GTM and business functions, including Sales, Customer Success, Marketing, Finance, People, or Operations (preferred).
Compensation
$160,000-$200,000/year + equity + benefits
Perks
- Employer paid group health insurance for you and your dependents
- 401(k) plan with employer match (or equivalent for non US-based roles)
- Flexible paid time off
- Regular company-wide in-person events
- Home office stipend, and more!
Corporate Values
- Follow Through
- Deep Understanding
- Whatever It Takes
- Do Something Smart
How to apply
The Apply button opens SentiLink's own application page in a new browser tab — applying is free, and this board never sits between you and the employer: no middleman, no form of ours to fill first.
This posting runs on Ashby, the applicant tracking system behind SentiLink's job board — the form you'll see lives at jobs.ashbyhq.com. It asks for the basics first: your name, email, and a résumé/CV upload. After that come the custom questions this employer wrote for the role — Ashby lets each team tailor its application, and some postings add a short questionnaire on top, so set aside a few quiet minutes rather than a thirty-second sprint. Because the questions change per role, re-read the requirements above before you start typing; answers that echo the exact skills the listing names are the ones that survive screening. Two practical notes: apply promptly while the posting is verified live, since teams close applications once a role fills, and use one email address for the application so your details stay under one identity.
Before you start
Salary context
The listed range of $160k to $200k a year sits roughly in line with the board-wide median for Human Resources roles on this board.
That median is $150,000 to $200,000 a year, based on 23 live listings where the employer publishes an annual USD range — the same rules as the board's salary report.
The parsed benefits on this listing include Health Insurance, 401(k) Match, Stock Options / Equity, and more — equity is among them, so total compensation can extend beyond this base range.
Quick answers
- Is this job still open?
- Yes. Listings on this board are re-verified 4 times a day and auto-expire 45 days after posting — if this page is visible, the role was open at the last check.
- Where does the Apply button go?
- Straight to SentiLink's own application page — never a middleman. Every listing here comes from the employer's own job board, so the Apply button simply opens their page in a new tab.
- Does it require experience?
- The employer tags this role as lead level — the requirements above spell out what that means in practice.
- Is the salary listed?
- Yes — the employer publishes an annual range for this role: $160k to $200k.
