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
We're looking for a Staff or Principal Recruiter to lead some of SentiLink's most important and complex searches, with a primary focus on leadership hiring and strategic talent opportunities. This is a senior individual contributor role for someone who combines deep recruiting expertise with strong business judgment, exceptional stakeholder management, and an operational mindset.
You'll work closely with the Head of Talent and senior leaders to shape hiring strategies, identify exceptional talent, and bring structure to ambiguous or evolving business needs. You'll be equally comfortable building a detailed market map, advising an executive on a difficult hiring decision, engaging a passive leadership candidate, or improving how the recruiting team operates.
Success in this role means becoming a trusted recruiting partner to SentiLink's leadership team, consistently delivering on high-stakes searches, building relationships with exceptional talent ahead of business needs, and contributing to a more strategic, effective, and scalable talent function.
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 complex leadership and strategic searches from initial scoping through close, taking accountability for search strategy, candidate quality, stakeholder alignment, and hiring outcomes.
- Develop comprehensive talent-market maps to identify target companies, leadership profiles, emerging talent, and competitive dynamics. Translate that research into actionable sourcing and hiring strategies.
- Partner directly with executives and senior hiring managers to define talent needs, challenge assumptions, calibrate candidate profiles, and guide difficult hiring decisions with sound judgment and market insight.
- Build and maintain relationships with exceptional talent, including passive candidates and individuals who may be relevant to future or opportunistic hiring needs.
- Deliver a highly personalized candidate experience, managing sensitive conversations, complex stakeholder dynamics, and nuanced closing processes with professionalism, discretion, and attention to detail.
- Navigate ambiguous and evolving priorities, bringing structure to loosely defined searches, identifying tradeoffs, and proactively driving decisions and next steps without requiring extensive direction.
- Serve as a strategic and operational partner to the Head of Talent, helping prioritize recruiting investments, identify gaps and opportunities, and drive initiatives that improve the effectiveness of the broader talent function.
- Build scalable recruiting practices by improving search planning, market intelligence, reporting, candidate engagement, and recruiting workflows. Use data and operational insights to identify problems and implement practical solutions.
Requirements
- 7+ years of full-cycle recruiting experience, ideally within a technology company or high-growth startup.
- Demonstrated success independently leading complex, senior-level recruiting searches, including Director-level and above, with accountability from search strategy through close.
- Deep expertise in talent-market mapping, research, sourcing, and proactive relationship building, with the ability to identify and engage exceptional talent beyond active applicants.
- Proven ability to advise and influence executive stakeholders, navigate competing perspectives, and drive alignment on hiring strategy and talent decisions.
- Strong judgment and comfort with ambiguity, including the ability to independently structure undefined problems, prioritize competing opportunities, and turn incomplete information into clear action.
- Exceptional candidate relationship management, with a track record of delivering thoughtful, high-touch experiences and managing confidential or sensitive searches.
- Strong operational and analytical skills, with experience using recruiting data, structured processes, and practical improvements to increase recruiting effectiveness.
- Experience contributing to broader talent strategy, recruiting operations, or cross-functional initiatives beyond individual requisition ownership (preferred)
Compensation
$180,000-$220,000 + equity + benefits
Note: This salary range may be inclusive of several career levels, and the actual base salary within that range will be determined by several components including but not limited to the individual's experience, skills, and qualifications.
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 $180k to $220k a year sits about 14% above 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: $180k to $220k.
