Senior Recruiter, G&A
- Compensation
- $151K–$171K / yr
- Location
- New York, NY
- Work setup
- Onsite
- Seniority
- Senior
- Employment
- Contract
- Experience
- 5+ years
- Category
- Recruiting
- Posted
Skills
Must have
- You have a sourcing-first mindset and turn cold outreach into real pipelines and hires.
- You learn new functions quickly and assess what candidates have actually owned and delivered—not just their titles or past employers.
- You communicate crisply and move with urgency—candidates and stakeholders always know what’s next.
- You thrive in startup ambiguity, turning loose inputs into clear profiles, assessment plans, and repeatable processes.
- You pair operational rigor with high standards, thoughtful stakeholder management, and a fast, high-touch candidate experience.
- You operate independently while staying closely aligned with hiring managers, knowing when to drive decisions and when to bring in functional expertise.
- You exercise discretion with sensitive information and use AI thoughtfully to reduce repetitive work.
- You have 5+ years of recruiting experience, with full-cycle ownership in competitive markets.
- You’ve recruited across multiple corporate functions, with depth in at least one such as Finance, Accounting, Legal, Talent, corporate Operations, or Marketing—not necessarily all.
- You’ve built qualified outbound pipelines and closed passive candidates for specialized corporate roles.
- You assess functional ownership beyond titles, learn unfamiliar disciplines quickly, and calibrate effectively with hiring managers and experts.
- You turn ambiguous hiring needs into executable plans and advise leaders candidly on scope, market realities, and closing.
- You use funnel data to improve outcomes, with strong ATS hygiene, follow-through, and process discipline.
Nice to have
- Experience recruiting corporate teams at startups or growth-stage companies.
- Experience supporting Marketing hiring alongside a broader corporate recruiting portfolio.
- Recruiting experience in defense technology, cyber, or companies serving government and national security customers.
- Familiarity with Ashby, structured interviewing, and AI-assisted recruiting workflows.
Full description
About the Company
America is under sustained cyber attack. Our adversaries infiltrate our networks, steal our IP, and degrade the digital infrastructure that modern life runs on. They’ve learned—correctly—that those attacks rarely produce consequences.
Twenty was founded to change that, by making our adversaries think twice before they attack us. Our vision is American and allied primacy in cyberspace—a future where they cannot contest us, deterrence is assured, and the free world remains secure.
Founded in 2024, Twenty Technologies () industrializes offensive cyber operations for the U.S. and its allies. Headquartered in Arlington, Virginia, Twenty has raised $168M from Khosla Ventures, Accel, Caffeinated Capital, Friends & Family Capital, Point72 Ventures, General Catalyst, and In-Q-Tel.
Role Summary
Twenty builds AI-native offensive cyber and mission software for the U.S. government and its allies. As Senior Recruiter, G&A, you’ll build the corporate teams that make that mission possible: the people who guide how we invest, navigate legal and operational complexity, and create the foundation for our teams to scale.
You’ll own sourcing-heavy recruiting across Finance, Accounting, Legal, Talent, and corporate Operations, with opportunities to support Marketing and corporate IT/Security as priorities evolve. Working directly with functional leaders, you’ll help define what each hire needs to accomplish, shape candidate profiles and assessment plans, and advise on scope, level, and market realities. From the first outreach through the close, you’ll turn those priorities into exceptional hires.
This is a chance to shape both who joins Twenty and how we hire as we grow. You’ll build specialized candidate networks and recruiting practices that help us attract people who can build and own critical business functions. We’re looking for someone who brings curiosity, sound judgment, and urgency—and can turn an unfamiliar search into a clear plan, a strong pipeline, and a successful hire.
Who You Are
- You have a sourcing-first mindset and turn cold outreach into real pipelines and hires.
- You learn new functions quickly and assess what candidates have actually owned and delivered—not just their titles or past employers.
- You communicate crisply and move with urgency—candidates and stakeholders always know what’s next.
- You thrive in startup ambiguity, turning loose inputs into clear profiles, assessment plans, and repeatable processes.
- You pair operational rigor with high standards, thoughtful stakeholder management, and a fast, high-touch candidate experience.
- You operate independently while staying closely aligned with hiring managers, knowing when to drive decisions and when to bring in functional expertise.