Recruiting Lead

Flex is building the AI-native private bank for business owners.

We’re re-architecting the entire financial system for entrepreneurs—from the first dollar a business earns to how that value compounds, moves, and is ultimately spent in real life. Banking, credit, payments, personal finance, and financial operations—rebuilt from the ground up as a single, intelligent system. Flex is the full financial home for ambitious owners.

Since launching publicly in September 2023, Flex has scaled from zero to nine-figure annualized revenue, with a clear path to profitability by late 2026. We move fast, ship relentlessly, and operate with extreme ownership.

Our customers are affluent business owners ($3–$200M in revenue)—the backbone of the economy and one of the most underserved segments in finance. They’re stuck with outdated banks and fragmented tools. We’re replacing all of it. The opportunity is massive: a ~$1T+ revenue market hiding in plain sight. Our ambition is to build a $100B+ company by delivering a product that is fundamentally better—not incrementally improved.

Flex has raised $100M+ in equity and $300M+ in debt.

- Mission-critical problems: We build software that directly controls how money moves at scale.

- High bar, low ego: Small teams, exceptional people, real ownership.

- Speed over comfort: We prioritize execution, quality, clarity, and results.

- Enduring impact: What we’re building will define how a generation of owners runs their businesses.

Team & Locations

We hire exceptional people who want to build hard things and see their work matter immediately. Roles are available in: San Francisco, Miami, New York, and fully remote.

Flex Fuels Ambition.

The Role

We're hiring a Recruiting Lead to own hiring across our core business functions: GTM, operations, finance, and leadership, while also owning the infrastructure that shapes how Flex hires at scale. This is a hands-on role. You'll carry a full requisition load while simultaneously building the processes, frameworks, and standards that scale across the org. You'll sit at the center of hiring managers, the TA team, and leadership, and your fingerprints are on how Flex hires, not just the roles you close.

• Own full-cycle recruiting for business, GTM, operations, finance, and senior leadership roles

• Partner with hiring managers to define role scope, seniority, success profiles, and evaluation criteria before a search kicks off

• Build and execute outbound sourcing strategies across LinkedIn, referrals, networks, and targeted research

• Screen for signal: judgment, ownership mentality, and role-specific depth — not keyword matching

• Coordinate structured interview loops and enforce consistent feedback capture across interviewers

• Drive offer strategy and closing, including leveling, comp alignment, and counter-offer navigation

• Own the ATS: pipeline hygiene, feedback documentation, reporting, and data integrity

• Build and maintain hiring infrastructure: interview rubrics, scorecards, leveling guides, and onboarding processes for new hiring managers

• Analyze funnel metrics (conversion rates, time-to-fill, source quality, offer acceptance) and use that data to raise bar and improve efficiency

• Lead the TA team to ensure alignment on process, candidate experience, and hiring standards across the full org

• Serve as the internal owner of how Flex recruits — identifying gaps, proposing improvements, and driving adoption

• Own full-cycle recruiting for business, GTM, operations, finance, and senior leadership roles

• Partner with hiring managers to define role scope, seniority, success profiles, and evaluation criteria before a search kicks off

• Build and execute outbound sourcing strategies across LinkedIn, referrals, networks, and targeted research

• Screen for signal: judgment, ownership mentality, and role-specific depth — not keyword matching

• Coordinate structured interview loops and enforce consistent feedback capture across interviewers

• Drive offer strategy and closing, including leveling, comp alignment, and counter-offer navigation

• Own the ATS: pipeline hygiene, feedback documentation, reporting, and data integrity

• Build and maintain hiring infrastructure: interview rubrics, scorecards, leveling guides, and onboarding processes for new hiring managers

• Analyze funnel metrics (conversion rates, time-to-fill, source quality, offer acceptance) and use that data to raise bar and improve efficiency

• Lead the TA team to ensure alignment on process, candidate experience, and hiring standards across the full org

• Serve as the internal owner of how Flex recruits — identifying gaps, proposing improvements, and driving adoption

• 10+ years of full-cycle recruiting experience, with meaningful time spent on business, GTM, or leadership hiring

• Demonstrated ability to run multiple complex searches simultaneously without dropping signal quality

• Experience building or meaningfully improving hiring processes — rubrics, leveling frameworks, hiring manager onboarding, or ATS architecture

• Strong sourcing instincts and comfort running high-volume outbound for competitive, hard-to-fill roles

• Highly organized and data-driven, with the ability to identify what's broken in a funnel and fix it

• Clear, direct communicator who can push back on vague requirements and hold a high bar even under pressure

• Has built the playbook before, not just operated without one — comfortable creating structure in fast-moving, high-growth environments where none existed

• Startup or scale-up experience, ideally through a growth phase

• Prior experience partnering with or coordinating alongside a recruiting team

• Exposure to fintech, AI, or platform-focused companies

• Familiarity with modern recruiting tech: Ashby, Greenhouse, Gem, or similar

Why Join Us

Build something generational — Capture the full lifecycle of money for ambitious business owners.

Work on real money, real risk — Payments, credit, and banking at serious scale.

Solve hard problems — AI, underwriting, compliance, and global finance from first principles.

True ownership — Small teams, high trust, real accountability.

Founder-level exposure — Direct access to leadership, customers, and investors.

High bar, high taste — Move fast without cutting corners.

Elite peers — People here are builders, not tourists.

Real upside — Meaningful equity if you help build something big.