Staff or Principal Recruiter

About SentiLink

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 they tackle require deep domain expertise, rigorous analysis, and a commitment to detail.

At SentiLink, you’ll collaborate with a team of smart, highly collaborative colleagues who respect each other’s time and judgment, take ownership, and follow through on commitments. Together, they create meaningful work protecting consumer identities and identifying fraudsters.

SentiLink is well-funded and growing rapidly. They serve 13 of the top 15 U.S. banks, are expanding into new markets, and are backed by investors like Craft Ventures, Andreessen Horowitz, NYCA, and Max Levchin. They’ve been recognized as part of the Forbes Fintech 50, named a 2026 FICO Industry Vanguard Decision Award Winner for identity theft detection, and were the first company to go live with the electronic Consent Based Social Security Number Verification (eCBSV) service. They’ve also testified before the U.S. Congress on the future of identity.

SentiLink offers generous benefits, supports flexible working arrangements (remote or in-office), and has offices in Austin, San Francisco, New York City, Seattle (Bellevue), Los Angeles, Chicago, Gurugram (Delhi), and Bengaluru.

Role

SentiLink is seeking a Staff or Principal Recruiter to lead complex and strategic hiring initiatives, with a focus on leadership roles 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 comfortable building market maps, advising executives on hiring decisions, engaging passive leadership candidates, and improving recruiting operations.

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 can work regularly from one of the office locations are 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 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 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).