Team Lead, G&A Recruiter

TRM Labs provides AI-powered intelligence solutions that help public and private sector agencies investigate and disrupt crime. TRM's platforms enable investigators to trace illicit activity, build cases, and construct operating pictures of threat networks. Leading agencies and businesses worldwide rely on TRM to make the world safer and more secure.

At TRM, we believe the people we hire will determine how far and how fast we can go in our mission to build a safer world for billions of people. We’re building a Talent team that sees recruiting as a craft and a competitive advantage, people who challenge assumptions, move with urgency, and are energized by building exceptional teams to solve incredibly hard problems.

As a Team Lead, G&A Recruiter, you’ll own TRM’s most strategic and mission-critical G&A searches while setting the standard for the G&A recruiting pod. You’ll manage your own requisitions, but your impact will extend across the team—driving consistency, raising the bar, and helping the pod operate as a tight, high-performing unit. As the day-to-day peer leader closest to the work, you’ll take meaningful operating overhead off the manager’s plate and help the team move with greater speed and precision.

Your success is measured by the quality, velocity, and business impact of hires across TRM's G&A organization as well as how successfully you mentor your teammates, and how well the pod around you performs.

How this role differs from a Senior or Staff G&A Recruiter:

A Senior/Staff recruiter owns their searches exceptionally well. As Team Lead, you own your searches and the operating rhythm, unblocking, experimentation, and outcomes of the whole G&A pod. You’ll set the example for more junior recruiters on what exceptional partnership with executive stakeholders looks like.

The impact you'll have:

Leading the pod:

• Run executive-level G&A hiring syncs, driving the cadence, priorities, and follow-through for the team and its hiring managers.
• Represent the G&A pod in headcount and workforce-planning discussions with Talent leadership, bringing the on-the-ground view from being closest to the department leads.
• Bubble up what's happening across the G&A recruiting team — risks, wins, market signals, and blockers — so the manager and VP stay informed.
• Drive solutioning and experimentation with the team, testing new sourcing angles, processes, and ideas and unblocking searches when they stall.
• Help the team execute on retros and decision docs, turning what you learn into durable improvements.
• Shape and roll out new processes and changes to the pod: when the team adopts a new way of working, much of it comes from you.

Owning your own searches:

• Own full-cycle recruiting for senior and specialized G&A searches across Strategic Finance, Legal, People, Operations, and other corporate functions.
• Act as a strategic talent partner to executive stakeholders; advising on market dynamics, candidate calibration, hiring strategy, and close approach.
• Build and execute targeted sourcing strategies that identify, engage, and close exceptional G&A talent from high-growth technology, fintech, crypto, public sector, and financial services environments.
• Develop deep market maps for priority searches that include competitive talent, high-performing corporate functions, and referral-driven networks.
• Create an exceptional candidate experience for senior and specialized talent, ensuring every touchpoint reflects TRM's talent bar, mission, and operating principles.
• Use data, market insight, and funnel conversion metrics to diagnose search health, influence hiring teams, and adjust strategy in real time.
• Serve as a craft leader on the Talent team, raising the bar for sourcing, stakeholder management, candidate engagement, and strategic search execution.

What we're looking for:

• 10+ years of recruiting experience, with 7+ years of experience owning senior G&A searches in high-growth technology companies.
• Experience leading or setting direction for a recruiting pod including running hiring syncs, unblocking other recruiters' searches, and driving team experimentation.
• A track record of taking operating overhead off a manager's plate: owning team cadence, process rollouts, retros, and decision docs so the group runs as a tight unit.
• Proven success hiring senior and specialized talent across Strategic Finance, Legal, People, Operations, and other corporate functions.
• Strong search fundamentals including market mapping, talent intelligence, passive candidate engagement, confidential search management, and senior-level closing.
• The ability to quickly understand complex corporate roles across finance, legal, compliance, people, operations, and business-critical leadership.
• Strong analytical ability to interpret recruiting metrics, funnel health, conversion rates, and pipeline quality, and translate them into action for yourself and the team.
• Exceptional stakeholder management, building trust, influencing senior leaders, pushing back thoughtfully, and operating as a strategic advisor throughout the process.
• Excellent written and verbal executive presence, including synthesizing market insight, candidate tradeoffs, and search progress clearly for executive audiences.
• High ownership, persistence, and judgment in navigating ambiguous, confidential, business-critical searches.
• A demonstrated ability to balance speed with quality while holding a high talent bar for G&A hiring.

About the team:

• Our talent team is fully remote and async-first. We keep work moving across time zones through Slack, thorough documentation, and proactive updates.
• We stay tightly aligned through weekly hiring syncs, team sourcing syncs, and bi-weekly team meetings where we solve challenges together.
• We care deeply about our craft: we continuously refine best practices and data quality to deliver an exceptional experience for candidates and internal stakeholders alike, backed by precise, reliable reporting.
• We're globally distributed but most of us overlap between 7am–12pm PST for real-time collaboration.
• Every team member maintains at least a 4-hour overlap with PST business hours.

Learn about TRM Speed in this position:

• Within 72 hours of a role opening, you've scheduled the intake, researched and published the role, and brought 5 calibration profiles to the intake for the hiring manager to review.
• Within a week of opening the role, you've mapped the total addressable market, built a shortlist of the top 30 profiles, conducted 5–10 recruiter screens, and stood up the full interview process.
• Two weeks after the initial interviews, you analyze the data to identify what is and isn't driving pass rates and conversions, share insights and recommendations with the hiring team, and continue to monitor and adjust until the position is filled.
• Within your first 30 days, you’ll be fully onboarded, calibrated, and operating as the DRI for your positions.
• Within your first 60 days, you’ll have your first sourced candidates reaching final rounds.
• Within your first 90 days, you’ll have made 2–3 hires.