At Navan, we believe in-person connections are the fuel for innovation. Our Global G&A organization is the backbone of this mission, providing the infrastructure that allows our business to scale. We are looking for a Senior G&A Recruiter who doesn’t just "fill seats," but acts as a talent advisor to help us build a world-class corporate foundation.
What You’ll Do- Full-Cycle Ownership: Manage the end-to-end recruitment process for complex Corporate G&A functions (including IT/BT, Finance, Legal, Audit/Risk/Compliance, People, etc.) from initial kickoff meetings to creative sourcing and final offer negotiations.
- Strategic Partnership: Act as a consultant to our executives and hiring managers, helping them define roles, design interview loops, and navigate the talent market.
- Pipeline Engineering: Move beyond job boards. You’ll use LinkedIn Recruiter, GEM, and your personal network to engage high-caliber passive talent.
- Candidate Advocacy: Provide a "white-glove" experience. You’ll ensure every candidate—regardless of the outcome—leaves their interview feeling inspired by Navan.
- Data-Driven Execution: Use Greenhouse and recruiting metrics to track your pipeline health, identifying bottlenecks and pivoting strategies in real-time.
- Process Innovation: Contribute to the "Navan Way" by leading projects that improve our recruiting tools, employer branding, and team efficiency.
- Experience: 6-8 years of full-cycle recruiting experience, specifically within G&A (IT, Business Technology, Finance, Legal, Audit/Risk/Compliance, People, etc.) in a high-growth or startup environment.
- The Toolkit: Proficient with Greenhouse and GEM. You should be a "power user" of LinkedIn Recruiter and other modern sourcing technologies.
- Communication: You can hold your own in a room with executives and possess the empathy to guide candidates through career-changing decisions.
- Agility: You thrive in "scrappy" environments. If a process doesn't exist, you’re excited to build it.
- Analytical Mindset: You enjoy the "why" behind the numbers—using KPIs to tell a story and influence hiring decisions.
The posted pay range represents the anticipated low and high end of the compensation for this position and is subject to change based on business need. To determine a successful candidate’s starting pay, we carefully consider a variety of factors, including primary work location, an evaluation of the candidate’s skills and experience, market demands, and internal parity.
For roles with on-target-earnings (OTE), the pay range includes both base salary and target incentive compensation. Target incentive compensation for some roles may include a ramping draw period. Compensation is higher for those who exceed targets. Candidates may receive more information from the recruiter.
What the Team is Saying
What We Do
Navan (Nasdaq: NAVN) is the leading all-in-one business travel, payments, and expense management platform that makes travel easy for frequent travelers. From finding flights and hotels to automating expense reconciliation, with 24/7 support along the way, Navan delivers an intuitive experience travelers love and finance teams rely on. See how Navan customers benefit and learn more at navan.com.
Why Work With Us
At Navan, we’re never satisfied with the status quo, and we know breakthrough ideas come from diverse perspectives. We are committed to cultivating a workplace that reflects the diversity of the customers we serve while fostering leadership and innovation.
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Navan Offices
Hybrid Workspace
Employees engage in a combination of remote and on-site work.
In-person connections is the foundation of Navan, the connections forged through face-to-face interactions improve company culture and what we can achieve together. We operate on a hybrid working model, which we define as four days a week in-office.
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