At Navan, we believe in-person connections fuel innovation. Our Global Talent organization is the backbone of this mission, providing the infrastructure that allows our business to scale. We are looking for a Staff Technical Recruiter—a strategic talent architect and technical scout who does more than navigate the engineering market; they help build the teams that define the future of travel and expense tech.
As a Senior-level member, within recruiting, you will manage a complex pipeline of high-bar technical talent across engineering, acting as a bridge between Navan’s ambitious product roadmap and the global developer community.
What You’ll Do
Strategic Advisory & Leadership: Act as a high-impact partner to senior leaders, proactively advising on senior-level hiring strategies. You don’t just execute; you influence buy-in by leveraging deep business context and data-driven insights.
Organizational Architecture: Identify, define, and design your own goals and KPIs. You will address department-level process breakdowns and build new frameworks that prioritize diversity recruiting outcomes and long-term scalability.
Full-Cycle Excellence & Accountability: Manage a complex portfolio of senior Engineering leaders taking full ownership of outcomes and holding both yourself and hiring teams accountable for the integrity of the process.
Operational Innovation: Experiment with new ideas and sourcing techniques to test efficacy. You’ll lead strategic initiatives that create meaningful change, ensuring the team has the tools and training to work autonomously and successfully.
Team Amplification & Mentorship: Responsible for the health and development of the recruiting team. You will provide guidance, share best practices, and deliver authentic, impactful feedback to peers and leadership to elevate the collective "Navan Way."
Stable Partnership: Serve as a grounded, optimistic leader during times of uncertainty. You’ll navigate complexity comfortably, helping the team build courage and focus on immediate wins while planning for the near future.
What We’re Looking For
Technical Literacy: 8-12+ years of full-cycle technical software engineering recruiting experience, specifically focused on back-end, front-end, mobile roles. You should be able to explain the difference between Micro-services and Monoliths, or why a candidate’s experience with Java, Kotlin, Spring Boot is relevant to our stack or hold a conversation about distributed systems, JVM performance, or frontend architecture.
Ownership Mindset: You don't wait for permission. You identify bottlenecks, propose solutions, and execute with a sense of urgency.
The Startup Edge: Experience in a high-growth environment where speed and quality are equally weighted. You thrive in "build mode."
Analytical Influence: You use data (funnel conversion, technical pass rates, offer acceptance) to tell a story that helps Engineering leadership optimize their hiring time.
Strategic Scouting: You treat sourcing like a science and closing like an art. You know how to find the "hidden gems" and tell a story that makes Navan their only choice.
Operational Grit: You are a power user of the modern recruiting stack (Greenhouse, GEM, LinkedIn) with a passion for discovering new AI-driven sourcing tools.
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.
Pay Range
$104,550—$232,400 USD
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.
