As of 2026, Ramp is actively hiring for 113 roles, indicating significant growth and a keen focus on expanding its engineering and sales teams. This hiring spree signals strong momentum in the business process automation space, particularly in finance and credit cards, as Ramp positions itself against competitors like Brex, Airbase, and Navan. Last refreshed in the Recruiting from Scratch Atlas database, these numbers suggest a competitive environment for talent acquisition in the fintech sector.
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HIRING BY DEPARTMENT, RAMP
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Engineering ████████████████████ 30
Sales ██████████████░░░░░░ 21
Other ████████████░░░░░░░░ 18
Marketing ███████████░░░░░░░░░ 16
Finance █████░░░░░░░░░░░░░░░ 7
Design ███░░░░░░░░░░░░░░░░░ 5
SENIORITY MIX, RAMP
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Mid ████████████████████ 49
Senior ██████████████░░░░░░ 35
Junior ████░░░░░░░░░░░░░░░░ 9
Director ███░░░░░░░░░░░░░░░░░ 7
Intern █░░░░░░░░░░░░░░░░░░░ 1
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| Metric | Count |
|---|---|
| Open Roles | 113 |
| New Roles in 29 days | 69 |
| Top Departments | Engineering 30, Sales 21, Other 18, Marketing 16, Finance 7, Design 5, Operations 5, Product 4 |
| Seniority Mix | Mid 49, Senior 35, Junior 9, Director 7, Intern 1, Staff 1 |
| Top Locations | NYC 98, London 6, SF 5, Buenos Aires 1, Toronto 1 |
| Last Refreshed | 2026 |
Ramp's focus on engineering and sales roles, with 30 and 21 positions respectively, indicates a priority on technical and revenue-generating capabilities. The seniority distribution, with a majority of mid-level positions, suggests a strategy to build a solid foundation while still attracting experienced professionals. This approach provides a mix of innovation and stability, essential for rapid growth.
Ramp's current hiring strategy reveals critical insights into its operational focus and future trajectory. With 113 open roles, we've seen that the company is heavily investing in its engineering (30 roles) and sales (21 roles) departments. This signals that Ramp is not just expanding its workforce but also prioritizing technical prowess and revenue generation.
What this signals is a commitment to enhancing product development and customer acquisition, both of which are vital in the competitive fintech landscape. The significant number of mid-level roles (49 positions) indicates a strategy to cultivate talent internally, aligning with Elad Gil's perspective that successful companies often seek systems thinkers who can innovate and adapt quickly.
Furthermore, the geographical distribution of roles shows a concentration in New York City (98 roles), which underscores Ramp's desire to tap into the dense talent pool available in major tech hubs. This signals that they are likely aiming for a collaborative environment where teams can innovate effectively, given the proximity to other fintech giants.
The velocity of hiring, with 69 new roles emerging in the last 29 days, indicates not just growth but urgency. According to the Greenhouse 2024 Hiring Benchmark, companies that implement structured hiring processes fill roles 40% faster. Ramp's recent activity suggests they are likely optimizing their hiring methods to attract candidates swiftly, a crucial factor in staying competitive.
Candidates looking at opportunities at Ramp should consider the competitive landscape and the quality of their hiring process. With 113 roles open, Ramp is clearly focused on building a strong team, but they also raise the bar for candidates. Industry benchmarks, such as those mentioned in Ashby 2024 Recruiting Benchmark, suggest that top-performing recruiting teams conduct 2-3 interview stages for senior individual contributors, not 5-6. This means candidates can expect a simplified process focused on efficiency, which is a positive sign.
However, candidates should also weigh the trade-offs. Working at Ramp means being part of a fast-paced environment where the mission is to innovate and lead in business process automation. This can be intense, especially when compared to other firms like Brex and Airbase, which may offer different work cultures.
Location is another factor. With most roles based in New York City, candidates should consider the implications of relocating or commuting, especially with the cost of living in mind. Candidates with experience from companies like Datadog or Stripe might find themselves particularly attractive to Ramp due to their shared emphasis on technology and innovation.
In summary, candidates should prepare for a competitive hiring process, understand the potential intensity of working in a growth-focused company, and be mindful of the geographical implications of accepting a role at Ramp.
For competitors like Brex, Airbase, and Navan, Ramp's aggressive hiring strategy presents challenges and opportunities. With a total of 113 open roles, Ramp is not just expanding its workforce; it’s also setting a high standard in the fintech hiring landscape. This means that hiring managers at competing firms need to be proactive in their strategies to attract top talent.
One key takeaway from Claire Hughes Johnson's insights is that the highest cost in recruiting isn’t necessarily the salaries offered but the speed of the hiring process. Companies that take too long to make decisions can lose top candidates to quicker-moving competitors like Ramp. Given that Ramp has introduced 69 new positions recently, it’s clear they are moving fast, and competitors must match this pace.
To win in this environment, firms should focus on creating simplified hiring processes that prioritize efficiency. For example, implementing structured interviews and clear scorecards can help ensure that companies can make faster decisions without sacrificing quality. Additionally, it’s essential for competitors to communicate their unique value propositions clearly, highlighting aspects like work-life balance or innovative projects to attract candidates who may be weighing multiple offers.
In summary, companies competing with Ramp should accelerate their hiring processes and clearly articulate their unique selling points to attract the best talent in a highly competitive marketplace.
Analyzing the inflow of talent into Ramp reveals important insights about their hiring bar and company culture. Based on the Recruiting from Scratch Atlas database, 168 professionals currently work at Ramp, with significant numbers coming from leading tech companies. Notably, the top feeder companies include Datadog (11 people), Stripe (10 people), LinkedIn (7 people), Slack (7 people), and Amazon Web Services (AWS) (6 people).
This signals that Ramp is attracting candidates who are accustomed to high performance and innovation, which is crucial for maintaining their competitive edge in the fintech sector. The presence of candidates from these firms indicates a strong hiring bar, as these companies are known for their rigorous selection processes and high standards for technical and operational excellence.
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TALENT MOVEMENT AT RAMP, Recruiting from Scratch Atlas Database, 2026
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WHERE TALENT COMES FROM │ WHERE TALENT GOES
──────────────────────────────────┼──────────────────────────────────
Datadog ( 11) │ Notion ( 12)
Stripe ( 10) │ Meta ( 3)
LinkedIn ( 7) │ Stripe ( 2)
Slack ( 7) │ Stealth ( 2)
Amazon Web Services (A ( 6) │ Freelance · Freelance ( 2)
──────────────────────────────────┴──────────────────────────────────
168 current + 447 alumni tracked in Recruiting from Scratch Atlas database
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This concentration of talent from established tech firms signals that Ramp is building a culture that values innovation, adaptability, and a strong technical background. Candidates coming from these organizations are likely to bring best practices and an entrepreneurial mindset that can help drive Ramp’s mission forward.
Examining the career trajectories of Ramp alumni provides further insights into its market reputation and the competitive landscape. According to Recruiting from Scratch Atlas internal data, of the 447 alumni tracked, many have successfully landed at prominent companies such as Notion (12 people), Meta (3 people), and Stripe (2 people).
This outflow data signals that while Ramp attracts top talent, it also produces high-quality alumni who are in demand in the market. The fact that many alumni transition to well-respected companies indicates that Ramp is effectively cultivating skills and experiences that are valued across the tech industry.
Recruiters should take note: Ramp’s ability to nurture talent reflects positively on its work environment and culture, making it an attractive destination for prospective candidates. This trend highlights the importance of retention strategies and ongoing professional development within tech companies, as top performers often seek opportunities that align with their career ambitions.
As we analyze the talent landscape surrounding Ramp's hiring practices, several key observations come into play. Candidate supply is increasingly competitive, particularly in the sectors of business process automation and fintech. We observe that companies like Brex, Airbase, and Navan are also aggressively pursuing candidates in these markets.
Compensation expectations have shifted, with the median salary for Ramp's disclosed roles sitting at about $200K. This aligns with broader trends in the fintech sector where competitive compensation packages are essential to attract high-caliber talent. Closing risk remains a significant factor, as candidates weigh multiple offers and assess company culture and growth potential.
At Recruiting from Scratch, we proactively source candidates using our Atlas platform, which boasts over 900,000 profiles for semantic matching. Our average time to hire is 29 days, significantly faster than the industry average of 49 days, allowing us to present pre-qualified candidates to hiring managers efficiently. This speed is crucial in a market where top talent is often off the market quickly.
Through our Spyglass tool, we can enhance our sourcing capabilities, ensuring that we connect with candidates who not only meet the technical requirements but also fit the cultural ethos of our clients. This dual approach allows us to respond swiftly to the evolving needs of companies in competitive sectors like fintech.
If you are a founder or recruiting leader at a Series B-D company building expense management, spend intelligence, or corporate finance tools, reach out to Recruiting from Scratch. Our platform offers a 90-day placement guarantee and an average time to hire of 29 days. Don’t let top talent slip away, partner with us to secure the best candidates in this competitive landscape.
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