Talent Acquisition Associate Jobs in New York
Talent Acquisition Associate jobs in New York are among the most active in the country, concentrated in financial services, technology, healthcare, and media across a market that ranges from entry-level recruiters to senior sourcing specialists. New York City, Buffalo, and Albany drive the bulk of hiring, with well-established employers like JPMorgan Chase, Northwell Health, and NBCUniversal maintaining consistent talent acquisition teams in the state. High-volume recruiting, diversity and inclusion sourcing, and employer branding are the most in-demand specialties. Find a role that fits below and apply directly.
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Showing 5 of 70+ Talent Acquisition Associate jobs
About Ramp
Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $100B in annualized spend flows in and out of 50,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.
The problems are high-stakes, data-dense, and unforgiving.
We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.
The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.
If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.
About the Role
We're hiring a Recruiting Operations Associate to run the operational engine behind GTM hiring at Ramp.
Recruiting ops is where candidate experience is won or lost. Fast scheduling, clean handoffs, accurate systems, offers that land on time. These are the small things that decide whether a candidate feels like they're moving through a serious company or chasing us for updates. Done well it's invisible. Done badly it sinks the process before recruiters or hiring managers even get a chance.
That engine is what lets Ramp hire at the bar we hire at, at the pace we hire at. It's a crucial part of how the whole GTM org gets built.
You'll own that layer for GTM. Job postings, requisition IDs, interview scheduling support, system hygiene, all the operational pieces that keep the machine running. Day one is hands-on and manual. The arc is to learn the work cold and then use AI and automation to make it run itself.
This is not a role for someone who already has every tool figured out. It's for someone hungry, organised, and curious, who wants to learn ops from the inside and grow into the person automating it.
- Own GTM job postings end-to-end across Ashby and the Ramp careers site, taking requisitions from hiring manager brief to live posting fast, accurate, and consistent with how Ramp talks to candidates.
- Manage requisition IDs and the broader recruiting admin layer so that recruiters and hiring managers never have to chase you for the basics, and so our system of record stays clean as we scale.
- Partner with our recruiting coordinators on interview scheduling across Sales, Marketing, CX, and Partnerships, making sure candidates experience the same bar in our process that they'll feel in the team they join.
- Keep ATS hygiene tight so pipelines stay accurate, stages stay clean, and the data we use to make hiring decisions is something the whole Talent team can actually trust.
- Identify the most repetitive, manual work across the GTM hiring machine and start using AI and lightweight automation to take it off the team's plate, freeing recruiters to spend their time on candidates and hiring managers.
- Help build the GTM-side playbook for how recruiting operations should run at Ramp, partnering closely with Talent & People Ops on the handoff from offer through to onboarding.
What You Need
- 2–3 years in a recruiting coordinator, talent ops, or similar admin-heavy role, ideally in a fast-paced or high-growth environment.
- Obsessive attention to detail. Wrong req ID, broken calendar link, missing field, these are the things that bother you.
- Strong with tools and fast to pick up new ones. You don't need to have shipped automation yet, but you should be the kind of person already poking at ChatGPT, Claude, Zapier, or whatever else in your own time.
- Organised by default. Comfortable juggling 30 things across recruiters, hiring managers, and candidates without dropping one.
- High agency. You'd rather fix the broken thing than complain about it.
- Curious about the recruiting craft. You want to learn how a real GTM hiring machine runs, not just push tickets.
Nice-to-Have
- Prior exposure to Ashby, Greenhouse, or another modern ATS.
- A track record of building scrappy automations or workflows in a prior role, even if just inside Sheets, Notion, or a no-code tool.
- Experience inside a GTM org (Sales, CX, Marketing) or recruiting into one.
- Familiarity with the seam between Talent and People Ops, and the messy bits in the handoff.
Not for You if
- You're looking for a role where AI and automation are the work on day one. The first months are about learning the manual machine before you streamline it.
- You'd rather own one narrow function than context-switch across postings, scheduling, systems, and ops in the same day.
- You want a clear ladder and a quiet seat. This role is broad, fast, and asks you to figure it out as you go.
- You're hoping this is a fast track into a recruiter seat. The arc here is into ops and automation, not into front-line recruiting.
The Six Months
The first half is about mastering the work, getting hands-on with every part of the GTM hiring machine and learning where the friction actually lives. The second half is about starting to take that friction out, using AI and automation to streamline the manual layer. Done well, this is the seat that earns conversion to full-time and shapes how GTM recruiting ops runs at Ramp going forward.
Don't check every box? We'd still love to hear from you. Some of the strongest hires we make don't look perfect on paper.
If that path excites you, this is the seat.
Benefits available to all full-time Ramp employees (Global)
- Flexible PTO
- Unlimited AI token usage
- Centralized home-office equipment ordering
- Health and wellness stipend
- Budget for intra-office travel
- Weekly coffee stipend
United States
- 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
- One Medical annual membership
- 401(k), including employer match on contributions made while employed by Ramp
- Fertility HRA (up to $10,000 per year)
- Parental leave: up to 16 weeks (80 days) at 100% pay
- Pet insurance
- In-office perks: lunch, snacks, drinks, and more
- Relocation support to NYC or SF (as needed)
Canada
- Group medical, dental, and vision coverage through Sun Life
- Life, AD&D, and disability coverage
- Fertility drug coverage (up to $4,000 lifetime)
- Group Retirement Plan with employer match (RRSP + DPSP)
- Parental leave: up to 16 weeks (80 days) at 100% pay, with additional time available at reduced pay
- Employee Assistance Program and virtual care through Lumino Health
United Kingdom
- Private medical insurance through Freedom Elite
- Virtual GP and at-home care via eMed x Livi
- Workplace pension through Penfold, with salary sacrifice option
- Parental leave: up to 16 weeks (80 days) at 100% pay, with additional time available at reduced pay
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Other notices
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.
Ramp Applicant Privacy Notice
Compensation Range: $75K - $100K
About Ramp
Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $100B in annualized spend flows in and out of 50,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.
The problems are high-stakes, data-dense, and unforgiving.
We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.
The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.
If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.
About the Role
We're hiring a Recruiting Operations Associate to run the operational engine behind GTM hiring at Ramp.
Recruiting ops is where candidate experience is won or lost. Fast scheduling, clean handoffs, accurate systems, offers that land on time. These are the small things that decide whether a candidate feels like they're moving through a serious company or chasing us for updates. Done well it's invisible. Done badly it sinks the process before recruiters or hiring managers even get a chance.
That engine is what lets Ramp hire at the bar we hire at, at the pace we hire at. It's a crucial part of how the whole GTM org gets built.
You'll own that layer for GTM. Job postings, requisition IDs, interview scheduling support, system hygiene, all the operational pieces that keep the machine running. Day one is hands-on and manual. The arc is to learn the work cold and then use AI and automation to make it run itself.
This is not a role for someone who already has every tool figured out. It's for someone hungry, organised, and curious, who wants to learn ops from the inside and grow into the person automating it.
- Own GTM job postings end-to-end across Ashby and the Ramp careers site, taking requisitions from hiring manager brief to live posting fast, accurate, and consistent with how Ramp talks to candidates.
- Manage requisition IDs and the broader recruiting admin layer so that recruiters and hiring managers never have to chase you for the basics, and so our system of record stays clean as we scale.
- Partner with our recruiting coordinators on interview scheduling across Sales, Marketing, CX, and Partnerships, making sure candidates experience the same bar in our process that they'll feel in the team they join.
- Keep ATS hygiene tight so pipelines stay accurate, stages stay clean, and the data we use to make hiring decisions is something the whole Talent team can actually trust.
- Identify the most repetitive, manual work across the GTM hiring machine and start using AI and lightweight automation to take it off the team's plate, freeing recruiters to spend their time on candidates and hiring managers.
- Help build the GTM-side playbook for how recruiting operations should run at Ramp, partnering closely with Talent & People Ops on the handoff from offer through to onboarding.
What You Need
- 2–3 years in a recruiting coordinator, talent ops, or similar admin-heavy role, ideally in a fast-paced or high-growth environment.
- Obsessive attention to detail. Wrong req ID, broken calendar link, missing field, these are the things that bother you.
- Strong with tools and fast to pick up new ones. You don't need to have shipped automation yet, but you should be the kind of person already poking at ChatGPT, Claude, Zapier, or whatever else in your own time.
- Organised by default. Comfortable juggling 30 things across recruiters, hiring managers, and candidates without dropping one.
- High agency. You'd rather fix the broken thing than complain about it.
- Curious about the recruiting craft. You want to learn how a real GTM hiring machine runs, not just push tickets.
Nice-to-Have
- Prior exposure to Ashby, Greenhouse, or another modern ATS.
- A track record of building scrappy automations or workflows in a prior role, even if just inside Sheets, Notion, or a no-code tool.
- Experience inside a GTM org (Sales, CX, Marketing) or recruiting into one.
- Familiarity with the seam between Talent and People Ops, and the messy bits in the handoff.
Not for You if
- You're looking for a role where AI and automation are the work on day one. The first months are about learning the manual machine before you streamline it.
- You'd rather own one narrow function than context-switch across postings, scheduling, systems, and ops in the same day.
- You want a clear ladder and a quiet seat. This role is broad, fast, and asks you to figure it out as you go.
- You're hoping this is a fast track into a recruiter seat. The arc here is into ops and automation, not into front-line recruiting.
The Six Months
The first half is about mastering the work, getting hands-on with every part of the GTM hiring machine and learning where the friction actually lives. The second half is about starting to take that friction out, using AI and automation to streamline the manual layer. Done well, this is the seat that earns conversion to full-time and shapes how GTM recruiting ops runs at Ramp going forward.
Don't check every box? We'd still love to hear from you. Some of the strongest hires we make don't look perfect on paper.
If that path excites you, this is the seat.
Benefits available to all full-time Ramp employees (Global)
- Flexible PTO
- Unlimited AI token usage
- Centralized home-office equipment ordering
- Health and wellness stipend
- Budget for intra-office travel
- Weekly coffee stipend
United States
- 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
- One Medical annual membership
- 401(k), including employer match on contributions made while employed by Ramp
- Fertility HRA (up to $10,000 per year)
- Parental leave: up to 16 weeks (80 days) at 100% pay
- Pet insurance
- In-office perks: lunch, snacks, drinks, and more
- Relocation support to NYC or SF (as needed)
Canada
- Group medical, dental, and vision coverage through Sun Life
- Life, AD&D, and disability coverage
- Fertility drug coverage (up to $4,000 lifetime)
- Group Retirement Plan with employer match (RRSP + DPSP)
- Parental leave: up to 16 weeks (80 days) at 100% pay, with additional time available at reduced pay
- Employee Assistance Program and virtual care through Lumino Health
United Kingdom
- Private medical insurance through Freedom Elite
- Virtual GP and at-home care via eMed x Livi
- Workplace pension through Penfold, with salary sacrifice option
- Parental leave: up to 16 weeks (80 days) at 100% pay, with additional time available at reduced pay
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Other notices
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.
Ramp Applicant Privacy Notice
Compensation Range: $75K - $100K
See All 70 Talent Acquisition Associate Jobs in New York
Find roles in New York that match your experience and apply in just a few clicks.
Find JobsTalent Acquisition Associate Jobs by City in New York
Where New York roles are concentrated, by current openings.
Talent Acquisition Associate Job Market in New York
A snapshot from current New York openings, updated as new roles post.
Who's Hiring
- Bank of China USA3
- Guidepoint2
- Pubmatic2
- Refresco2
- Richemont North America2
Top Industries Hiring
- Technology & Software13
- Education8
- Banking & Financial Services7
- Consulting & Professional Services7
- Investment & Asset Management6
What New York Employers Look For
The qualifications that appear most often in talent acquisition associate jobs across New York.
- Bachelor's degree in human resources, business, or a related field required
- One to three years of experience in recruiting or HR coordination preferred
- Proficiency with applicant tracking systems such as Workday or Greenhouse
- Strong sourcing skills using professional networks and job boards
- Experience supporting high-volume hiring across multiple business units
- Familiarity with equal employment opportunity compliance and EEOC guidelines
Talent Acquisition Associate Jobs in New York: Frequently Asked Questions
How do you become a talent acquisition associate in New York?
Most talent acquisition associate roles in New York require a bachelor's degree in human resources, business administration, psychology, or a closely related field. New York does not require a state license for this role, but earning a professional credential such as the SHRM-CP or PHR is widely recognized by New York employers and strengthens your candidacy. Gaining experience through HR internships at New York-based companies or staffing agencies is the most reliable path into the field.
How much do talent acquisition associates make in New York?
Talent acquisition associates in New York earn a median of about $52,920 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $39,000 for the lowest 10% to over $73,620 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire talent acquisition associates in New York?
Employers hiring talent acquisition associates in New York right now include Bank of China USA, Guidepoint, and Pubmatic, based on current listings on Migrate Mate as of June 2026. New York's deep concentration of financial institutions, hospital systems, and media companies means demand for in-house recruiting talent is consistent and broad across industries year-round.
Which New York cities have the most talent acquisition associate jobs?
New York, New York City, and Buffalo have the most talent acquisition associate openings in New York. New York City dominates because of its outsized concentration of corporate headquarters, financial firms, and large healthcare networks, while cities like Buffalo and Albany reflect regional demand from state government agencies, university systems, and growing healthcare employers anchored in those communities.
Are there remote talent acquisition associate jobs in New York?
Yes, and more than many roles, since talent acquisition work is largely communication and system-based rather than tied to a physical workplace. About 26% of talent acquisition associate openings tied to New York are remote or hybrid as of June 2026, reflecting the role's natural flexibility. Sourcing, candidate screening, and coordination work are the functions most commonly performed fully remotely.
How can I get hired as a talent acquisition associate in New York with little or no experience?
The most realistic entry path is an HR coordinator or recruiting coordinator role at a New York staffing agency or large corporate employer, where volume hiring gives you hands-on experience quickly. Major New York health systems like Northwell Health and Mount Sinai, as well as large financial firms, run structured HR associate programs that welcome recent graduates. Completing a SHRM student membership program and building sourcing experience through campus recruiting or volunteer HR work strengthens your profile considerably.
Where can I find and apply to talent acquisition associate jobs in New York?
You can find and apply to talent acquisition associate jobs in New York on Migrate Mate, which lists current openings across the state. Search the listings for roles that match your experience and location, then apply directly to the ones that fit.
See All 70 Talent Acquisition Associate Jobs in New York
Find roles in New York that match your experience and apply in just a few clicks.
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