About Savvy Wealth:

Wealth management is a $545 billion industry that still runs on manual work. 75% of advisors offer no digital communication beyond email, and most still build financial plans by hand in Excel. Savvy is reinventing what it looks like to be a financial advisor. Founder Ritik Malhotra saw the fragmentation firsthand after seeking out his own advisor, and started Savvy to give independent advisors a modern, AI-native home.

Savvy is a registered investment advisor (RIA), and we partner with experienced financial advisors who want to grow without running the back office themselves. Advisors bring their book and join Savvy, running under their own brand (or ours), and Savvy earns a percentage of the assets they manage. In return, they get a true business-in-a-box: a proprietary tech platform and client portal, an in-house marketing team that helps them grow, a world-class investment management team, and a dedicated client services team that runs day-to-day operations and support. Advisors at Savvy service up to 50% more households and save 19 hours a week.

AI runs through everything we do. On the product side, Savvy Intelligence (released April 2026) is the only AI built for wealth managers that can see a client's complete financial picture. Internally, everyone at Savvy uses Claude and is encouraged to experiment with it, backed by a dedicated AI enablement team and a RevOps org building agents in-house.

We're a Series B company hitting our stride, with roughly 150 employees and over 500% year-over-year growth, backed by $105M from Thrive Capital, Index Ventures, Canvas Ventures, and Mark Casady (former CEO of LPL Financial). Come help us scale!

Recognition:

We're a Certified Great Place to Work and have been honored for our culture and our growth:

• Newsweek's America's Greatest Startup Workplaces (2026)

• Fortune Best Workplaces in New York™ (2026)

• Great Place to Work Certified™
  
  

The Role:

This is an opportunity to join Savvy at a high-growth inflection point and own a meaningful portion of our technical hiring motion. As a Technical Recruiter, you will run full-cycle recruiting across our Engineering, Product, and Design organizations while serving as a strategic partner to our Lead Technical Recruiter on senior and complex searches.

This role is ideal for someone who has moved beyond the fundamentals of recruiting and is ready to operate with real autonomy — owning searches end-to-end, building durable pipelines for hard-to-fill technical roles, and developing genuine hiring manager partnerships. You'll bring a point of view to searches, push back when needed, and consistently raise the bar on pipeline quality.

You'll be a core part of a lean, high-performing recruiting team and will have direct visibility into how we scale from 100 to 200+ people.

Responsibilities:

Full-Cycle Technical Recruiting

• Own full-cycle recruiting for engineering, product, and design roles from intake through close.

• Build strong hiring manager relationships — align on role requirements, calibrate on candidate profiles, and manage expectations on timeline and market.

• Run structured screens, manage interview loops, deliver timely feedback, and support offer and closing conversations including compensation.

• Maintain an exceptional candidate experience and rigorous ATS hygiene throughout every search.

Strategic Sourcing & Pipeline Development

• Build and manage high-quality outbound pipelines for technical roles across all levels, including senior and staff engineering searches.

• Develop and execute creative sourcing strategies across LinkedIn Recruiter, Juicebox, GitHub, and other platforms relevant to engineering and product talent.

• Identify patterns across pipelines and proactively surface insights to hiring managers and the Lead Technical Recruiter.

• Conduct calibrated screens that assess technical background, scope of experience, and genuine motivation — not just surface-level fit.

Execution & Operations

• Track and report on pipeline KPIs including response rates, pass-through rates, time to slate, and offer acceptance.

• Maintain clean, structured ATS workflows and candidate data with no prompting.

• Contribute to recruiting projects across tooling, employer branding, referrals, structured interviewing, and process improvement.

• Partner with the broader recruiting team on cross-functional initiatives as the technical hiring motion scales.

Must Have:

• 3–5 years of recruiting experience, with meaningful time spent in technical recruiting at a venture-backed startup or agency supporting tech clients.

• Demonstrated ability to own full-cycle technical searches independently, including engineering and product roles.

• Strong sourcing foundation with proven ability to build outbound pipelines for competitive technical talent.

• Comfort navigating compensation conversations and closing candidates at the senior IC level.

• Excellent written communication — you write outreach that doesn't sound like outreach.

• Highly organized with strong process discipline and ATS hygiene.

• Able to operate with autonomy in a fast-moving, ambiguous environment and know when to escalate.

Nice to Have:

• Experience recruiting for fintech, wealthtech, or other complex technical domains.

• Familiarity with structured interview design, scorecards, or take-home assessments.

• Experience with Ashby, LinkedIn Recruiter, Gem, Juicebox, or similar tools.

• Prior experience on a small recruiting team where you owned a disproportionate share of the technical hiring motion.

Benefits:

• Competitive salary and equity package

• Unlimited PTO + paid company holidays

• Access to holistic medical, dental, and vision plans

• Company 401(k), Commuter, and HSA/FSA plans

• NYC office in the heart of Manhattan

• Lunch and snacks provided in the office

• Access to virtual mental health care (Spring Health) and health concierge (Rightway) to help you find the right care

• Access to counseling for stress management, dependent care, nutrition, fitness, legal, and financial issues (Guardian WorkLifeMatters EAP)