I know what these look like from the other side. Here's a breakdown of what the Ramp recruiter screen actually covers, based on what candidates have told me and what I know about how fast-moving fintech startups structure their screens.
The screen is 30 minutes, sometimes 45. It's not a formality. Ramp's recruiting team moves fast and uses this call to genuinely filter.
What they cover: Why Ramp specifically. Not "why fintech" or "why B2B SaaS." They want to know you understand what Ramp actually does (corporate cards, expense management, bill pay, procurement). Candidates who give vague "I want to work on interesting products" answers don't progress. Your current role and why you're leaving. Be honest. They're a small-ish team and they can smell rehearsed answers. If you're leaving because of layoffs, say so. If you're leaving for growth, be specific about what growth looks like for you. Quick technical bar-setting: they'll ask you to describe a hard technical problem you solved and what your actual role was in solving it. Not behavioral in the formal STAR sense. More like: "walk me through it." Logistics: location, visa status (if relevant), timeline, compensation range. They'll give a range early. Don't play coy about your number. Leveling conversation. They'll tell you where they're thinking of slotting you and why. Push back here if it feels off.
Timing: from screen to offer was 12-14 days for most folks I've tracked. They don't drag it out.
My advice: look up their recent product announcements and have a specific opinion on one of them. It comes up or it signals you bothered to care.