What We're Looking For

Primarily, you like to make great things with passionate colleagues. You are someone who likes to own outcomes, not only inputs. You're motivated by having responsibility and accountability. You're eager to do the work, big and small.

You're energized by building relationships, spotting great talent early, and connecting people with missions that matter. You know what "great" looks like in go-to-market functions-from Account Executives and Customer Success Managers to Growth Marketers and Partnerships leads-and can tailor your approach to each.

You're motivated by the question, "How can I improve this?" and have a track record of building scalable recruiting systems and candidate experiences.

We are less concerned with the number of years you've spent recruiting than with the impact you've had. You believe exceptional hiring is one of the highest-leverage activities inside a company. You enjoy acting as a partner to leaders, helping shape teams, calibrate talent, and make better hiring decisions-not simply filling open roles.

What You'll Do

As a GTM Recruiter, you'll own hiring for Roboflow's go-to-market functions-Sales, Customer Success, Marketing, Partnerships, and other revenue-driving teams. You'll build deep relationships with hiring managers, define the profiles we need, and deliver exceptional candidate experiences that help Roboflow attract and close the best talent in AI.

You'll act as a partner to founders and functional leaders in building the teams that bring computer vision products to market. The people you hire will directly influence how quickly we can serve customers, grow the business, and make the world programmable.

Success in this role means consistently hiring exceptional talent, earning the trust of hiring managers and executives, and building recruiting systems that scale alongside the company. Every great hire meaningfully changes Roboflow's trajectory.

• Partner with hiring managers to define role requirements, success metrics, and scorecards for GTM hires
• Source, screen, and guide candidates through the interview process end-to-end
• Create high-signal interview loops and ensure fast, fair, and delightful candidate experiences
• Build talent pipelines for current and future GTM roles, with an emphasis on quality and velocity
• Collaborate cross-functionally with Operations, Finance, and Leadership to forecast hiring needs and timelines
• Maintain a strong pulse on market trends for go-to-market talent in AI and developer tools
• Serve as a trusted advisor to leaders on hiring strategy, candidate calibration, compensation benchmarks, and talent market dynamics
• Develop creative sourcing strategies that identify exceptional candidates before they are actively looking for their next role
• Continuously improve recruiting processes, systems, and reporting to increase hiring quality and efficiency

Who You Are

You're a connector, builder, and operator who thrives in fast-paced, ambiguous environments. You combine high empathy with sharp instincts for talent and judgment.

• Full-cycle recruiting experience with demonstrated success hiring go-to-market talent in high-growth startup, SaaS, or technology environments
• Deep familiarity with go-to-market roles and compensation models (AE, CSM, Marketing, RevOps, Partnerships, etc.)
• Proven ability to build and maintain high-quality pipelines and close top candidates
• Exceptional sourcing instincts and a demonstrated ability to engage hard-to-reach candidates
• Experience managing ATS workflows (Ashby, Greenhouse, Lever, etc.)
• Excellent written and verbal communication; you can sell a vision as well as a role
• Strong business judgment and the ability to partner effectively with hiring managers and company leaders on hiring strategy
• Curious about technology and able to quickly understand and communicate technical products to candidates and prospective teammates
• You develop strong opinions about talent and back them up with evidence, while remaining open to changing your mind when presented with new information
• Bias toward speed and clarity-you move fast and keep everyone aligned
• Comfortable operating with autonomy and accountability

Where You'll Work

Roboflow's team is distributed across the world. We currently have Hubs in New York City, San Francisco, Brazil, and Singapore (and plan to open more as we grow density in new cities). We provide opportunities (like team onsites in different cities) and resources (like a $4000/yr travel stipend) to work in person with other team members as much as you'd like, while also supporting remote team members. You can work from one of our Hubs (we offer a relocation bonus), work from home, work at co-working spaces, etc. We want you to work where you work best!

What You'll Receive

To determine your compensation, we use a number of market- and data-driven salary sources. We review compensation every six months to ensure we remain aligned with the market.

We are open to exceptional candidates across multiple experience levels, from experienced individual contributors to senior recruiting operators.

The target base compensation for this role is $110,000-$225,000, with additional equity compensation.

Compensation, title calibration, and scope of ownership will be determined based on demonstrated capability, expected impact, and the needs of the business.

In addition to cash compensation, we offer generous perks and benefits:

• Equity in the company so we're all invested in the future of computer vision
• $4,000/year Travel Stipend to work alongside other Roboflowers anywhere, anytime
• $350/month Productivity Stipend for things like high-speed internet or co-working space
• Up to 100% coverage of health insurance for you and your family
• Remote-first / flexible schedule
• Unlimited PTO (with a 2-week annual minimum)
• 12 weeks parental leave

Interview Process (~4 hours)
Before the Interview

We'll review your application, LinkedIn, and any materials you share.

The strongest applications demonstrate curiosity about Roboflow, thoughtful research into our business, or examples of exceptional recruiting work.
Introduction Phase

• [45m] Meet with the hiring manager
• [45m] Meet with People Operations

Team Interview Phase

• [45m] Meet with a go-to-market leader

Final Stage

• [60m] Deep dive on your sourcing strategy, product familiarity, and recruiting systems

Not Sure If This Is You?

We want a diverse, global team with a broad range of experience and perspectives. If this role sounds exciting but you're not sure you meet every qualification, we encourage you to apply.

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