About this role.
Roboflow is seeking a Technical Recruiter to own full-cycle hiring for Product, Engineering, Design, and Research functions. The role partners closely with hiring managers to define success profiles, design interview loops, build high-quality talent pipelines, and make evidence-based hiring decisions. It emphasizes technical candidate assessment, exceptional candidate experience, and continuous improvement of recruiting systems in a distributed AI and developer-tools company. Candidates may work from New York, San Francisco, or remotely within the United States, with scope calibrated from experienced recruiter to senior recruiting operator. The position offers a target base salary of $110,000 to $225,000 plus equity.
Role DNA
A quick view of the complexity, pace, ownership and collaboration implied by the job description.
Job Complexity
4/5Pace & Pressure
4/5Autonomy Level
5/5Communication Load
5/5Salary analysis
Estimated compensation compared with the broader US market for similar roles.
Core skills
Skills and capabilities most closely associated with this opportunity.
Sample interview questions
I start by aligning with the hiring manager on the technical outcomes and signals that matter for the role. I then use structured evidence from a candidate's past work, probing for their individual contribution, design trade-offs, technical constraints, decision rationale, and measurable outcomes. I calibrate regularly with interviewers by reviewing feedback quality and comparing hiring signals with post-hire performance.
I define a focused target profile, map adjacent companies and communities, and identify likely talent pools based on relevant technical problems rather than title alone. I combine personalized outreach, referrals, open-source and technical-community research, and consistent follow-up. I track conversion by source and message theme, then iterate quickly on the channels producing qualified, engaged candidates.
I would use an intake conversation to translate the request into essential outcomes, must-have capabilities, and trainable skills. I would share market data and representative profiles to test assumptions, clarify trade-offs, and agree on a realistic interview rubric. Throughout the search, I would bring pipeline evidence and calibration feedback so we can refine the profile without lowering the hiring bar.
I establish clear communication expectations, use disciplined pipeline management, and provide candidates with timely updates even when there is no final decision. I prepare interviewers with role context and structured evaluation criteria to minimize repetitive or unproductive interviews. I also collect candidate feedback and address recurring friction points in scheduling, communication, or interview design.
I would first examine funnel metrics, interviewer feedback quality, candidate feedback, and time-to-decision to identify the highest-leverage constraint. For example, if interview feedback is inconsistent, I would introduce clearer scorecards, interviewer calibration, and decision debrief standards. I would pilot the improvement with a representative hiring team, measure quality and speed outcomes, and scale it once the results are validated.
Technical Recruiter
Who We Are
Our mission is to make the world programmable. Sight is one of the key ways we understand the world, and soon this will be true for the software we use, too.
We’re building the tools, community, and resources needed to make the world programmable with artificial intelligence. Roboflow simplifies building and using computer vision models. Today, over 1M+ developers, including those from half the Fortune 100, use Roboflow’s machine learning open source and hosted tools. That includes counting cells to accelerate cancer research, improving construction site safety, digitizing floor plans, preserving coral reef populations, guiding drone flight, and much more.
Our team is small relative to our impact, and we believe our users’ success is our success (not the inverse). A team member summarized: “Roboflow is a company full of giant brains and tiny egos.” We find software has a multiplier effect on all roles (not only product and engineering), so Roboflow employs developers across the company in design, sales, customer support, marketing, and beyond.
We’re supported by great customers and investors, having raised over $63 million from Google Ventures, Y Combinator, Craft Ventures, Sam Altman, Lachy Groom, and other leading software investors.
What We’re Looking For
Primarily, you like making great things with passionate colleagues. You prefer owning outcomes to completing tasks, and you’re motivated by helping exceptional people find work where they can have outsized impact.
You’re fascinated by how strong technical organizations are built. You enjoy understanding what makes great engineers, product managers, designers, and researchers effective—and helping hiring teams identify those signals early.
We are less concerned with the number of years you’ve spent recruiting than with the impact you’ve had. You know recruiting is not simply about filling open positions. Exceptional hiring compounds across an organization for years. You approach recruiting as a strategic function that helps shape the future of a company.
You are constantly asking, “How can this be better?” Whether improving sourcing approaches, candidate experience, interview design, or recruiting systems, you look for opportunities to raise the bar.
You understand how strong product and technical teams operate. You can distinguish genuine technical depth from interview performance and help hiring managers identify candidates who raise the bar rather than merely fill a role.
What You’ll Do
As a Technical Recruiter, you’ll own hiring across Product, Engineering, Design, and Research.
Success in this role means consistently identifying and hiring exceptional builders, creating candidate experiences that reflect Roboflow’s values, and improving the systems that help us scale hiring without sacrificing quality. You’ll earn the trust of hiring managers, help shape hiring strategy, and ensure we continue building a team that ships quickly, cares deeply about users, and raises the bar for excellence.
Own full-cycle recruiting across Product, Engineering, Design, and Research
Partner with hiring managers to define success profiles, interview loops, and hiring strategy
Build and maintain high-quality pipelines through sourcing, networking, referrals, and creative outreach
Develop conviction around candidate quality through structured assessment and evidence-based evaluation
Create exceptional candidate experiences from first conversation through close
Improve recruiting systems, processes, and tooling to increase hiring quality and efficiency
Partner with leadership on workforce planning and future hiring needs
Continuously refine how Roboflow attracts, evaluates, and hires technical talent
Take ownership of recruiting initiatives and strategic projects aligned with your experience and strengths, helping improve how Roboflow attracts, evaluates, and hires exceptional technical talent
Who You Are
Demonstrated success recruiting technical talent in startup, SaaS, AI, developer-tool, or related technology environments. We are open to candidates across multiple experience levels, from experienced individual contributors to senior recruiting operators with a track record of shaping hiring strategy and recruiting systems.
Experience hiring software engineers, machine learning engineers, researchers, product managers, designers, or similarly technical roles
Strong sourcing instincts and a track record of building high-quality candidate pipelines
Ability to evaluate technical and product-oriented candidates beyond keyword matching and résumé screening
Excellent written and verbal communication skills
Proven ability to earn trust with hiring managers, challenge assumptions when necessary, and drive hiring decisions through sound judgment and evidence
Strong operational rigor and ability to manage multiple searches simultaneously while maintaining exceptional candidate communication
Curiosity about technology and enthusiasm for learning how technical teams operate
Bias toward action, ownership, and continuous improvement
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:
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 an engineering leader
Final Stage
[60m] Deep dive on your sourcing strategy, technical recruiting familiarity, and recruiting systems
Not Sure If This Is You?
We want a diverse, global team with a broad range of experiences and perspectives. If this role sounds exciting but you’re unsure whether you meet every qualification, we encourage you to apply.
Exceptional recruiters come from many backgrounds, and we care more about demonstrated capability, curiosity, judgment, and ownership than checking every box.
Learn More About Us
At Roboflow, we believe great ideas come from everywhere—and everyone.
We are proud to be an Equal Opportunity Employer committed to building a diverse and inclusive team.
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