[![Image]() Meet Jobicy Copilot — free AI autofill for job applications + remote job alerts ›](#) [All remote jobs](https://jobicy.com/jobs.md)Open role[![Roboflow logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2026/06/8cd75e4b-221.webp)](https://jobicy.com/company/roboflow.md)Remote opportunity at[Roboflow](https://jobicy.com/company/roboflow.md) # Technical Recruiter Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/roboflow.md)Share19 Sep 2026Published36Listing views0Application actions19 Oct 2026Apply before Opportunity details ## About this role. AI SummaryRoboflow 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 4/5EasyHard ### Pace & Pressure 4/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThis is a high-impact technical recruiting role requiring sound judgment about engineering, ML, product, design, and research talent rather than keyword-based screening. Success also depends on independently managing multiple searches while influencing hiring strategy and improving scalable recruiting operations. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job medianHighly competitive$167,500US market range$110k–$225k0$248k AI insightThe disclosed US target base-compensation range is $110,000 to $225,000 yearly, with a midpoint of $167,500. This broad range reflects the company's openness to multiple seniority levels, from experienced individual contributors to senior recruiting operators; equity is additional and excluded from the base-salary calculation. The disclosed range is used as the relevant US market range for this role. ## Core skills Skills and capabilities most closely associated with this opportunity. [Technical recruiting](https://jobicy.com/jobs?search_keywords=Technical%20recruiting.md)[Full-cycle recruiting](https://jobicy.com/jobs?search_keywords=Full-cycle%20recruiting.md)[Talent sourcing](https://jobicy.com/jobs?search_keywords=Talent%20sourcing.md)[Engineering hiring](https://jobicy.com/jobs?search_keywords=Engineering%20hiring.md)[Machine learning hiring](https://jobicy.com/jobs?search_keywords=Machine%20learning%20hiring.md)[Candidate assessment](https://jobicy.com/jobs?search_keywords=Candidate%20assessment.md)[Hiring strategy](https://jobicy.com/jobs?search_keywords=Hiring%20strategy.md)[Stakeholder management](https://jobicy.com/jobs?search_keywords=Stakeholder%20management.md)[Candidate experience](https://jobicy.com/jobs?search_keywords=Candidate%20experience.md)[Recruiting operations](https://jobicy.com/jobs?search_keywords=Recruiting%20operations.md) Sample interview questionsHow do you assess whether a software engineering candidate has genuine technical depth rather than strong interview performance?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. Describe your approach to building a pipeline for a difficult technical role with limited inbound applicants. 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. How would you partner with a hiring manager who has an unclear or overly restrictive candidate profile? 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. How do you maintain a strong candidate experience while managing several active searches? 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. Tell us about a recruiting process improvement you would prioritize in a scaling technical organization. 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](https://blog.roboflow.com/how-we-work-together-at-roboflow/) (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. Show more [Apply now >](https://jobicy.com/jobs/153631-technical-recruiter.md) * ![Upload CV](data:image/svg+xml;base64,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) ### Upload your resume now To unlock remote work opportunities and be discovered by global employers. 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