Job intelligence
Technical Recruiter
Roboflow
Before relying on the listing: Confirm Application closing time with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
What stands out most is that pay compares strongly with similar current roles. The biggest counterweight is that location rules could change the fit.
Around the 93th percentile within 14 comparable USD salary observations.
Geographic eligibility is restricted to a country or region.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Advertised location
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
- Pay compares strongly with similar current roles: The annualized midpoint is around the 93th percentile among 14 comparable USD salary observations.
Trade-offs to weigh
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Sales Recruiter
Apollo.io · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 5% lower advertised midpoint
Regional HR Manager - AMER
Canonical · LATAM, Canada, USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
Senior People Operations Generalist
Chainlink Labs · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Advertised midpoint is roughly level
Lead Human Resources Specialist
Office of Personnel Management · Washington, District of Columbia
Why it is nearby: Same seniority band · Same country · Recently posted
Advertised midpoint is roughly level
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad People & HR roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (94) · EUR (4) · GBP (1). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Shows the subset with enough stated evidence for a more informed first comparison.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 487 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation. About 50% of the bounded current role sample does the same.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is mixed but appears in at least half of the current role sample.
This employer’s current visible listings disclose pay materially more often than the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- What retirement or pension contribution does the employer provide?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- human resources assistant
- human resources officer
- human resources manager
- humanitarian advisor
- animal assisted therapist
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Human Resources Specialists 13-1071.00
- Human Resources Managers 11-3121.00
- Human Factors Engineers and Ergonomists 17-2112.01
- Human Resources Assistants, Except Payroll and Timekeeping 43-4161.00
- Industrial-Organizational Psychologists 19-3032.00
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
human resources assistant
Usually essential in this ESCO occupation
- support managers
- use communication techniques
- assess character
- observe confidentiality
- document interviews
- manage payroll reports
- communicate by telephone
Context-dependent ESCO skills
- ensure gender equality in the workplace
- manage payroll
- coach employees
- support employability of people with disabilities
- interview people
O*NET · U.S. occupation
Human Resources Specialists
O*NET occupation skills
- Speaking
- Active Listening
- Reading Comprehension
- Critical Thinking
- Writing
- Service Orientation
- Social Perceptiveness
- Active Learning
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Adjacent current roles to investigate
Commercial Operations Manager
Wipfli · Remote — Worldwide
same seniority band · same employment type · similar work-arrangement evidenceXTN-D55F141 | HR OPERATIONS SPECIALIST – PAYROLL, COMPENSATION, & BENEFITS
KMC Solutions Inc · Remote — Worldwide
same employment type · similar work-arrangement evidenceUSA Project Manager
Circle of Greatness · Remote — Worldwide
same employment type · similar work-arrangement evidenceAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Career move map
What sits one step away?
This listing is currently read as Senior / lead. Nearby roles one visible seniority step away can help you judge whether to widen the search, stretch upward or compare the responsibilities more carefully.
Broader-entry direction
GTM Talent Acquisition Partner (f/m/x)
BLP Digital AG · Remote — Worldwide
Similar work arrangement · Same employment type · Recently postedHuman Resources Assistant (Colombia)
OperationsArmy · Remote — Worldwide
Similar work arrangement · Same employment type · Recently postedStretch direction
People Partner
Customer.io · LATAM, Canada, USA
Same country · Similar work arrangement · Same employment type Advertised midpoint is about 31% lowerRecruiter
Getlabs · USA
Same country · Similar work arrangement · Same employment typeThese are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.
Skill bridge
What does this role connect to?
This listing names several concrete skills, but they do not currently overlap with the most frequently surfaced skill labels in the sampled People & HR roles opportunities.
Skills named in this listing
Shared with the current career sample
The recognized skills in this listing do not overlap with the current top-skill list for this occupation sample.
Additional signals in this listing: Machine Learning
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Machine Learning rather than relying on a keyword-only claim.
- The listing mentions extra application steps. Review those requirements before starting so you can prepare the requested material in one pass.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Operations & program roles. This is exploration context, not a qualification match.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 102 sampled listings; 33 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
Machine Learning
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Prepare for a stated application step
An assessment, test or work-sample step is explicitly mentioned.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
Decision analysis
What the listing really tells you
Technical Recruiter at Roboflow becomes easier to judge once the advertised pay can be placed in context, work-location flexibility has usable detail, and the application route gives a few useful clues are viewed together. Here is the current read from the information available.
The advertised pay can be placed in context
Among 14 current comparable salaries in USD, the normalized annual midpoint is around the 93th percentile. This compares advertised pay in the same currency and does not include every element of total compensation.
Work-location flexibility has usable detail
Location flexibility can be assessed here: Remote with some uncertainty or restrictions, with a Remote Freedom reading of 62/100. The most important location constraint is geographic eligibility is restricted to a country or region..
The application route gives a few useful clues
Provider-mediated application path · 1 visible process step. The external application may contain additional steps that are not visible from the listing itself.
The listing can be traced to a current source
1 recent enabled source can currently renew this vacancy across 1 source classes. That improves traceability, although it does not verify the employer itself.
How this analysis is assembled
This read combines the structured details currently available for pay, flexibility, qualifications, mobility, application effort and source continuity. Missing facts are left open for you to verify.
Analysis evidence coverage
How much analysis can the current evidence support?
Uses the explainable High Pay Score within the job’s current occupation/seniority/currency comparison sample.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The salary is source-provided and normalizable, but the advertised range is broad enough to reduce comparison precision.
The listing was posted about 22 days ago. Verify that it is still accepting applications.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
- Advertised pay is above much of the current comparable disclosed-salary sample.
Visible cautions
- Geographic eligibility is restricted to a country or region.
- The listing was posted about 22 days ago. Verify that it is still accepting applications.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Still unknown
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Strong pay with stated barriers to weigh
Pay compares strongly, but qualification or location constraints are also visible. Higher pay does not erase those practical requirements.
Comparable disclosed-pay evidence places this job at about 93 / 100 within its current occupation/seniority sample.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
The annualized salary midpoint is at or above about 93% of the current comparable disclosed-salary sample.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
Its annualized salary midpoint is at or above about 93% of the current comparable disclosed-salary sample.
Compensation intelligence
How competitive is this pay?
Exceptional pay in current sample
The annualized midpoint is above the 75th percentile boundary of the current comparable sample.
The highlighted band is the middle 50% of the current comparable sample after the outlier guard. The dark marker is this job’s annualized salary midpoint.
Why this analysis?
- The comparison sample is still limited, so treat this as an early directional pay signal.
- Salary confidence: Medium. The salary is source-provided and normalizable, but the advertised range is broad enough to reduce comparison precision.
- Range quality: Broad but usable range.
Employer compensation communication
Pay transparency at Roboflow
Good current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Roboflow — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Sales (4) · Customer success (3) · Software engineering (3)
Visible seniority mix: Senior / lead (13) · Leadership (4)
Current employment-type mix: Full time (25)
Most visible hiring countries in this sample: United States (24) · Singapore (1)
Other current roles from this employer
Forward Deployed Engineer - Singapore
Singapore
Seniority not clearly specified · Remote — restrictions unclearStrategic Account Executive
USA
Leadership · Region-restricted remoteRevOps Analyst
USA
Senior / lead · Region-restricted remoteSales Director, Enterprise Sales
USA
Leadership · Region-restricted remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- USD 180,000 median · 17 disclosed salaries
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Current alternatives
Better-paying alternatives
These current roles show a materially higher annualized salary midpoint in the same broad occupation and currency. Similar seniority, country, work arrangement, employment type and recency are preferred where possible; higher pay alone does not make an alternative a better fit.
Contract Recruiter
NetBox Labs · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Founding Recruiter
Suppli · Remote — Worldwide
Worldwide remoteWhy comparable: Same seniority band · Similar work-location arrangement · Same employment type
Supervisory Human Resources Specialist
Office of Administration · Washington, District of Columbia
UnclearWhy comparable: Same country · Recently posted
Check: Seniority is not explicit in the alternative listing.
Alternatives are drawn from the current inventory rather than presented as application recommendations. A pay difference needs to be meaningful—about 3% or more at the midpoint—and different currencies are not compared.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
Visible application steps or requirements
- An assessment, test or work-sample step is explicitly mentioned.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
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.
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed in the current source window
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.