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Pay
$100K–$125K/yr
Published in the job listing
Prepare for this job
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At a glance
- Experience asked
- 4+ years
- Education
- Master's
- Industry
- Software & SaaS · 51–200 employees
- Benefits mentioned
- Equity / stock options
Skills mentioned
About the role
About the Team
CircleCI’s Talent Acquisition team is a high-performing team supporting a dynamic, high-growth technology environment. We partner closely with leaders across the business to attract exceptional talent, solve complex hiring challenges, and build the teams that drive CircleCI forward.
Our team values autonomy, ownership, continuous improvement, and meaningful impact. We operate with a high degree of trust and expect each person to take initiative, navigate ambiguity, and bring practical solutions to the business.
About the Role
As a GTM Recruiter, you’ll lead full-cycle recruiting across Sales, Support/Field Engineering, Marketing, and some G&A functions. You’ll partner with hiring managers and senior leaders to hire talent across a broad range of roles and levels.
This is a highly visible role that requires hands-on recruiting with business partnership. You’ll apply proven recruiting strategies, build strong talent pipelines, advise stakeholders on market realities, and keep searches moving through shifting priorities and competing demands.
What You’ll Do
- Own full-cycle recruiting process across GTM with a focus on Sales, spanning individual contributors through management.
- Execute targeted recruiting strategies, including proactive sourcing, market mapping, and talent pipeline development, using AI-assisted research and sourcing tools to expand reach and move faster.
- Build trusted partnerships with hiring managers and senior leaders, translating business priorities into actionable recruiting plans and informed hiring recommendations.
- Keep searches moving by setting clear expectations with hiring teams, navigating competing priorities, and following up for timely decisions.
- Advise hiring teams on talent availability, market dynamics, compensation expectations, and the trade-offs between speed, quality, and business needs.
- Use recruiting and AI-powered market insights consistently to evaluate funnel performance, identify bottlenecks, and continuously improve recruiting processes and outcomes.
- Independently prioritize a dynamic portfolio of searches, taking ownership of challenges and implementing practical solutions with minimal oversight.
- Leverage AI and automation to streamline recruiting workflows, reduce manual work, and improve efficiency while maintaining appropriate human oversight and responsible data practices.
What You’ll Bring
- 4-6 years of recruiting experience, with a strong track record across Sales and broader Go-to-Market functions.
- Experience recruiting commercial talent and assessing candidates across different roles and levels.
- Strong negotiation skills and experience navigating complex compensation packages, including commission-based structures and sales incentives.
- Ability to build credibility with senior stakeholders, offer candid input constructively, and keep searches accountable without relying on formal authority.
- Strong business awareness and an understanding of how recruiting supports organizational goals, market realities, and commercial priorities.
- A high degree of ownership, initiative, and adaptability, with the ability to navigate ambiguity, manage competing demands, and drive outcomes independently.
- Strong communication, prioritization, and analytical skills, including the ability to use recruiting metrics and market insights to guide decisions.
- Practical AI fluency, including experience applying AI tools to improve recruiting effectiveness, automate repetitive tasks, and build more efficient workflows.
Bonus Skills (Nice to Have)
- Experience recruiting within B2B SaaS, developer tools, infrastructure, DevOps, or adjacent technology markets.
- Experience supporting rapidly evolving Go-to-Market organizations in a lean or high-growth environment.
- Experience implementing AI-enabled recruiting workflows or automations with measurable results.
Expected salary range for San Francisco and the surrounding area.
Expected salary range for specific metro areas including Boston, Washington DC, Denver, Los Angeles, New York, Portland, San Diego, and Seattle. These metro areas may change periodically.
We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
About CircleCI
CircleCI is the world’s largest continuous integration/continuous delivery (CI/CD) platform, and the hub where code moves from idea to delivery. As one of the most-used DevOps tools - processing more than 3 million jobs a day - CircleCI has unique access to data on how the most effective engineering teams work, and the tools to help software companies successfully leverage the power of AI into their commercial applications. Companies like Hinge, HuggingFace, and Samsung use us to improve engineering team productivity, release better products, and get to market faster.
Founded in 2011 and headquartered in downtown San Francisco with a global, remote workforce, CircleCI is venture-backed by Base10, Greenspring Associates, Eleven Prime, IVP, Sapphire Ventures, Top Tier Capital Partners, Baseline Ventures, Threshold
Ventures, Scale Venture Partners, Owl Rock Capital, Next Equity Partners, Heavybit, and Harrison Metal Capital.
CircleCI is an Equal Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law.
How CircleCI Uses AI in Hiring
At CircleCI, people make our hiring decisions. We use technology to support our recruiting team so they can spend more time on what matters most: getting to know you.
Where we may use AI
- Job descriptions and messaging: AI may help draft job descriptions and role-specific messaging so they are clear and accurate.
- Application review: For some roles, we use an AI tool to review applications, including resumes and application responses, against criteria our hiring team sets for the role. The tool generates a fit score and summary to help recruiters organize and prioritize applications.
- Interview notes: With advance notice, an AI note-taking tool may join interviews to record, transcribe, and summarize the conversation. This lets interviewers focus on talking with you. You will be told before each interview, and you may opt out at any stage by letting your recruiter know. If you opt out, the tool will not join, and your candidacy is not affected.
- Outreach: AI may help draft candidate outreach and scheduling messages, which our team reviews before sending.
Our commitment
AI does not make hiring decisions at CircleCI. Our recruiters and hiring teams review candidates and make every decision to advance or reject an application. No candidate is rejected based solely on an AI score. We have tools and processes in place to test for bias and to review how these tools perform, and we adjust our approach as AI technology and the laws that govern it change.
Your choices
You can ask for human-only review of your application, opt out of AI interview note-taking, request an accommodation, or ask questions about how we use AI. Contact how we handle your data, including retention, see our Privacy Policy.
Originally posted on Himalayas