Why This Job is Featured on The SaaS Jobs
Recruiting roles are often a leading indicator of where a SaaS company is placing its bets, and this Technical Recruiter position sits close to the product and engineering core. The listing signals an in house function supporting Engineering, Product, and Design hiring, which is central to how SaaS businesses translate roadmap priorities into shipped capability and customer outcomes, especially when teams are still being shaped.
For a long term SaaS career, this kind of seat builds durable operating range across talent strategy and technical org design. Owning full cycle hiring while also influencing interview structure and quality of hire metrics develops a practical view of how SaaS teams scale, how roles evolve as products mature, and how process choices affect delivery. Those skills tend to transfer across SaaS categories because most product led organizations face similar challenges in funnel health, calibration, and hiring manager partnership.
This role fits someone who prefers structured ownership and close collaboration with technical stakeholders, and who enjoys balancing high volume execution with system building. It will suit a recruiter who wants to be evaluated on decision quality and process design, not only on closed requisitions, and who is comfortable working across multiple EPD disciplines in parallel.
The section above is editorial commentary from The SaaS Jobs, provided to help SaaS professionals understand the role in a broader industry context.
Job Description
About Clay
Our mission is to help organizations turn any growth idea into reality.
We see growth as a creative practice, not a formula. Finding and reaching your best-fit customers takes unique ideas and constant iteration. As AI makes execution faster and tactics easier to copy, creativity is the only lasting advantage. We're already helping thousands of customers — including Anthropic, Waste Management, Figma, and Ramp — go to market with unique data, signals, and AI research.
In 2025, we crossed $100M in revenue and raised a $100M Series C at a $3.1B valuation, backed by world-class investors including Sequoia, CapitalG, and First Round. We also completed our first first employee tender offer and launched a community equity round, for our customers, agency partners, and club members.
Some things to know about us:
Our community includes 11,000+ customers, 150+ integration partners, 125+ agencies, 50+ Clay clubs, and 30k members on Slack.
Our cultureis unique inside and outside of work. Our team members are also DJs, activists, writers, clowns, marathoners, skydivers, psychedelic therapists, social workers, and more.
All employees can work for free with world-class coaches who specialize in creativity, management, and more.
Our operating principles — including negative maintenance and non-attached action — guide our work. Read more about them here.
Read about us in the NYT, Forbes, First Round Review, and more.
Hear from our employees directly on our Glassdoor page!
Technical Recruiter @ Clay
We're growing fast at Clay, and recruiting is one of the most important things we do. We're looking for a Technical Recruiter to help us find and hire incredible people across Engineering, Product and Design teams. You’ll own the full recruiting cycle, from first outreach to offer letter, and work closely with hiring managers to thoughtfully shape their teams.
What You'll Do
Lead full-cycle recruiting for a wide range of EPD roles.
Partner with hiring managers to define roles, shape interview processes, and make great hiring decisions
Collaborating with leadership on strategic aspects of recruiting. Success in this role isn’t just about filling requisitions, but also about quality of hire and designing effective interview processes
Help create a thoughtful, consistent, and kind candidate experience from start to finish
Contribute to the strategic side of recruiting: interview design, quality-of-hire metrics, and how we tell our story to candidates
What You'll Bring
5+ years of in-house recruiting experience with a strong track record of success
Excellent written and verbal communication skills
Sharp interviewing instincts and an ability to identify high-potential candidates—beyond what’s on paper
