Why This Job is Featured on The SaaS Jobs
Recruiting is a core operational lever in SaaS companies where product roadmaps and go to market execution are tightly coupled to the pace and quality of hiring. This Technical Recruiter role is notable because it sits close to the functions that most directly shape a SaaS product’s trajectory, namely Engineering, Product, and Design, and it spans both execution and process design rather than simple requisition throughput.
For a long-term career in SaaS talent, the work builds durable craft in translating evolving technical needs into clear role definitions, calibrating interview loops, and improving signal quality over time. Ownership of full cycle hiring across EPD also develops pattern recognition around how SaaS teams scale, where bottlenecks appear in hiring funnels, and how candidate experience influences acceptance and long-run employer reputation in a competitive market.
This role tends to suit recruiters who prefer high-context partnership with hiring managers, enjoy structured decision making, and want to be accountable for quality of hire as well as speed. It is a strong match for professionals who like operating across multiple disciplines and who are motivated by refining systems and assessment methods alongside day to day recruiting execution.
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, Notion, Google, and Ramp — go to market with unique data, signals, and AI research.
In 2025, we raised a $100M Series C backed by world-class investors including Sequoia, CapitalG, and First Round — and crossed $100M in revenue.
In 2026, we announced our second employee tender offer in 9 months at a new $5B valuation. We also 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
