Recruiter (GTM & Business)

TL;DR: We’re looking for a GTM & Business Recruiter to help us build the GTM and Ops teams behind one of the most ambitious companies in AI safety. You’ll own full-cycle hiring across sales, partnerships, GTM engineering, events, and operations, building international teams from the ground up across the US and Europe.

White Circle is an AI Safety company building the safety, reliability, and optimization layer for AI systems. At the core of our platform are policies – simple natural-language rules that define what an AI model should and shouldn’t do. We automatically test, enforce, and continuously improve these policies at scale.

• We’ve raised $11M from top funds, founders, and senior leaders at OpenAI, Anthropic, HuggingFace, Mistral, DeepMind, Datadog, Sentry, and others

• We process over one hundred million API calls every month

• We fine-tune and train our own LLMs so they run faster and cheaper than any open or proprietary model

We’re a small, highly focused team. If you want to work deeply on hard problems, see your work ship to production quickly, and influence how AI safety is actually built – you’re the one we need.

• Own full-cycle recruitment, from defining the hiring strategy and sourcing candidates through interviews, offers, and acceptance

• Build our GTM & Ops team from the ground up across the US and Europe

• Hire for roles such as SDR, Account Executive, GTM Engineer, Partnerships Lead, Events Lead, and operations positions

• Develop a strong understanding of our product, market, customers, and commercial strategy

• Identify candidates who combine strong sales instincts with the technical fluency required to sell and operate in the AI market

• Source and engage exceptional passive talent using creative and highly targeted approaches

• Assess candidates’ individual impact on revenue, pipeline, market expansion, and business outcomes

• Partner closely with the Head of People, CEO, and hiring managers to define profiles, design interview processes, and make strong hiring decisions

• Build structured interviews that reveal commercial judgment, ownership, learning speed, and the ability to operate in an early-stage environment

• Deliver an exceptional candidate experience throughout the hiring process

• Track recruiting performance and continuously improve our processes, tools, and workflows

• Support hiring outside your primary stream when business priorities require it

• Have 2+ years of full-cycle recruiting experience in high-growth technology companies, startups, or similarly fast-moving environments

• Have previously helped build GTM teams from scratch or during a period of rapid growth

• Have a strong track record of hiring sales and business talent, including roles such as SDRs, Account Executives, partnerships, GTM engineering, events, or operations

• Know how to distinguish genuinely high-impact commercial performers from candidates who have simply worked at successful companies

• Can quickly understand how an individual candidate influenced revenue, pipeline, deal velocity, market expansion, or another measurable business outcome

• Can evaluate whether sales and GTM candidates are able to understand technical products and communicate credibly with technical buyers

• Have experience recruiting across the US and EU markets

• Are highly proactive and resourceful when sourcing difficult-to-find talent

• Know how to build long-term relationships with passive candidates and close competitive searches

• Have excellent communication and stakeholder-management skills

• Are comfortable operating with ambiguity, evolving priorities, and ambitious hiring goals

• Are willing and able to recruit beyond GTM and business roles when needed

• Speak and write fluent English (C1+)

A big plus:

• Experience building GTM teams for AI, dev tools, infra, cybersecurity, or other deeply technical products

• Experience hiring early GTM employees for a startup entering new markets

• An established network across US and European startup or GTM communities

• Experience recruiting both individual contributors and GTM leaders

• Meaningful equity package

• Paid time off in line with your local regulations, no matter where you work from

• All the hardware, tools, and services you need

• Covered subscriptions for AI agents

• Team off-sites twice a year: we’ve recently been to the Alps and to Saint-Tropez

1. Introductory call with Head of People (25 min)

2. Take-home test

3. Final conversation with our CEO & Head of Revenue (45 min)

Please submit your application in English.

• Highlight any experience you have sourcing AI/ML engineers, even if it was a small part of a broader recruiting role.
• Include specific examples of pipelines you built for hard‑to‑fill technical positions; metrics are welcome if they were shared publicly.
• Familiarize yourself with basic AI‑safety terminology—being able to discuss policies and LLM behavior will set you apart.
• When completing the take‑home test, showcase your process: tools used, candidate outreach copy, and how you measure success.
• Prepare thoughtful questions about White Circle’s hiring workflow and how recruiters collaborate with engineering leads.
• Emphasize fluency in both US and European recruiting regulations and cultural nuances.
• If salary isn’t listed, research typical remote recruiter compensation for AI‑focused startups and be ready to negotiate based on your experience and equity expectations.