Staff Engineer, AI Developer Experience

If you think you match at least 70% of these criteria, please apply!

Here's what we consider essential for success in this role:

Founder or early-stage operator background: you have built and shipped an AI product, talked directly to users, and dealt with real constraints. You know what it's like to ship fast, with no safety net. If you founded a company (failed or not) and spent time in a startup accelerator, that background makes you stand out here.

Product mindset with technical depth: before shipping a feature, you ask who uses this and why. You treat internal engineers as customers and design solutions for their actual workflows.

Hands-on AI/LLM experience: you have developed with AI agents, LLM APIs (Claude, OpenAI, etc.), or agentic frameworks in production.

5+ years of technical experience, Python environments (our stack is Python + Django, TypeScript, Rust).

Influence without authority: you move people through ideas, prototypes, and clear thinking. You manage to build your solutions with a great balance between the vision of the Company and the needs of the teams.

Structured, autonomous execution: you can research a problem space, propose an opinionated solution, document it clearly, and drive it to completion with minimal oversight.

Fluency in English, written and spoken.

The following skills would strengthen your application but aren't required:

Background in platform engineering or developer tooling

Familiarity with CI/CD optimization

Basic knowledge of DORA metrics or DX Framework

Fluency in French

At GitGuardian, we are committed to building a diverse, equitable and inclusive workforce.

We will ask for your gender identity on the application page to help us understand the diversity of our applicant pool and to track our progress in attracting and hiring a diverse workforce. The information is optional and will not be disclosed to the hiring manager or the interview team and will not be considered in the hiring process. We appreciate your willingness to share this with us so that we can continue to improve our diversity, equity and inclusion efforts.

Video call with a Talent Acquisition team member

To discover your professional project and evaluate if there could be a mutual match.

Team interview / Interview with your future manager

To know more about yourself and your achievements, and present to you the team.

Technical interview

To evaluate your skills for the position and project yourself into the role.

4.1 Final interview with an Executive Manager

To detail our company’s vision and ambitions for the next couple of years.

4.2 References check

You can start thinking about two contacts who can attest to your previous or current professional experiences. These contacts should be as recent as possible, and we will call them at the end of the process.