Careers at Collectly: Teams, Pay and How to Get Hired

Who Collectly Hires and Where They Sit

Collectly posted 12 open roles in early October 2026 — four in sales, five in engineering, one in customer success, one in security, and one in analytics. The distribution signals a company that has finished proving its product and is now racing to capture market share.

The roles split across three cities: San Francisco, Austin, and Belgrade. Roughly six in ten are designated remote; a third hybrid. Sales carries four of the 12 slots: enterprise account executives, a strategic account executive, a director of enterprise sales, and a sales development representative. Engineering accounts for five: two senior software engineers (one on the Pre Service team, one U.S.-based), a senior DevOps/DevSecOps engineer, an analytics engineer, and two frontend roles. Customer success holds one enterprise manager role; a strategic customer success manager appears on Zero G Talent's board but not the public one. A security and compliance manager (GRC) rounds out the list. Lever confirms the same distribution.

The seniority skew is deliberate. Nearly half the openings target senior individual contributors; one in ten sits at director level or above. Only a single junior role appears — the SDR, which still asks for a year of outbound experience. Pay spreads wide: the median across eight roles disclosing salary sits at $108,000, but the lower quartile starts at $84,000 (Belgrade engineering) while the upper quartile hits $220,000 (Alion's data shows) (director of enterprise sales at $330,000–$390,000 OTE per Collectly's board data). Collectly's board data on Zero G Talent, heavier on U.S. go-to-market roles, shows a tighter $130,000–$412,000 band with a $300,000 median.

Geography maps to function. San Francisco anchors go-to-market leadership: director of enterprise sales, enterprise customer success manager, and SDR all sit hybrid there. Austin hosts the sole U.S.-based senior engineer role, posted within the last week. Belgrade absorbs the bulk of core engineering: two senior software engineers, the DevOps/DevSecOps role, and the analytics engineer, all remote across a GMT-7 to GMT+4 window. The security and compliance manager works remote U.S.-based. Belgrade salaries run roughly half the U.S. rate for comparable seniority.

Qualifications are explicit. Enterprise sales roles demand healthcare technology experience; "Healthcare Tech Experience Required" appears in the Zero G Talent listing for one enterprise account executive. The director role asks for seven-plus years of experience. Engineers need five to six years with specific stacks: Python, Flask, SQLAlchemy, PostgreSQL, Redis, AI/ML, Claude Code, AI Agents, LLM for Pre Service; Terraform, Ansible, GCP, GitHub Actions, Prometheus, GitLab CI, Azure, CI/CD, Jenkins, AWS, Kubernetes, Grafana, Shift-Left, Incident Management, Cybersecurity, PCI DSS, SOC 2, GDPR, HIPAA, Shift-Left Security for DevOps; Python, SQL, Claude Code, AI Agents, Voice Agents, Analytics, Metabase, Looker for analytics. The lone junior role, SDR, still expects a year of experience.

Collectly's Lever portal says AI tools screen applications for "inconsistencies or verification signals" before human review. Final decisions remain human.

What the Roles Pay

Collectly's compensation runs wide by design. The live job board shows nine salaried roles with a posted band of $130,000 to $412,000 and a median of $300,000. The spread within individual listings tells the real story:

These are the figures Collectly posted to candidates as of the board's latest ingest.

Third-party sites tell a different story. Salary.com reports an average annual salary of approximately $105,406, with the majority pay between $92,616 to $119,293 per year. Comparably reports half of Collectly salaries are above $105,001, with the highest paid job at $115,347 (Sales Manager) and lowest at $43,388 (Bookkeeper). Glassdoor bases its data on 20 salaries for 12 jobs. The board prices today's senior go-to-market roles at San Francisco rates.

Base salary is only half the picture. The board listings do not break out equity. Candidates should ask recruiters to itemize the split, the equity grant size, vesting schedule, and refresh policy, none of which appear in the public postings.

Geography matters. San Francisco hybrid roles (the two leadership roles and a hybrid enterprise account executive) command wide bands. Fully remote Enterprise and Strategic Account Executive listings carry similar ranges. The remote Strategic Customer Success Manager sits at a lower band consistent with a non-quota, retention-focused function.

The data gives leverage. A candidate with healthcare tech enterprise sales experience — explicitly called out in the remote Enterprise Account Executive posting — enters a $250,000–$300,000 band where the company has already signaled scarcity pricing. The same band applies to the San Francisco hybrid version, so a remote candidate with equivalent pipeline generation can anchor to the top of range without a location penalty. For the Head of Marketing role, the $250,000–$500,000 spread (Zero G Talent's board reported) implies the offer will calibrate to scope.

Inside the Interview Loop

No public docs detail Collectly's interview loop like larger tech companies'. Glassdoor and Comparably offer thin data (a handful of reviews and a culture score from three ratings), too thin to map stages reliably.

The job board signals a hiring bar set for experienced operators. Y Combinator's description highlights "proprietary interfaces with electronic health record systems" and "over 300,000 patients engaged daily."

Pin.com benchmarks show the industry median time-to-fill at about 39 days with an average cost per hire of $5,475.

No public rubric means the loop adapts to the role.

Two Offices, One Remote Engine

Collectly operates from two California offices that reflect its split between product engineering and commercial execution. Headquarters sits at 2261 Market Street #4965 in San Francisco's Financial District (94104); a second location anchors the company in Santa Monica (90401). Together they house roughly 100 employees, with 40 in product and technology roles, per BuiltIn.

The San Francisco hub hosts leadership, product development, and go-to-market teams. Zero G Talent lists hybrid roles there: Head of Marketing, Director of Enterprise Sales, and enterprise account executives; the strategic account executive role offers a choice between San Francisco and full U.S. remote.

Santa Monica's role is less visible in public postings but appears as the second established office. With only two locations and the bulk of hybrid roles tied to San Francisco, the Santa Monica site likely supports a smaller contingent.

Compliance infrastructure shapes how these spaces operate. Collectly's platform holds HIPAA, SOC 2 Type 2, PCI DSS, and HITRUST i1 certifications. The San Francisco office houses the product and engineering teams that ship code to a platform managing over $1 billion in patient payments.

The hybrid model reaches beyond the two offices. Multiple enterprise sales and customer success roles are listed as fully remote across the U.S., reflecting a distributed model for field revenue teams. Remote Enterprise Account Executive and Strategic Customer Success Manager postings both specify "US / Remote" with no office requirement.

For candidates, the location choice tracks function. Product and engineering hires should expect a San Francisco hybrid cadence, typically three days on-site given the "Hybrid - San Francisco" tags on technical and leadership roles and BuiltIn's reported "Typical time on-site: 3 days a week." Commercial hires in enterprise sales or customer success have more flexibility: San Francisco hybrid for those who want office access, full remote for those covering territories elsewhere. Santa Monica remains a smaller, quieter presence; candidates interested in that site should ask directly about current headcount and team composition, as public postings rarely surface it.

The physical footprint is modest by design. A 100-person company with two offices and a remote-friendly sales force doesn't maintain labs, hardware shops, or specialized facilities; its product is software, its infrastructure cloud-hosted.

Who Lasts — and Why

Employee accounts and company records show a split culture: Collectly runs on public recognition, unlimited PTO framed as a "Trust Contract," and an outcomes-over-hours norm that many teams say delivers genuine balance. At the same time, reviews describe a top-driven leadership style that veers into micromanagement, conflicting directives, and a belittling tone some call "awful." Company materials acknowledge the tension: recognition coexists with a strongly top-driven style that can undermine psychological safety and autonomy. Candidates who ignore that duality will misread the environment.

People who stay and advance tend to share six traits.

They operate under microscope leadership without waiting for permission. Reviews describe micromanagement from top leadership and pressure in some orgs, including conflicting directives and tough targets. Employees who thrive treat tight oversight as a constraint to navigate, not a signal to freeze. They clarify expectations in writing, surface trade-offs early, and deliver small wins that satisfy the need for visibility without surrendering judgment. If you need wide latitude to feel effective, this is a mismatch.

They treat ambiguity as the job, not a bug. Reviews note "startup-style with shifting priorities and evolving processes." The product — an AI agent that automates pre- through post-visit billing in a regulated, integration-heavy domain — guarantees that requirements change as payer rules, EHR APIs, and compliance interpretations shift. Successful hires build workflows that absorb change rather than resist it. They document decisions so the next pivot doesn't erase context.

They are genuinely outcomes-oriented. The unlimited PTO "Trust Contract" sets an outcomes-over-hours norm: planned time away is encouraged so long as goals and coverage hold. That works for people who measure their week by shipped features, resolved escalations, or revenue-impact metrics. It fails for anyone who equates presence with productivity. The same contract means no one will chase you to take vacation; you must initiate it.

They collaborate across functions without needing a RACI chart. Teams are collaborative with approachable leads and solid onboarding, though some flag onboarding as weak, citing unexpected travel. The people who ramp fast map the informal network early and keep those lines warm.

They tolerate pressure that originates outside engineering. External complaints about billing accuracy and payment handling create stress spikes for support, implementation, and revenue operations. Engineers who thrive here don't treat those tickets as noise; they understand the revenue cycle well enough to prioritize fixes that reduce downstream fire drills. Product and design hires from regulated healthcare or fintech adapt faster than those from pure SaaS.

They are motivated by public recognition. All-hands shout-outs, Slack announcements, and employee awards are routine. The company describes recognition as a constant practice that highlights above-and-beyond work. If you find public praise performative or prefer quiet acknowledgment, the culture will feel performative. If you feed on visible credit, the loop reinforces itself.

The defining tradeoff is explicit: a recognition-heavy culture pairs with a strongly top-driven leadership style often described as micromanaging. That can create visibility and pace while undermining psychological safety and autonomy. Candidates should probe feedback norms, decision latitude, and whether recognition translates into real empowerment, and validate team fit carefully, because experiences vary sharply by manager.

Collectly hires for the grind, pays for the scarcity, and retains the people who stop asking permission to fix what's broken.

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