Junction - Business Recruiter

Remote - ET (Eastern)$130k - $180k+ Equity3w ago

Remote Mid NA Banking Healthcare Recruiter

Requirements

• Startup experience: you've recruited at an early-stage company at a high bar, especially for business roles (Ops, Support and G&A). Things move fast, roles evolve, and you're great with that. • High-agency operator: you don't wait around, you figure it out, follow through, and keep things moving. • High-agency operator: • Full-cycle experience: you can run a hiring process end-to-end and keep a few roles moving at once. Every hire matters to you, they're not a number. • Sourcing-first mindset: you actually like outbound and don't need inbound to build a strong pipeline. • Sourcing-first mindset: • Good with messy roles: you can hire when the role isn't fully defined yet (a brand-new ops function, a first-of-its-kind Support hire, "we need someone to build this"). • Good with messy roles: • Async-native communicator: you write clearly, keep people aligned across time zones, and don't create meetings for no reason. • Async-native communicator: • Strong judgment: you know what great looks like and can explain a clear yes/no without hand-waving. • Strong judgment: • What this role isn't • You don't want to source: outbound is a big part of the job, even with a pipeline in place. • You don't want to source: • You want a fully polished process on day one: the foundation is good, but there's still work to do on calibration, brand, and network-building. • You want a fully polished process on day one: • You're looking for a people manager role: this is an individual contributor role, you'll be hands-on in the work. • You're looking for a people manager role: • How you'll be compensated • $130,000 - $180,000+ equity • Your salary is dependent on your location and experience level • Equity (extended exercise post 2 years employment) • Company and Team offsites • Monthly learning budget of $150 for personal development and productivity • 100$ Monthly wellness budget • Flexible, remote-first working - including $1K for home office equipment • Coworking budget • 36 days paid time off (including bank holidays) • Premium healthcare coverage • 4% Monthly contribution to pension/401k • Yearly blood test on us • Enhanced parental, foster and adoption leave • Important details before applying: • We only hire folks physically based in GMT and EST timezones - more information here • We do not sponsor visas right now given our stage

Responsibilities

• This is a builder role, there's no polished machine to inherit here — you're building the pipeline, the process from scratch. • You'll own business hiring end to end — Operations & Support, and whatever else the business needs, with Operations making up the bulk of it given the nature of healthcare. You'll become the expert — know who's great in this space, build the relationships before you need them, and use that network to move fast. And you'll partner closely with hiring managers to keep the bar high as we scale. • Run business hiring end-to-end: from first convo to offer, you’re managing multiple roles at a time. • Run business hiring end-to-end: • Source like it matters: outbound is core - you’ll be consistently building pipeline. Junction isn’t a household name, so your message needs to stand out. • Source like it matters: • Build our network in the healthcare tech industry: we want to be known, you'll help us build it up — through content, community, intros, events, whatever works. • Build our network in the healthcare tech industry: • Keep momentum: chase feedback, unblock decisions, and keep great candidates moving through the process. • Keep momentum: • Partner closely with hiring managers: get clear on what we actually need, build sensible interview plans, and keep the bar high. • Partner closely with hiring managers: • Treat candidates well: fast process, clear comms, even a "no" should feel respectful of their time. • Treat candidates well: • Tighten how we hire: we've got the base — you'll help sharpen scorecards, calibration, and feedback loops. Just enough structure to make good decisions without slowing everyone down. • Tighten how we hire: • Feedback what you're seeing with data: comp expectations, candidate feedback, where we're losing people, and what we should change. • Feedback what you're seeing with data:

Benefits

• The salary range shown is intentionally broad to reflect the range of skills and levels that we are open to for this role. • Location: Fully remote (EST timezone only) • Location: • We’ve built strong foundations, but we’re still scrappy. Now we’re entering our next phase: scaling each team from its early “founding” stage into something much bigger. That means hiring broadly across Operations & Support — and in healthcare, that list runs long, with Operations being the biggest and most immediate need. These are the roles that keep the company running, keep customers and patients trusted and cared for, and give everyone else the room to grow. • This role is our chance to level up recruiting across the company: not just filling roles, but shaping how we hire: the story we tell, the bar we set, and the experience candidates remember. • You'd join a small People & Talent team: Dani, who looks after People Ops; Nicole, who owns GTM recruitment; and Lyn, who you'd report to and who's been running business hiring until now. We want someone to take all of business hiring — Operations & Support, and everything in between and put 100% of their energy into it: building pipeline, building a network, caring about every hire we make.