Junction - Technical Recruiter
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Requirements
• Technical recruiting experience: you've hired senior talent at an early-stage company at a high bar. You can hold a real conversation about the problem space and get them excited about it. • High-agency operator: you don't wait around. You figure it out, follow through, and keep things moving. • In it to build something: you want ownership, you want the responsibility, and you want to look back in two years and point at the team you helped build. • Care about every hire: we're tackling an ambitious problem and every hire shapes the trajectory of the business. • Sourcing-first mindset: you actually like outbound and get energy from it. You know which companies have great teams, what they're working on, and what their engineering culture is like. • Strong judgment: you know what great looks like, and you can back up your call with reasoning. • 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 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 prefer high-volume recruiting: we care more about great hires than speed for the sake of it. • You want to recruit across every function: this role is focused on technical roles. • You're looking for a people manager role: this is an individual contributor role, you'll be hands-on in the work. • How you'll be compensated • £65,000 - £80,000 + equity • Your salary is dependent on your location and experience level • Generous early stage options (extended exercise post 2 years employment) • Regular in-person offsites, last were in Tenerife and Miami • Monthly learning budget of $300 for personal development and productivity • Flexible, remote-first working - including $1K for home office equipment • Monthly budget of $150 to use towards a coworking space • 25 days off a year + national holidays • Healthcare coverage depending on location • Oh and before we forget: • Backend Stack: Python (FastAPI), Go, PostgreSQL, Google Cloud Platform (Cloud Run, GKE, Cloud BigTable, etc), Temporal Cloud • Frontend Stack: TypeScript, Next.js • API docs are here: https://docs.junction.com/ • Company handbook is here https://pages.junction.com/handbook with engineering values + principles • Important details before applying: • We only hire folks physically based in GMT and EST timezones - more information here https://pages.junction.com/Where-we-hire-and-why-218d9955818e802ca48fd1702948e2e3 • We do not sponsor visas right now given our stage
Responsibilities
• Run technical hiring end-to-end: from first convo to offer, you’re managing multiple roles at a time. • 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. • Build our network in European eng: we want to be known, you'll help us build it up — through content, community, intros, events, whatever works. • Keep momentum: chase feedback, unblock decisions, and keep great candidates moving through the process. • Partner closely with hiring managers: get clear on what we actually need, build sensible interview plans, and keep the bar high. • Treat candidates well: fast process, clear comms, even a "no" should feel respectful of their time. • 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. • Feedback what you're seeing with data: comp expectations, candidate feedback, where we're losing people, and what we should change.
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: Location: Fully remote within GMT timezone • Our current team is small and we want to triple it this year. The ambitious part isn't the number — it's finding the right people. People who want to work on hard, interesting problems and actually change something in the world. • You'd join a small People & Talent team: Dani https://www.linkedin.com/in/danielle-rouse-b4b816217/, who looks after People Ops; Nicole https://www.linkedin.com/in/nicole-hayworth-126b27b1/, who owns all business recruitment; and Lyn https://www.linkedin.com/in/sherlynvallet/, who you'd report to and who's been running technical hiring until now. We want someone to take all of technical hiring and put 100% of their energy into it — building pipeline, building a network, caring about every hire we make.
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