Technical Recruiter

Short on time? TL;DR

You: Technical recruiter who's built engineering and product teams at Series A+ startups.

Us: Team of 40, scaling our engineering org, roles including Engineering, Design, Data and Product.

Salary: £65,000 – £80,000 + equity. 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 within GMT timezone.

Why we need you:

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, Nicole, Lyn.

What you'll be doing day to day:

• 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.

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.

Important details before applying:

• We only hire folks physically based in GMT and EST timezones.
• We do not sponsor visas right now given our stage.