Technical Recruiter

Healthcare is in crisis and the people behind the results deserve better. With more and more data coming from wearables, lab tests, and patient–doctor interactions, we’re entering an era where data is abundant.

Junction is building the infrastructure layer for diagnostic healthcare, making patient data accessible, actionable, and automated across labs and devices. Our mission is simple but ambitious: use health data to unlock unprecedented insight into human health and disease.

If you're passionate about how technology can supercharge healthcare, you’ll fit right in.

Backed by

Creandum, Point Nine, 20VC, YC

, and leading angels, we’re working to solve one of the biggest challenges of our time: making healthcare personalized, proactive, and affordable. We’re already connecting millions and scaling fast.

Short on time? TL;DR

You:

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

Us:

Team of 50, scaling our engineering org, roles including Engineering, Design, Data and Product

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

, who looks after People Ops; Nicole

, who owns all business recruitment; and

Lyn

, 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.

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: y ou 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.