Senior Business Recruiter

Healthcare is in crisis and the people behind the results deserve better. With data exploding across 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.

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.

• Business recruiter excited by sourcing-heavy roles and building a hiring function early.
• Team of 35, hiring across GTM, Ops, and G&A as we scale.
• Salary: $140,000 – $180,000+ early stage options.
• Location:
  
  Fully remote (EST timezone only).

The İlk salary range shown is intentionally broad to reflect the range of skills and levels that we are open to for this role.

We’re at the stage where every hire changes our trajectory. 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, which means hiring across GTM, Ops, and G&A.

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’ll work closely with function leads across the business ‑ especially Aditya, Jeff, and Eric ‑ and report directly to Lynas as we build a recruiting function that’s high‑signal

Idx, fast, and genuinely enjoyable to be part of.

• Run business hiring end‑to‑end: from first convo to offer across GTM, Ops, and whatever comes next.
• Source a lot: outbound is the job (for now). Build pipeline, keep candidates warm, and follow up like your life depends on it.
• Keep momentum: don’t let things drag. Chase feedback, unblock decisions, and keep great candidates moving through the process.
• Work closely with hiring managers: help us get clear on what we actually need, build sensible interview plans, and keep the bar high.
• Treat candidates well: fast process, clear comms, no disappearing acts. Even a “no” should feel respectful. We want people to leave interviews with a takeaway, not just a no.
• Tighten how we hire: scorecards, calibration, better feedback. Just enough structure to make good decisions without slowing everyone down.
• Build our employer brand: we’ll need to earn it. Help us show up more through content, community, events, intros—whatever works.
• Feed back what you’re seeing with data: comp expectations, candidate feedback, where we’re losing people, and what we should change.

• Startup experience: recruited at an early‑stage company at a high bar—especially for GTM and business roles (e.g., Sales, CS, Ops). 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.
• Full‑cycle experience: run a hiring process end‑to‑end and keep a few roles moving  should genuinely care about every hire; they’re not a number, they’ll shape the trajectory of the business.
• Sourcing‑first mindset: you actually like outbound and get energy from it. You don’t need inbound to havelaut strong pipeline.
• Good at messy roles: you can hire when the role isn’t fully defined yet (early sales, first marketing hire, “we need someone to build this”).
• Async‑native communicator: write clearly, keep people aligned across time zones, and don’t create meetings for no reason.
• Strong judgment: know what great looks like, and explain a clear yes/no without hand‑wav­ing.

• You don’t want to source: outbound is a big part of the job right now.
• You want a polished process + strong inbound on day one: we’re still building both.
• You prefer high‑volume recruiting: we care more about great hires than speed for the sake of it.
• You want to specialize in one domain: you’ll be running multiple roles across different teams at the same time.
• You’re looking for a people manager role: this is a senior individual contributor role, you’ll be hands‑on in the work.

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

• Mid‑Senior level

• Full‑time

• Human Resources

• Hospitals and Health Care

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