Senior Technical Recruiter

Juniper Square

6d•$130,000 - $160,000•Remote

About The Position

Our mission is to unlock the full potential of private markets. Privately owned assets like commercial real estate, private equity, and venture capital make up half of our financial ecosystem yet remain inaccessible to most people. We are digitizing these markets, and as a result, bringing efficiency, transparency, and access to one of the most productive corners of our financial ecosystem. If you care about making the world a better place by making markets work better through technology – all while contributing as a member of a values-driven organization – we want to hear from you. Juniper Square offers employees a variety of ways to work, ranging from a fully remote experience to working full-time in one of our physical offices. We invest heavily in digital-first operations, allowing our teams to collaborate effectively across 27 U.S. states, 2 Canadian Provinces, India, Luxembourg, and England. We also have physical offices in San Francisco, New York City, Mumbai and Bangalore for employees who prefer to work in an office some or all of the time. About your role Talent at Juniper Square is more than delivering resumes – we’re the growth engine of our company. In addition to building great teams, we’re tasked with fostering and growing our incredible and unique culture. We are looking for an exceptional Senior Recruiter (Technical & Business) to join our fearlessly creative and data-driven team. While this role will primarily support engineering, product, and IT hiring, this person must be equally comfortable flexing to support key business functions as company needs evolve. You will be fully responsible for your assigned roles – building thoughtful hiring strategies and leading full lifecycle recruiting across both technical and business teams. You approach sourcing as a systems problem, using AI-enabled tools and workflows as the foundation of how you execute – not as an occasional add-on. You use data to make decisions, defend recommendations, and hold yourself accountable to outcomes. This is a highly dynamic role for someone who thrives in fast-changing environments, operates autonomously without a playbook, and can seamlessly shift between technical depth and business acumen. The application deadline for this role is April 17th, 2026

Requirements

4+ years of full-cycle recruiting experience, including demonstrated success supporting engineering and product teams
Proven track record engaging and closing passive candidates in competitive technical markets
Fluency with AI-enabled sourcing tools and workflows – you use AI as a core part of how you source, screen, and optimize, not as an occasional shortcut
Strong business acumen with the ability to quickly build credibility across new functional areas
Experience scaling teams in a high-growth tech company environment
BA/BS or equivalent experience
Proficiency with Ashby (ATS) or similar modern recruiting platforms

Responsibilities

Build and execute tailored, AI-assisted sourcing strategies for each search – designing repeatable workflows for identifying, engaging, and converting passive candidates at scale
Use data and pipeline analytics to continuously refine sourcing effectiveness, tracking conversion rates, outreach response rates, and time-to-fill to inform decisions in real time
Maintain a proactive, systems-based approach to talent mapping – building and benchmarking pipelines before requisitions open, not after
Leverage AI tools to automate repeatable sourcing and screening tasks, freeing capacity for high-judgment work: calibration conversations, passive candidate engagement, and closing
Serve as a credible business partner to engineering, product, and IT leadership – bringing market intelligence, calibration depth, and a willingness to challenge requirements when needed
Set clear expectations with hiring managers on search strategy, pipeline health, and trade-offs – using data to frame difficult conversations rather than avoiding them
Develop trusted relationships with hiring managers, interviewers, and department leaders by delivering consistent follow-through and proactive communication throughout every search
Own the candidate experience end-to-end – treating every touchpoint as a brand-building moment and holding yourself accountable to respond to SLAs and communication quality even when hiring teams are slow
Identify high potential beyond keyword matching – assessing capability, trajectory, and culture contribution through thoughtful screening and structured evaluation
Balance immediate hiring goals with long-term pipeline building across both technical and business talent markets
Continuously audit your own workflows for inefficiency – designing AI-assisted solutions to reduce manual burden in application review, outreach, scheduling, and status communication
Use our ATS (Ashby) not just for tracking but for insight generation – maintaining data integrity and delivering pipeline health reports that drive action
Navigate challenges with candidates, colleagues, and hiring teams using a solutions-oriented, collaborative approach