Junction

Implementation Specialist

• Own lab integrations end-to-end: across the full lifecycle — onboarding, maintenance, relationship management, and offboarding. You’ll handle partner comms, keep internal teams updated, write code when needed, and troubleshoot issues from logs.
• Be the primary technical point of contact for lab partners during implementations.
• Coordinate timelines, requirements, and dependencies across engineering, ops, and customer success — and keep everyone aligned on what’s happening and what’s next.
• Spot risks + blockers early and drive them to resolution.
• Troubleshoot real issues: logs, broken workflows, and integration edge cases.
• Manage ongoing changes: test menu updates, compendia updates, and lab-specific requirements that evolve over time.
• Improve how we do integrations: document what matters, surface recurring issues, and help fix root causes so the next integration is faster and smoother.

Implementation Engineer

People Operations

• Own our People systems end-to-end: HRIS, onboarding, benefits, access, documentation. Keep things clean, joined up, and reliable.
• Run the employee experience: from offer → onboarding → changes → leavers. Consistent, clear, and human.
• Build the foundations that let us scale: workflows, templates, policies. Enough structure to work well without slowing people down.
• Handle payroll-related ops: coordinating inputs, deductions, and exit processes.
• Be the go-to person: for lifecycle questions, “how do I…?” moments, and the things that come up when a company is growing fast.
• Automate the repeatable stuff: Slack workflows, self-serve processes, and anything that reduces constant interrupts.
• Continuously improve how things run: you’ll spot what’s clunky, fix it, and make the next version better.
• Own the moments that matter: first days, anniversaries, milestones, and team moments that help a distributed team feel connected.

People Operations Manager

Recruitment

• 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). You’ll build pipeline, keep candidates warm, and follow up like your life depends on it.
• Keep momentum: you won’t let things drag. You’ll 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. You’ll 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.

Senior Business Recruiter

Executive Assistant

• Enable founder and senior leaders to spend their time where it matters most
• Own calendar and schedule management for Maitham and selected senior leaders if required
• Prepare board meetings (scheduling, materials, logistics)
• Manage travel and logistics, building scalable processes
• Collaborate with Head of Talent on adhoc people operations and experience projects
• Unblock leaders or the wider team on the highest priority tasks