You’ll spend most of your time in technical conversations with candidates. That spans every discipline we hire for: backend, frontend, mobile, infrastructure. After each conversation, you give the team your call — yes or no, with your reasoning.

Quanloop builds its own investment platform in-house. We hire engineers carefully, and we’ve reached the volume where that process needs a dedicated technical voice in every candidate conversation. That’s the job.

If you’ve spent years building software and find yourself more interested in what makes someone genuinely good at this than in shipping the next feature, the fit is probably obvious.

What You’ll Be Responsible For

The interviews are the main event. You run the technical conversations with candidates across backend, frontend, mobile and infrastructure: Java systems, React frontends, mobile apps (Kotlin, Swift), infra and DevOps. You know what good looks like across those areas and can tell prepared answers from real experience.

Before each interview, you’ve already reviewed what the candidate submitted — their code, their test task. You come to the conversation knowing where to push.

After each conversation, you write a short assessment: what they showed, where they fell short, whether to move them forward. For finalists, you put together a one-pager for the CTO — your recommendation and the case for it.

You also keep the technical criteria for each role type current. When a new role opens, you set the bar. When other interviewers join a panel, you make sure they’re working from the same standard.

What This Role Is Not

It’s not a recruiting role. Sourcing, scheduling and the soft-skills side of the process belong to the Talent team. They bring you the shortlist; you take it from there, technically.

It’s not a path back to a delivery team. You’ll work with code every day, but you won’t be shipping it. If getting back to building product is the goal, this seat isn’t right for that.

It’s not remote. We work from our Budapest office. There’s some flexibility once you’re settled, but this is an on-site role.

A Typical Week

Most of it is interviews — two to five technical screens depending on how active the pipeline is. Before each one, you’ve reviewed the candidate’s submitted work. After each one, you write up your call and pass it to the recruiting team.

Between interviews, you’re reviewing code submissions as they come in and feeding back quickly. If a candidate sent in a test task, they hear within a couple of days.

There’s a regular pipeline check-in with the recruiting team, and a short session with the CTO when there are finalists to discuss. When hiring is slower, the time goes into keeping test tasks and technical criteria current — checking they still reflect what the roles actually need.

What We’re Looking For

You have a real engineering background. You’ve built and shipped production software, across enough years and enough types of system that you know what competence looks like from the outside.

You’re comfortable across the full technical range we hire for: backend Java (Spring, Spring Boot, Hibernate/JPA), frontend React, mobile (Kotlin for Android, Swift for iOS), and infrastructure (Linux, containers, CI/CD, production reliability). Deep expertise in one area is fine. The requirement is being able to read code and identify real problems across all of them.

You can run a technical conversation that gives candidates a fair chance to show what they know. You can say no clearly, with reasoning that stands up to scrutiny. And you can write a short, evidence-based assessment without padding it out.

Some prior experience running technical screens or reviewing code submissions for hiring is expected — two to three years as a reasonable floor. Business-level English is required.

The Technical Recruiter and Hiring Engineer Relationship

Different jobs, same process.

The Talent team runs the pipeline from first contact to close: sourcing, initial screening, scheduling, candidate experience, offer. They own the relationship with the candidate throughout.

The Hiring Engineer owns the technical picture. Once a candidate is put forward after the recruiter screen, the technical assessment is yours to make and document. What the candidate can do technically, whether that meets the bar, whether to move forward — your call.

The handoff between the two is deliberate: after the recruiter screen, you get a short note on each candidate and take it from there. When a candidate is declined, you give the Talent team enough of your reasoning that they can close things out well.

Daily contact, weekly pipeline review, no hierarchy between the roles. Peers working from different ends of the same process.

Before You Apply

If you want more context before applying, the pages below may be useful:

• Benefits and rewards — details on health cover, time off, learning support and role-dependent bonus arrangements
• Our offices — information on our office-first model and locations
• Teams at Quanloop — an overview of how teams work and where this role sits
• Our story — background on the company and the way we work

This is optional reading, but it should give you a better sense of what to expect before you apply.

How to Apply

Apply with your CV. A short note is welcome, but not required.