Open vacancies
Hiring is the constraint, so hiring is paid for.
How many technical recruiter roles are open right now?
No technical recruiter advert is open at the firms KnowQuant tracks today. Adverts are re-checked against the employers' own boards daily, so this page changes as soon as one appears.
Adverts are verified against the employers' own boards daily. Browse the whole book, or read the pay benchmark while you wait.
Because headcount quality is the binding constraint at most trading firms, in-house talent teams are small, senior and unusually well paid compared with technology recruiting elsewhere. The work is closer to research-led sourcing than to requisition management: mapping a narrow market, building multi-year relationships and running campus pipelines that convert years later.
KnowQuant's model puts total compensation for a technical recruiter in New York at roughly $95k to $600k, from entry level to senior. These are modelled bands, not published offers; the salary page shows the basis and how each city compares.
Loops for this function usually probe technical sourcing, market mapping, assessment design and offer negotiation. The firm guides below describe each loop stage by stage, and the practice bank has worked problems with full reasoning.
What does a technical recruiter earn?
The modelled band by city and seniority, with the basis it is built on.
Every open role at quant firms
Filter the whole book by function, city, skill and pay floor.
None are open at the firms KnowQuant tracks today. Adverts are re-checked daily, so the page updates as soon as one appears.
KnowQuant models New York total compensation at roughly $95k to $600k across seniority levels. This is a modelled estimate; adverts that publish pay show it separately.
The recurring requirements are technical sourcing, market mapping, assessment design, offer negotiation, campus programmes and data-led reporting.
Common routes in include agency recruiters moving in-house, technology talent acquisition specialists, campus and early-careers programme managers and people operations professionals. Firms also hire strong candidates from adjacent fields.
Counts describe adverts open on the employers' own boards at the last verification, not hiring plans or headcount. Adverts that disappear from a board drop out of this page.
Live opportunities
Open vacancies we track at quant firms, grouped by role and city. Adverts are anonymised.
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