Job intelligence
SEO & AEO Manager
Juniper Square
Before relying on the listing: Confirm Application closing time with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
This opportunity needs a closer read before drawing a strong conclusion, especially around location rules could change the fit.
Current comparable position is around the 42th percentile.
Geographic eligibility is restricted to a country or region.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Advertised location
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.
Trade-offs to weigh
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Senior Staff Technical Go-to-Market (GTM) Product Marketing Manager, Access Security
1Password · Canada, USA
Why it is nearby: Same country · Similar work arrangement · Same employment type
About 60% higher advertised midpoint
Growth Manager, Paid Media
GiveDirectly · UK, USA
Why it is nearby: Same country · Similar work arrangement · Same employment type
About 40% lower advertised midpoint
Director of Product Marketing - Cloud & OT Security
Tenable · USA
Why it is nearby: Same country · Similar work arrangement · Same employment type
About 59% higher advertised midpoint
Senior Product Marketing Manager
UpBound · Canada, USA
Why it is nearby: Same country · Similar work arrangement · Same employment type
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Marketing roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (25) · EUR (12) · GBP (5) · CAD (1). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Shows the subset with enough stated evidence for a more informed first comparison.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
Uses only roles with a stated employment type.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 1511 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation. About 22% of the bounded current role sample does the same.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is uncommon in the current role sample.
This employer’s current visible listings disclose pay materially more often than the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- Is there a bonus, commission or other variable-pay component, and how is it calculated?
- What retirement or pension contribution does the employer provide?
- How much paid leave is provided and what are the carry-over or blackout rules?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- digital marketing manager
- marketing consultant
- marketing assistant
- business and marketing vocational teacher
- marketing manager
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Proofreaders and Copy Markers 43-9081.00
- Search Marketing Strategists 13-1161.01
- Marketing Managers 11-2021.00
- Market Research Analysts and Marketing Specialists 13-1161.00
- Securities, Commodities, and Financial Services Sales Agents 41-3031.00
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
digital marketing manager
Usually essential in this ESCO occupation
- digital marketing techniques
- perform market research
- brand marketing techniques
- marketing analytics
- design brand's online communication plan
- social media management
- digital communication and collaboration
Context-dependent ESCO skills
- services marketing
- conduct search engine optimisation
- carry out event management
- creatively use digital technologies
- implement marketing strategies
O*NET · U.S. occupation
Proofreaders and Copy Markers
O*NET occupation skills
- Reading Comprehension
- WritingPhrase in listing
- Speaking
- Active Listening
- Critical Thinking
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Adjacent current roles to investigate
Director, Sales Engineering
Mattermost · USA
same stated country · same employment type · similar work-arrangement evidenceEmerging Enterprise Account Executive
Amplitude · USA
same stated country · same employment type · similar work-arrangement evidenceSenior Revenue Intelligence Analyst | US
Degreed · USA
same stated country · same employment type · similar work-arrangement evidenceAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Skill bridge
What does this role connect to?
Large Language Models is one of the signals this listing shares with skills appearing often across current Marketing roles opportunities.
Skills named in this listing
Shared with the current career sample
- Large Language Models Seen in 15 sampled listings
- SEO Seen in 17 sampled listings
Combinations also appearing together
- Large Language Models + SEO appeared together in 4 sampled listings
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Large Language Models and SEO rather than relying on a keyword-only claim.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Sales roles, Product roles, and Design roles. This is exploration context, not a qualification match.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 87 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
Large Language Models
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
SEO
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
For SEO & AEO Manager at Juniper Square, the most useful clues right now are compensation has enough depth for comparison, remote flexibility can be weighed properly, and the application route gives a few useful clues. Looking at them together makes the trade-offs easier to see.
Compensation has enough depth for comparison
The annualized midpoint sits near the 42th percentile within 119 comparable USD salary observations. Treat that as current advertised-pay context rather than a forecast of take-home or total compensation.
Remote flexibility can be weighed properly
The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 62/100. One practical limit to notice is geographic eligibility is restricted to a country or region..
The application route gives a few useful clues
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.
How this analysis is assembled
This read combines the structured details currently available for pay, flexibility, qualifications, mobility, application effort and source continuity. Missing facts are left open for you to verify.
Analysis evidence coverage
How much analysis can the current evidence support?
Uses the explainable High Pay Score within the job’s current occupation/seniority/currency comparison sample.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The configured source supplied structured salary fields, a usable currency and a focused comparison value.
The source posting date is today.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
No standout strength is supported strongly enough to list here. That is not a negative rating.
Visible cautions
- Geographic eligibility is restricted to a country or region.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Still unknown
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Pay and barrier context available
The current pay position can be viewed alongside the stated barriers, but the available detail does not support a stronger conclusion.
Comparable disclosed-pay evidence places this job at about 42 / 100 within its current occupation/seniority sample.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
The source provides structured salary information with a comparatively focused range, improving the usefulness of pay comparisons.
The source posting date is today.
Compensation intelligence
How competitive is this pay?
Within the current market range
The annualized midpoint is below the current comparable median but remains within the sample’s lower-to-middle range.
The highlighted band is the middle 50% of the current comparable sample after the outlier guard. The dark marker is this job’s annualized salary midpoint.
Why this analysis?
- This score reflects the current advertised-pay distribution for comparable active jobs in the same currency. It measures pay position, not overall job quality.
- Salary confidence: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at Juniper Square
Very strong current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Juniper Square — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Software engineering (5) · Finance Accounting (4) · Operations (3)
Visible seniority mix: Senior / lead (12) · Leadership (13)
Current employment-type mix: Full time (29)
Most visible hiring countries in this sample: United States (29)
Other current roles from this employer
Senior Events Manager
USA
Leadership · Region-restricted remoteSenior Social Media Manager
USA
Leadership · Region-restricted remoteLead Business Systems Analyst, Lead-to-Cash
Canada, USA
Senior / lead · Region-restricted remoteSenior Program Manager, Lead-to-Cash
Canada, USA
Leadership · Region-restricted remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- USD 167,500 median · 27 disclosed salaries
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Current alternatives
Better-paying alternatives
These current roles show a materially higher annualized salary midpoint in the same broad occupation and currency. Similar seniority, country, work arrangement, employment type and recency are preferred where possible; higher pay alone does not make an alternative a better fit.
Director, Payer Marketing
Headway.co · USA
Region-restricted remoteWhy comparable: Same country · Similar work-location arrangement · Same employment type
Head of Corporate Marketing
LaunchDarkly · USA
Region-restricted remoteWhy comparable: Same country · Similar work-location arrangement · Same employment type
Director, Product & Segment Marketing Manager
NetDocuments · USA
Region-restricted remoteWhy comparable: Same country · Similar work-location arrangement · Same employment type
Alternatives are drawn from the current inventory rather than presented as application recommendations. A pay difference needs to be meaningful—about 3% or more at the midpoint—and different currencies are not compared.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
About Juniper Square
Private markets are one of the largest, most complex, and most underserved corners of global finance. Our mission at Juniper Square is to unlock their full potential. We’re the Operations Partner trusted by 2,300+ GPs, unifying technology, data, and fund administration services into a single platform that helps GPs move faster, make better decisions, and scale with precision. With $300B+ under administration and 700,000+ LPs on platform, we’ve built the scale to match our ambition. And with JunieAI, our purpose-built AI platform, we’re reimagining how private markets operate, embedding intelligence across every workflow. Founder-led since 2014, backed by $350M+ in funding, and now 1,000+ employees strong, we’re building a company designed to shape the future of private markets for decades to come.
Our culture is built for people who want to do ambitious, meaningful work alongside exceptionally talented teammates. We think like owners, move with urgency, and take pride in solving hard problems that truly matter to our customers and the future of private markets. We believe the best ideas come from open debate, deep collaboration, and diverse perspectives, which is why we believe transparency is the default and feedback makes us stronger. If you’re energized by high standards, rapid growth, and the opportunity to help define a category at a pivotal moment, come join us!
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
Sitting within Corporate Marketing, the SEO & AEO Manager owns Juniper Square's visibility across organic search, AEO, and GEO: how we're found, ranked, and cited, in traditional search and in the AI answer engines (ChatGPT, Perplexity, Gemini, Google AI Overviews) that GPs and fund operations teams increasingly use to research vendors and ideas. Working across the broader GTM organization, you'll set the strategy, then own execution end to end, from technical foundation to AI visibility to authority building.
GPs come to Juniper Square for software, for fund administration services, or increasingly both, and each entry point carries its own nuance (terminology, competitive set, audience expectations, etc.) so your strategy has to flex across the full platform rather than run one generic playbook. AEO and GEO add another layer: there's no industry-established playbook yet, and you're expected to help write one for Juniper Square rather than just execute someone else's. The right candidate uses AI as standard infrastructure and pairs technical rigor with the discipline to build processes that compound over time.
The application deadline for this role is October 5th, 2026.
What you’ll do
Own Technical SEO
Success here means organic traffic and rankings grow measurably against a defined set of priority terms across Juniper Square's full platform.
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Own SEO across junipersquare.com: on-page optimization, site architecture, internal linking, Core Web Vitals, and regular technical audits, partnering with our web engineering agency to scope and ship fixes.
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Monitor and improve sitewide crawl efficiency and indexing. Manage structured data (JSON-LD) and emerging AI crawling protocols, including llms.txt and plain-text/markdown alternates of priority pages.
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Own the brief and quality bar for agency and vendor relationships across SEO, AEO, and content production, deciding what stays in-house.
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Monitor Juniper Square's rankings against named competitors, in both traditional search and AI answer engines. When a competitor overtakes us on a priority term, diagnose why and drive the fix, whether that's a technical change, a content update, or an authority play.
Win Citations Across the Open Web
Success here means Juniper Square gets cited by name in ChatGPT, Perplexity, Gemini, or Google AI Overviews for the private markets questions that matter, tracked against named competitors.
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Optimize content for LLM and AI-search visibility: schema and structured data, answer-first formatting, and semantic reinforcement that makes Juniper Square content easy for AI systems to extract and cite.
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Extend that visibility beyond junipersquare.com to Reddit threads, YouTube (titles, descriptions, chapters, and metadata built to rank in video results), review sites, and other community content LLMs treat as trusted sources, and direct that content to work for two readers at once, crawlers and humans, using AI-assisted workflows to scale production without lowering the quality bar.
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Contribute to the broader social content strategy, including LinkedIn, so format and structure support search and AI-citation goals across channels, not just engagement.
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Run controlled experiments to isolate what actually moves AI citations rather than treating AEO as guesswork, and turn what you learn into a repeatable playbook.
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Track how AI platforms retrieve, summarize, and attribute Juniper Square content, report regularly on citation share alongside organic traffic and rankings, and use that data to reprioritize the roadmap.
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Treat technical SEO and GEO as one program with shared priorities instead of running them as separate workstreams.
Build Category Authority
Success here means referring domains and citations from private markets and financial media keep growing: real evidence Juniper Square is gaining authority on private markets ideas, not just its own product terms.
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Build Juniper Square's authority on the ideas that define private markets, not just on product and brand terms, so we're the source search engines and AI systems point to on GP operations, fund administration, and other core private markets topics.
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Tailor authority-building work to how a GP is engaging us, whether that's software, fund administration, or both, since the competitors and publications that matter shift with the entry point.
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Partner with content and subject-matter experts to identify where Juniper Square should be the definitive answer to a private markets question but isn't yet, and close those gaps.
Qualifications
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5+ years in SEO, including hands-on ownership of a technical SEO program at a large B2B organization.
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Real, hands-on AEO/GEO experience, not just familiarity with the concept. You should be able to point to a specific citation you've earned in an AI answer engine and explain exactly how you did it.
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A track record of earning backlinks and media citations built on original research or data, not outreach templates alone.
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Experience with SEO/GEO tooling, including rank trackers, log-file analysis, and AI-citation monitoring platforms. Plus hands-on experience with AEO/GEO or AI-citation monitoring tools, such as Profound, Airops, etc.
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Enough technical fluency with structured data and schema markup (JSON-LD) to spec work precisely and partner directly with engineers on implementation.
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Strong writing and editorial judgment: this role often means shaping how a piece of content is framed and structured, not just tagging it after the fact.
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Comfort operating with real ambiguity. AEO/GEO best practices are still being defined industry-wide, and this role is as much about building Juniper Square's playbook as running it.
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Experience optimizing social media and video content for search.
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Experience in financial services, fintech, or private markets, or a demonstrated ability to get up to speed quickly on a technical, regulated industry.
Compensation
Compensation for this position includes a base salary, equity, and a variety of benefits. The U.S. base salary of $116,000 - $160,000 USD. Actual base salaries will be based on candidate-specific factors, including experience, skillset, and location, and local minimum pay requirements as applicable.
Benefits include:
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Health, dental, and vision care for you and your family
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Life insurance
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Mental wellness coverage
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Fertility and growing family support
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Flex Time Off in addition to company-paid holidays
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Paid family leave, medical leave, and bereavement leave policies
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Retirement saving plans
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Allowance to customize your work and technology setup at home
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Annual professional development stipend
Your recruiter can provide additional details about compensation and benefits.
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed very recently
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.