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Hanover Park

Full-Stack Engineer

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Recruitment began on September 1, 2026
and the job listing Expires on October 1, 2026
Apply Now

About Hanover Park

We’re building the AI-native ERP that will define private markets infrastructure. This isn’t an AI wrapper slapped onto legacy software – we built a proprietary general ledger accounting system from the ground up, designed specifically for complex investment firms. As the system of record, we’ve earned the trust to bundle fund administration with tools that were previously fragmented: investor portals, AI-powered portfolio management, KPI collection, and more.

With AI, context is king. And Hanover Park has all the context on our customers.

In under a year, we’ve scaled to over $25 billion in assets under administration, serving investment firms and LPs that include top-5 banks and major endowments. We’re backed by Emergence Capital (first investor in Salesforce and Zoom), Susa Ventures (first investor in Robinhood and Flexport), and Lux Capital.

Stripe for payments. Ramp for expenses. Hanover Park for investments.

About the role

Hanover Park is an engineering-first company on a mission to build the best engineering team. Our investors keep asking: “How are you shipping this much product?” You would join a builder culture.

No bureaucracy. No hierarchy. We care about shipping delightful products to our customers. Nothing else.

You’ll work directly alongside our CTO, making technical decisions on the infrastructure behind billions of dollars in private markets assets – with real ownership over core systems, not features on a roadmap managed by someone else.

What you’ll work on

AI-powered automation that cuts manual work out of fund administration: the workflows private equity, venture capital, and asset managers have complained about for 20 years

Full-stack products owned end-to-end – frontend, backend, infra, AI, deployment

Hard technical problems at the intersection of AI, finance, and accounting

Architecture and technical decisions alongside the CTO

No QA team. No PM writing detailed specs. You ship it, you own it.

Stack

TypeScript/Next.js, Supabase/Postgres, AWS, Trigger.dev for background jobs and AI inference.

What we’re looking for

Need:

Strong full-stack fundamentals across frontend, backend, and infra

Production experience building or integrating LLM/AI workflows

High ownership – you don’t wait for a spec to start solving a problem

Nice to have:

Fintech or accounting software background

Data-intensive backend work (healthtech, insurance, finance, loans)

Seed-to-Series B startup experience

This isn’t the right fit if:

You need a PM to define the problem before you can start

You’re used to dedicated QA and design support and struggle without it

You need multiple rounds of review before anything ships

Why join now

Private markets are a $100 trillion asset class that’s never had infrastructure built for it. We’re building it. The learning curve is steep, the velocity expectations are high, and the work actually matters.

If that sounds like your kind of problem, let’s talk.

Equal opportunity employment

Hanover Park is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, genetic information, or any other characteristic protected under applicable federal, state, or local law.

We are committed to building a team that reflects a diversity of backgrounds, perspectives, and skills. All qualified applicants will receive consideration for employment without regard to any protected characteristic.

If you require a reasonable accommodation during the application or interview process, please contact us at support@hanoverpark.com.

Hanover Park is headquartered in the Gramercy Area in New York City. This role is on-site 5 days per week.

Apply Now

Job Market DataIn partnership withLightcast logo

Are you looking to use real-time job market data to make informed decisions about your future career path, explore relevant salary data, or identify the skills you need to build or market to get your next role? Use the following tool to explore your options.

There are two ways to navigate this tool:

  1. Keyword Search: Search for the title of the job you’re looking to pursue, or skills you may have that could be relevant for a particular career path.
  2. Narrow Down by Industry + Occupation: If you have a general sense of the industry you’d like to pursue, you can narrow down the occupations within a given industry to help you decide.
Find career data by selecting keywords Keyword Search
or, by filtering for industry and occupation Industry Search

First, choose an industry of interest, then filter for occupation. (If you'd like to see data for a specific location only, filter by state.)

Type in a keyword to select a relevant occupation. (If you'd like to see data for a specific location only, filter by state.)

  • 01 Occupation Description
  • 02 Employment Trends
  • 03 Top Employers
  • 04 Education Levels
  • 05 Annual Earnings
  • 06 Technical Skills
  • 07 Core Competencies
  • 08 Job Titles

Occupation Description

Employment Trends

The number of jobs in the career for the past two years, the current year, and projections for the next 10 years. Job counts include both employed and self-employed persons, and do not distinguish between full- and part-time jobs. Sources include Emsi industry data, staffing patterns, and OES data.

Top Employers

These companies are currently hiring for .

    Education Levels

    The educational attainment percentage breakdown for a career (e.g. the percentage of people in the career who hold Bachelor’s Degrees vs. Associate Degrees). Educational attainment levels are provided by O*NET.

    Annual Earnings

    Earnings figures are based on OES data from the BLS and include base rate, cost of living allowances, guaranteed pay, hazardous-duty pay, incentive pay (including commissions and bonuses), on-call pay, and tips.

    Technical Skills

    A list of hard skills associated with a given career ordered by the number of unique job postings which ask for those skills.

      Core Competencies

      The skills for the career. The "importance" is how relevant the ability is to the occupation: scale of 1-5. The "level" is the proficiency required by the occupation: scale of 0-100. Results are sorted by importance first, then level.

        Job Titles

        A list of job titles for all unique postings in a given career, sorted by frequency.

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