Head of Talent Acquisition — AI & Infra

Fluidstack; Seattle (WA); Hybrid; USD 140,000 - 210,000; Full time

Benefits offered by this job

Equity inclusion

Health, dental, vision insurance

Generous PTO

Remote work policy

Job summary

Fluidstack is hiring for a Talent Acquisition leader in Seattle to own the hiring strategy and execution for Product and Engineering. You will mentor a team of TA Partners and Sourcers, forecast headcount with senior managers, and design processes that balance speed with quality.

You will drive metrics, build recruiting infrastructure, and coordinate global mobility when needed, ensuring high offer-acceptance rates and strong alignment with business objectives.

Qualifications

• Led engineering/product hiring functions in hyper-growth contexts.
• Hands-on in hardest searches and accountable for outcomes.
• Experience running 3–4 annual performance cycles with calibration.
• Ability to map talent landscapes and forecast headcount.
• Develop annual delivery plans and scalable TA processes.
• Define and implement recruitment metrics and pipelines.
• Provide candid feedback and build trust within teams.
• Bonus: experience with immigration/global mobility and employer branding.

Responsibilities

• Own hiring strategy, execution, and tracking for Fluidstack's Product and Engineering org.
• Lead, scale, and mentor TA Partners, Sourcers, and Coordinators.
• Forecast headcount with senior managers and align hiring strategy to business goals.
• Design fast, high-quality recruitment processes for hard-to-fill roles.
• Own recruiting infrastructure, ATS workflows, interview rubrics, and calibration.

Skills

Hiring leadership

Hands-on execution

Performance review cycles

Talent mapping

Hiring strategy

Process design

Metrics and analytics

Feedback and coaching

Global mobility coordination

Job description

Fluidstack is hiring for a Talent Acquisition leader in Seattle to own the hiring strategy and execution for Product and Engineering. You will mentor a team of TA Partners and Sourcers, forecast headcount with senior managers, and design processes that balance speed with quality.

You will drive metrics, build recruiting infrastructure, and coordinate global mobility when needed, ensuring high offer-acceptance rates and strong alignment with business objectives.