Talent Acquisition Lead

Fluidstack; Seattle (WA); Sur place; USD 170 000 - 250 000; Plein temps

Avantages offerts par ce poste

Health, dental, and vision insurance

Generous PTO policy

Retirement or pension plan

Résumé du poste

Fluidstack in New York is seeking a Talent Acquisition Lead to drive the hiring strategy and execution across key business areas. You will lead a team while executing on critical hires, ensuring a positive candidate experience throughout the recruitment process.

The ideal candidate has over 5 years of talent acquisition experience, preferably in tech companies, and strong leadership skills. This role offers a competitive compensation package, including salary and equity options.

Qualifications

• 5+ years in talent acquisition at large-scale tech companies.
• 2+ years in a people management role with accountability.
• Experience building hiring delivery strategies.

Responsabilités

• Lead and scale talent acquisition across business units.
• Develop recruitment strategies for engineering and corporate functions.
• Build and manage a team of Talent Acquisition Partners.

Connaissances

Sourcing

Stakeholder management

Data fluency

Strategic thinking

Team management

Formation

Bachelor's or advanced degree in Business, Human Resources, or a related field

Description du poste

About Fluidstack

We exist to make humanity more free. For most of human history, you farmed or you starved. Technology gave people more time for the things they wanted to do, instead of things they had to do. Powerful AI will be the biggest lever for human choice we've ever built - but only if models are aligned with what humanity actually wants. There are groups building AI who don't share these goals. Whoever deploys frontier compute infrastructure fastest will decide whether AI expands human freedom or shrinks it. We're singularly focused on delivering 10 to 100s of GWs of compute faster than anyone else, rethinking every layer of the stack. We acquire power, design and build data centers, and operate them - with teams spanning hardware and software. Speed and scale are our key differentiators. Come be a part of building civilization-scale infrastructure for AI. We hire people who care deeply about this problem space. If that is you, please apply!

About the Role

We're seeking an exceptional Talent Acquisition Lead to own hiring strategy and execution for a key area of Fluidstack's business. Reporting into the Director of Talent Acquisition, you'll manage a team of TA members while staying deeply hands‑on — building the annual delivery strategy for your domain, executing on critical hires, and setting the bar for quality on every search your team runs. This is not a purely strategic role, and it's not a purely operational one. You'll be expected to think ahead — mapping talent needs, designing the right process, and making your team faster and better — while also closing searches yourself. The best candidate brings senior recruiting instincts, genuine management ability, and the drive to execute without being told twice.

What You'll Do

• Lead and scale a talent acquisition function across multiple business units, and technical domains

• Develop and execute end-to-end recruitment strategies for engineering, product, data, or corporate functions

• Partner directly with senior hiring managers and business leaders to understand workforce planning needs, forecast headcount, and align hiring strategy with business objectives

• Build, mentor, and manage a team of Talent Acquisition Partners, Sourcers, and Coordinators, providing clear strategic direction and performance accountability

• Design and optimize hiring processes that balance speed with candidate quality, ensuring a high‑touch, positive candidate experience at every stage

• Drive technical recruitment for specialized and hard‑to‑fill roles, achieving high offer acceptance rates through compelling positioning and stakeholder alignment

• Own hiring metrics and reporting — pipeline health, time‑to‑fill, conversion rates, diversity targets — and use data to continuously improve outcomes

• Collaborate with People Partners on organizational design, headcount budgeting, and re‑organization planning

• Manage immigration and global mobility matters in coordination with legal and compliance teams

• Establish and maintain scalable recruiting infrastructure: ATS workflows, interview frameworks, rubrics, and calibration processes

• Lead employer branding initiatives to position the company competitively in key talent markets

• Oversee onboarding coordination to ensure seamless transitions from offer acceptance to Day 1

• Partner with finance on headcount planning, budget control reviews, and compensation benchmarking

What We Value

• Player‑coach mentality: You lead a team and set strategy, but you're still in the work. You take on hard searches, model great execution, and don't delegate your way out of accountability.
• Bar raiser: You know the difference between competent and exceptional, and you won't compromise — for your team's hires or your own. Every hire should raise the average.
• Strategic thinking: You build for the year, not the week. You anticipate hiring needs, map talent landscapes, and ensure your team is never starting from zero on a critical role.
• Data fluency: You measure what matters — pipeline conversion, source quality, time‑to‑hire — and use that data to make better decisions and manage your team's performance.
• Speed and urgency: You move fast without cutting corners. In this environment, velocity and rigor aren't in tension — both are required.
• Direct management style: You give clear, honest feedback. You build trust by being straight with your team, not by being easy on them.
• Low ego, high curiosity: You value continuous learning over being right, embrace honest feedback, and view setbacks as opportunities to improve and grow.

Must‑Haves

• 5+ years in talent acquisition at fast‑growing and/or large‑scale tech companies, with a strong track record of exceptional sourcing and hiring.
• 2+ years in a people management role, with demonstrated ability to develop and hold accountable a team of recruiters and/or sourcers.
• Proven experience building and executing annual hiring delivery strategies for a domain or business unit.
• Strong stakeholder management — you're seen as a trusted partner by hiring managers, not just a service provider.
• Proven track record of leveraging data to report on team performance and influence hiring decisions.
• Bachelor's or advanced degree in Business, Human Resources, or a related field.

Nice to Have

• Background at high‑growth tech startups, preferably in datacenter, cloud/infrastructure, hardware, or AI.
• Experience designing interview processes, scorecards, and structured evaluation frameworks.
• Strong understanding of equity compensation structures (private vs. public).

Salary & Benefits

• Competitive total compensation package (salary + equity).
• Retirement or pension plan, in line with local norms.
• Health, dental, and vision insurance.
• Generous PTO policy, in line with local norms.

The salary range for this position is $170,000–$250,000 per year, depending on experience, skills, qualifications, and location. This range represents our good faith estimate of the compensation for this role at the time of posting. Total compensation may also include equity in the form of stock options.

We are committed to pay equity and transparency.

Fluidstack is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability and protected veterans’ status, or any other characteristic protected by law. Fluidstack will consider for employment qualified applicants with arrest and conviction records pursuant to applicable law.