Role Scope- Build and own Fluidstack's early careers function from scratch - designing the strategy, standing up the infrastructure, and running full-cycle recruiting for intern and new graduate roles across technical and non-technical teams.
- Develop and execute a university recruiting strategy: identify target schools, build relationships with faculty and student organizations, and establish Fluidstack's brand on campuses where the best early-career talent is concentrated.
- Build and drive adoption of early careers programs: Partner with TA, Compensation, and TA Ops to co-design internship and new graduate programs - and own getting them embedded and adopted across the business, not just built.
- Plan and execute on-campus and virtual recruiting events with a focus on early engagement, education, and brand - making Fluidstack a name the most ambitious students seek out, not one we have to chase.
- Screen with a high bar: assess potential, intellectual horsepower, and mission alignment - not just credentials. Early-career hiring is a long-term bet; you'll have the judgment to make it well.
- Operate as a data-driven function: track pipeline health, conversion rates, offer acceptance, and source quality across programs, and use that data to continuously sharpen strategy and report to leadership.
- Build the long-term early talent pipeline: Design the hiring infrastructure - rubrics, evaluation frameworks, and program playbooks - that creates a sustainable funnel of exceptional early talent to support department growth as Fluidstack scales.
- Conduct research and identify the top programs in the US, alongside the specific departments suited for our needs and develop engagement programs for both intern and full time opportunities
Required Qualifications- The below is a starting point. We always make space for exceptional people, so if you don't fit this role exactly, tell us where you would.
- You've built or significantly scaled a university recruiting program and can point to specific outcomes - schools entered, pipelines built, conversion rates improved.
- You think in programs, not reqs. You design for the long term: brand, relationships, and pipelines that compound over time, not just this semester's headcount.
- You hold an uncompromising bar for early talent. You know the difference between a strong GPA and genuine potential, and you evaluate accordingly.
- You're a builder who creates structure from ambiguity - you don't need a playbook to hand you, you write it.
- You measure what matters (pipeline conversion, source quality, intern-to-FTE conversion) and use it to make better decisions, not just report activity.
- Bonus: University recruiting in AI, infrastructure, or deep-technical markets. Experience building early careers programs at high-growth or zero-to-one companies. Employer brand strategy for campus. Willingness to travel during peak recruiting cycles.
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.
You will receive a confirmation email once your application has successfully been accepted. If there is an error with your submission and you
did not receive a confirmation email, please email [redacted] with your resume/CV, the role you've applied for, and the date you submitted your application-- someone from our recruiting team will be in touch.
