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.

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.