Early Careers Talent Lead

How We Operate

• Extreme ownership. Full autonomy. Own things end to end often taking on scope outside your core role without being asked to get things done.
• Velocity. We drive everything forward as fast as possible.
• First principles. Challenge every assumption. Zero analogy thinking, no egos, the best idea wins.
• Love of the game. The frontier of AI is the most interesting problem of our time. We put in long hours at high intensity to push the frontier forward.

• Build Fluidstack's early careers function from zero: own the strategy, stand up the infrastructure, and run full‑cycle recruiting for intern and new graduate roles across technical and non‑technical teams.
• Design and execute a university recruiting strategy by identifying the highest‑signal target schools, building relationships with faculty and student organizations, and establishing Fluidstack’s brand on the campuses where the most ambitious early‑career talent concentrates.
• Co‑design internship and new graduate programs with TA, Compensation, and TA Ops, then own adoption end to end: getting programs embedded and running across the business, not just built and handed off.
• 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 before we ever post a req.
• Screen early‑career candidates at a high bar: assess intellectual horsepower, mission alignment, and potential, not credentials, and make long‑term bets with the judgment to back them.
• Track pipeline health, conversion rates, offer acceptance, and source quality across programs, and use that data to sharpen strategy and report results to leadership.
• Build the hiring infrastructure, rubrics, evaluation frameworks, and program playbooks that create a sustainable early talent funnel as Fluidstack scales.

• You’ve built or materially 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, building 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 create structure from ambiguity and write the playbook yourself rather than waiting for one.
• You measure what matters—pipeline conversion, source quality, intern‑to‑FTE conversion—and use it to make better decisions rather than just report activity.
• Bonus:
  University recruiting in AI, infrastructure, or deep‑technical markets; building early careers programs at high‑growth or zero‑to‑one companies; employer brand strategy for campus; willingness to travel during peak recruiting cycles.

• 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.
• Salary range: $170,000–$250,000 per year, depending on experience, skills, qualifications, and location. 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.