Talent Acquisition Lead

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!

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.

• 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

• 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.
• St…