Early Careers Talent Lead

About the role

The Talent Team at Fluidstack is seeking a strategic leader to build and scale the early careers function. This individual will design and execute university recruiting strategies, co-design internship and new graduate programs, and build the hiring infrastructure to sustain a robust early talent funnel as Fluidstack grows.

Responsibilities

• 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.
• Treat talent as the critical path: every team's ability to hit its goals is gated on hiring, so recruiting is the constraint the whole company watches.
• 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.
• Create structure from ambiguity and write the playbook yourself rather than waiting for one.
• Measure what matters, pipeline conversion, source quality, intern-to-FTE conversion, and use it to make better decisions rather than just report activity.

Requirements

• 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.

Qualifications

• Bachelor’s degree in Business Administration, Human Resources, Marketing, Communications, or related field.
• Minimum of 5 years of experience in university recruiting, preferably in a tech or startup environment.
• Experience in building and scaling employer branding on college campuses.
• Strong understanding of the recruitment process, including sourcing, screening, and onboarding.
• Ability to work independently and manage multiple projects simultaneously.
• Excellent communication and interpersonal skills.
• Experience with ATS systems and familiarity with industry trends and best practices.

Skills

• Strategic planning and execution.
• University recruiting expertise.
• Program design and implementation.
• High-level relationship management.
• Strong analytical and problem-solving skills.
• Effective communication and presentation skills.

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.

Pay

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.

Schedule

Fluidstack offers a flexible schedule to accommodate the needs of both the employee and the organization.