Talent Acquisition Partner
for section headings. Use - for any list of duties/requirements/benefits, and
for prose. Include a section only when posting has real specific content. Avoid filler like "commensurate with experience". We have specific content for many sections.
We need to preserve all substantive information, not invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions. So we should omit the "Commitment to Diversity, Equity, and Equal Opportunity" paragraph (EEO). Also maybe the "Compensation Range: $85K - $105K" duplicate at end; we can incorporate into Compensation Overview but not duplicate.
We need to include location and work arrangement: "Location: Los Angeles, CA Work Arrangement: This is an onsite role requiring five days per week in the office." Could be a short
maybe under a heading? There's no explicit heading for location; but we could include a short paragraph before sections. The instruction: do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. So location and work arrangement can be a short
.
We need sections: About the role? The posting has "Overview:" which is a summary. Could treat as "About the role" heading? The instruction: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can map sections accordingly. We have Overview (maybe About the role). Key Responsibilities -> Responsibilities. Your Success Metrics maybe could be under Requirements? But better to have a separate section like "Success Metrics" but not in list; maybe we can include under Responsibilities? However instruction: prefer a few substantive sections over many thin ones. We could combine Success Metrics into Responsibilities or Requirements? But they are distinct. Could create a section "Performance Expectations" but not in given list. The list is just examples; we can use other headings if needed? It says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but suggests those as examples. Safer to stick to those categories. We can map:
- About the role: Overview paragraph.
- Responsibilities: Key Responsibilities bullet list.
- Requirements: What you’ll bring (Education & Experience, Technical Experience) maybe also Competencies & Attributes? Could be Qualifications. But we have separate Competencies & Attributes; could treat as Skills? Or Qualifications. Let's decide: Use "Requirements" for education/experience/technical. Use "Skills" for Competencies & Attributes. Use "Benefits" for Benefits & Perks. Use "Pay" for Compensation Overview (including salary range, bonus, equity). Use "Schedule" for Work Arrangement (onsite 5 days/week). Also maybe include Location in Schedule or separate short p.
We must not create Pay/Schedule/Benefits sections unless posting actually states them. It does state compensation, benefits, schedule. So okay.
We need to ensure we don't include filler like "commensurate with experience". Not present.
We need to preserve all substantive information: include details like sourcing via LinkedIn, Juicebox, AI-powered platforms, Ashby ATS, metrics, etc. Also include details about hiring manager partnership, recruiting operations, employer branding, etc. Also include details about success metrics: time to fill, candidate NPS, quality of hire, offer acceptance, salary bands, 90-day retention. Also include "Who you’ll work with?" details: candidates and hiring managers (LA, NY, remote US, India), People Team, Finance, Marketing, External vendors: Ashby, recruiting agencies, India search partner. Could be placed under Responsibilities or a separate section like "Collaboration". But we can include under Responsibilities as a bullet? Might be better to add a section "Collaboration" but not in list. However we can incorporate into Responsibilities as a bullet: "Partner with hiring managers across LA, New York, and remote US and India; collaborate with People Team, Finance, Marketing; manage external vendors (Ashby, recruiting agencies, India search partner)." That captures.
We must not duplicate lines. Ensure we don't repeat the compensation range twice.
Now produce HTML fragment.
Structure:
Location: Los Angeles, CA. Work Arrangement: This is an onsite role requiring five days per week in the office.
About the role
Fuel Cycle empowers leading organizations with agile research solutions that deliver decision‑ready insights — fast, flexible, and fully integrated. As a market research disruptor, our AI‑powered Insights Platform is built for speed, precision, and scale. With cutting‑edge tools and seamless audience connectivity, we help brands ditch the guesswork and make smarter, customer‑led decisions at lightning speed. Why work at Fuel Cycle? Join a high‑growth team where curiosity is valued, ownership is encouraged, and your work drives real‑world impact. Whether you’re based at our Los Angeles HQ, New York City hub, working remotely across the U.S., or part of our global team in India, you’ll help shape the future of decision intelligence for some of the world’s most iconic brands. Overview: Fuel Cycle is seeking a Talent Acquisition Partner to own full‑cycle recruiting and elevate our TA function with an AI‑first mindset. At Fuel Cycle, AI isn't a trend — it's how we work. Every role brings AI into how they think, build, and deliver, and we envision our TA Partner as the orchestrator of that in recruiting: designing and managing intelligent workflows that run the operation, directing AI like a thinking partner rather than just using it as a tool. If you automate what others do manually, build pipelines before they're needed, and hold yourself to metrics, this is your role. You'll partner with hiring managers across LA, New York, and remote US and India. A meaningful portion of the roles you'll fill require candidates to commit to fully in‑office, five days a week. That's the culture we're building, and you need to believe in it enough to sell it.
Responsibilities
- Full‑cycle recruiting: own sourcing through offer for all roles, technical and non‑technical.
- Source via LinkedIn, Juicebox, and AI‑powered platforms; build pipelines before they're needed.
- Design structured interview processes, evaluation rubrics, and debrief facilitation.
- Recruit primarily for fully in‑office positions (5 days/week) in LA and NY — set expectations early and honestly.
- Act as a strategic partner to hiring managers: coach on interviewing, bias mitigation, and candidate evaluation; drive alignment on role requirements and leveling before requisitions open.
- Build and maintain AI‑powered workflows and automations that reduce manual lift and improve velocity.
- Own Ashby ATS for data integrity, workflow efficiency, and reporting.
- Track key metrics: time to fill, quality of hire, offer acceptance, 90‑day retention, funnel conversion.
- Manage external agency relationships, including a dedicated India search partner.
- Ensure pay transparency compliance across all jurisdictions.
- Research market compensation and develop salary bands in partnership with People and Finance.
- Build compelling offers within defined ranges — lead with the full value proposition.
- Own the headcount tracker; partner with leadership on req prioritization and hiring timelines.
- Collaborate with Marketing on LinkedIn, Glassdoor, and employer brand presence.
- Deliver exceptional candidate experience from first contact through Day 30.
- Manage the employee referral program.
Requirements
- Bachelor's degree in HR, Business Administration, or related field.
- 5+ years in talent acquisition with full‑cycle ownership.
- Experience with distributed/international hiring including cross‑border.
- Technical experience with Ashby or similar modern ATS.
- Experience with LinkedIn Recruiter, Juicebox or similar AI‑powered sourcing tools.
- Compensation benchmarking tools (Levels.fyi, Glassdoor, Radford, or similar).
- Knowledge of pay transparency and employment law basics.
- Preferred: SaaS or market research industry experience.
- Preferred: experience hiring for technical roles in a SaaS environment.
Skills
- Strategic Thinking: aligns TA strategy with business goals; advises leadership with data.
- AI‑First Mindset: builds and orchestrates AI workflows; continuously seeks new capabilities.
- Hiring Manager Partnership: coaches and influences without managing.
- Data & Analytics: strong command of recruiting metrics and quality‑of‑hire measurement.
- Employer Branding & Compliance: shapes brand presence and knows employment law basics.
- Communication: direct and trusted across all levels — candidates to executives.
- Integrity and discretion with confidential information.
- Proactive — brings solutions, not just problems.
- Resilient and adaptable in a resource‑conscious environment.
- Intellectually curious — stays ahead of AI and recruiting trends.
Benefits
- Comprehensive Health Coverage: medical, dental, and vision insurance plans.
- 401(k) with Company Match: retirement savings program.
- Equity Purchase Option: participate in Fuel Cycle’s long‑term success.
- Flexible Work Schedule: empowering you to balance life and work.
- Generous Time Off: 15 vacation days and 7 sick days per year.
- 12 company holidays.
- 4 floating holidays/recharge days to rest or celebrate what matters to you.
- Paid Parental Leave: time to bond with your growing family.
- Monthly Internet & Phone Stipend: support for remote work setup.
- Wellness & Lifestyle Perks: access to tools like Rightway (healthcare navigation), Headspace (mental wellness), Peloton (fitness), and more.
- Team Connection Perks: weekly community lunches, refreshments, and snacks at our LA & NY headquarters.
Pay
The expected starting salary range for this position is $85,000 - $105,000. This range represents the typical starting compensation offered to candidates hired into this role. Final base salary will be determined based on a variety of factors, including location, work experience, skills, knowledge, education, and certifications. In addition to base salary, this role is eligible for a discretionary bonus with a target of 5% of base salary. Actual bonus amounts, if any, are determined at the company’s sole discretion and may vary based on individual performance, company performance, and market conditions. This role may also be eligible for an equity grant or purchase option. These components make up your total compensation package, which will be reviewed in greater detail during your initial recruiter conversation.
Schedule
This is an onsite role requiring five days per week in the office (Los Angeles,
for prose. Include a section only when posting has real specific content. Avoid filler like "commensurate with experience". We have specific content for many sections. We need to preserve all substantive information, not invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions. So we should omit the "Commitment to Diversity, Equity, and Equal Opportunity" paragraph (EEO). Also maybe the "Compensation Range: $85K - $105K" duplicate at end; we can incorporate into Compensation Overview but not duplicate. We need to include location and work arrangement: "Location: Los Angeles, CA Work Arrangement: This is an onsite role requiring five days per week in the office." Could be a short
maybe under a heading? There's no explicit heading for location; but we could include a short paragraph before sections. The instruction: do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. So location and work arrangement can be a short
. We need sections: About the role? The posting has "Overview:" which is a summary. Could treat as "About the role" heading? The instruction: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can map sections accordingly. We have Overview (maybe About the role). Key Responsibilities -> Responsibilities. Your Success Metrics maybe could be under Requirements? But better to have a separate section like "Success Metrics" but not in list; maybe we can include under Responsibilities? However instruction: prefer a few substantive sections over many thin ones. We could combine Success Metrics into Responsibilities or Requirements? But they are distinct. Could create a section "Performance Expectations" but not in given list. The list is just examples; we can use other headings if needed? It says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but suggests those as examples. Safer to stick to those categories. We can map:
- About the role: Overview paragraph.
- Responsibilities: Key Responsibilities bullet list.
- Requirements: What you’ll bring (Education & Experience, Technical Experience) maybe also Competencies & Attributes? Could be Qualifications. But we have separate Competencies & Attributes; could treat as Skills? Or Qualifications. Let's decide: Use "Requirements" for education/experience/technical. Use "Skills" for Competencies & Attributes. Use "Benefits" for Benefits & Perks. Use "Pay" for Compensation Overview (including salary range, bonus, equity). Use "Schedule" for Work Arrangement (onsite 5 days/week). Also maybe include Location in Schedule or separate short p.
We must not create Pay/Schedule/Benefits sections unless posting actually states them. It does state compensation, benefits, schedule. So okay.
We need to ensure we don't include filler like "commensurate with experience". Not present.
We need to preserve all substantive information: include details like sourcing via LinkedIn, Juicebox, AI-powered platforms, Ashby ATS, metrics, etc. Also include details about hiring manager partnership, recruiting operations, employer branding, etc. Also include details about success metrics: time to fill, candidate NPS, quality of hire, offer acceptance, salary bands, 90-day retention. Also include "Who you’ll work with?" details: candidates and hiring managers (LA, NY, remote US, India), People Team, Finance, Marketing, External vendors: Ashby, recruiting agencies, India search partner. Could be placed under Responsibilities or a separate section like "Collaboration". But we can include under Responsibilities as a bullet? Might be better to add a section "Collaboration" but not in list. However we can incorporate into Responsibilities as a bullet: "Partner with hiring managers across LA, New York, and remote US and India; collaborate with People Team, Finance, Marketing; manage external vendors (Ashby, recruiting agencies, India search partner)." That captures.
We must not duplicate lines. Ensure we don't repeat the compensation range twice.
Now produce HTML fragment.
Structure:
Location: Los Angeles, CA. Work Arrangement: This is an onsite role requiring five days per week in the office.
About the role
Fuel Cycle empowers leading organizations with agile research solutions that deliver decision‑ready insights — fast, flexible, and fully integrated. As a market research disruptor, our AI‑powered Insights Platform is built for speed, precision, and scale. With cutting‑edge tools and seamless audience connectivity, we help brands ditch the guesswork and make smarter, customer‑led decisions at lightning speed. Why work at Fuel Cycle? Join a high‑growth team where curiosity is valued, ownership is encouraged, and your work drives real‑world impact. Whether you’re based at our Los Angeles HQ, New York City hub, working remotely across the U.S., or part of our global team in India, you’ll help shape the future of decision intelligence for some of the world’s most iconic brands. Overview: Fuel Cycle is seeking a Talent Acquisition Partner to own full‑cycle recruiting and elevate our TA function with an AI‑first mindset. At Fuel Cycle, AI isn't a trend — it's how we work. Every role brings AI into how they think, build, and deliver, and we envision our TA Partner as the orchestrator of that in recruiting: designing and managing intelligent workflows that run the operation, directing AI like a thinking partner rather than just using it as a tool. If you automate what others do manually, build pipelines before they're needed, and hold yourself to metrics, this is your role. You'll partner with hiring managers across LA, New York, and remote US and India. A meaningful portion of the roles you'll fill require candidates to commit to fully in‑office, five days a week. That's the culture we're building, and you need to believe in it enough to sell it.
Responsibilities
- Full‑cycle recruiting: own sourcing through offer for all roles, technical and non‑technical.
- Source via LinkedIn, Juicebox, and AI‑powered platforms; build pipelines before they're needed.
- Design structured interview processes, evaluation rubrics, and debrief facilitation.
- Recruit primarily for fully in‑office positions (5 days/week) in LA and NY — set expectations early and honestly.
- Act as a strategic partner to hiring managers: coach on interviewing, bias mitigation, and candidate evaluation; drive alignment on role requirements and leveling before requisitions open.
- Build and maintain AI‑powered workflows and automations that reduce manual lift and improve velocity.
- Own Ashby ATS for data integrity, workflow efficiency, and reporting.
- Track key metrics: time to fill, quality of hire, offer acceptance, 90‑day retention, funnel conversion.
- Manage external agency relationships, including a dedicated India search partner.
- Ensure pay transparency compliance across all jurisdictions.
- Research market compensation and develop salary bands in partnership with People and Finance.
- Build compelling offers within defined ranges — lead with the full value proposition.
- Own the headcount tracker; partner with leadership on req prioritization and hiring timelines.
- Collaborate with Marketing on LinkedIn, Glassdoor, and employer brand presence.
- Deliver exceptional candidate experience from first contact through Day 30.
- Manage the employee referral program.
Requirements
- Bachelor's degree in HR, Business Administration, or related field.
- 5+ years in talent acquisition with full‑cycle ownership.
- Experience with distributed/international hiring including cross‑border.
- Technical experience with Ashby or similar modern ATS.
- Experience with LinkedIn Recruiter, Juicebox or similar AI‑powered sourcing tools.
- Compensation benchmarking tools (Levels.fyi, Glassdoor, Radford, or similar).
- Knowledge of pay transparency and employment law basics.
- Preferred: SaaS or market research industry experience.
- Preferred: experience hiring for technical roles in a SaaS environment.
Skills
- Strategic Thinking: aligns TA strategy with business goals; advises leadership with data.
- AI‑First Mindset: builds and orchestrates AI workflows; continuously seeks new capabilities.
- Hiring Manager Partnership: coaches and influences without managing.
- Data & Analytics: strong command of recruiting metrics and quality‑of‑hire measurement.
- Employer Branding & Compliance: shapes brand presence and knows employment law basics.
- Communication: direct and trusted across all levels — candidates to executives.
- Integrity and discretion with confidential information.
- Proactive — brings solutions, not just problems.
- Resilient and adaptable in a resource‑conscious environment.
- Intellectually curious — stays ahead of AI and recruiting trends.
Benefits
- Comprehensive Health Coverage: medical, dental, and vision insurance plans.
- 401(k) with Company Match: retirement savings program.
- Equity Purchase Option: participate in Fuel Cycle’s long‑term success.
- Flexible Work Schedule: empowering you to balance life and work.
- Generous Time Off: 15 vacation days and 7 sick days per year.
- 12 company holidays.
- 4 floating holidays/recharge days to rest or celebrate what matters to you.
- Paid Parental Leave: time to bond with your growing family.
- Monthly Internet & Phone Stipend: support for remote work setup.
- Wellness & Lifestyle Perks: access to tools like Rightway (healthcare navigation), Headspace (mental wellness), Peloton (fitness), and more.
- Team Connection Perks: weekly community lunches, refreshments, and snacks at our LA & NY headquarters.
Pay
The expected starting salary range for this position is $85,000 - $105,000. This range represents the typical starting compensation offered to candidates hired into this role. Final base salary will be determined based on a variety of factors, including location, work experience, skills, knowledge, education, and certifications. In addition to base salary, this role is eligible for a discretionary bonus with a target of 5% of base salary. Actual bonus amounts, if any, are determined at the company’s sole discretion and may vary based on individual performance, company performance, and market conditions. This role may also be eligible for an equity grant or purchase option. These components make up your total compensation package, which will be reviewed in greater detail during your initial recruiter conversation.
Schedule
This is an onsite role requiring five days per week in the office (Los Angeles,