Talent Partner

About the role

We own full-cycle recruiting across technical and non-technical departments: proactive pipelines, rigorous screening, interview management, compensation discussions, and closing exceptional candidates.

We partner with hiring managers and leadership as a trusted talent advisor, challenging assumptions and bringing market data that sharpens their hiring strategy.

We drive workforce planning: use pipeline analytics and market intelligence to identify talent gaps ahead of demand, so Fluidstack never starts a critical hire from zero.

We screen with a high bar, assessing skills, potential, and mission alignment, and whether a candidate raises the average.

We operate as a data-driven function: track pipeline health, conversion, time-to-fill, offer acceptance, and source quality, and use it to improve the process.

We build and optimize hiring infrastructure: interview frameworks, scorecards, and structured processes that make the whole team faster.

Responsibilities

• Own full-cycle recruiting across technical and non-technical departments: proactive pipelines, rigorous screening, interview management, compensation discussions, and closing exceptional candidates.
• Partner with hiring managers and leadership as a trusted talent advisor, challenging assumptions and bringing market data that sharpens their hiring strategy.
• Drive workforce planning: use pipeline analytics and market intelligence to identify talent gaps ahead of demand, so Fluidstack never starts a critical hire from zero.
• Screen with a high bar, assessing skills, potential, and mission alignment, and whether a candidate raises the average.
• Operate as a data-driven function: track pipeline health, conversion, time-to-fill, offer acceptance, and source quality, and use it to improve the process.
• Build and optimize hiring infrastructure: interview frameworks, scorecards, and structured processes that make the whole team faster.

Requirements

• You've owned full-cycle recruiting in a competitive market and closed exceptional candidates against strong metrics.
• You think beyond the open req.
• You understand the business, anticipate hiring needs, and bring hiring managers insights they didn't know to ask for.
• You find and engage talent others can't reach, through creative strategies, non-obvious channels, and outreach that converts.
• You measure what matters (pipeline conversion, source quality, time-to-hire) and use it to make better decisions, not just report activity.
• You hold an uncompromising bar. You know the difference between competent and exceptional and won't move off it.

Qualifications

• Bachelor's degree in a relevant field or equivalent work experience.
• Proven success in full-cycle recruiting in a competitive market.
• Experience with sourcing, screening, and interviewing candidates.
• Strong understanding of the business and ability to anticipate hiring needs.
• Ability to measure and optimize recruitment processes.
• Experience with data-driven decision making.
• Ability to set and maintain a high bar for candidates.

Skills

• Strong communication and interpersonal skills.
• Ability to work independently and manage multiple projects simultaneously.
• Experience with ATS systems and tools.
• Knowledge of industry trends and best practices in recruiting.
• Ability to analyze data and use it to inform hiring decisions.
• Experience with performance management and employee development.

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 $100,000- $170,000 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

Full-time position.