Early Careers Lead/Program Manager

How We Operate

• Be a barrel. Full autonomy. Own things end to end, take on scope without being asked, no permission required to operate outside your core role.
• Insane urgency. We drive everything forward as fast as possible.
• Reason from 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 something that actually matters. If you're going to spend your time, spend it on something that matters to the world.

Examples of key problems the team is working on

• Deploy AI across the entire funnel: sourcing, screening, scheduling, and analysis run on AI, so a small team moves like a large one.
• 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.
• Build a brand the best want to join: make Fluidstack a place exceptional people seek out, not one they have to be convinced about.

Role Scope

• 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 creates a sustainable early talent funnel as Fluidstack scales.

What We're Looking for

The below is a starting point. We always make space for exceptional people, so if you don't fit this role exactly, tell us where you would

• 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.

Salary & 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.

• Total compensation may also include equity in the form of restricted stock units.
• We are committed to pay equity and transparency.

You will receive a confirmation email once your application has successfully been accepted. If there is an error with your submission and you did not receive a confirmation email, please email with your resume/CV, the role you've applied for, and the date you submitted your application-- someone from our recruiting team will be in touch.