Sr Talent Team Lead - Software

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. Use the latest models in every part of talent ops to find the best people in the world faster than any team has before. You won't bolt AI onto old processes; you'll rebuild recruiting around it.
• Treat talent as the critical path. Every role we can't fill slows the whole company down. We need to figure out how to move faster than everyone else in market without ever dropping the bar; one wrong hire costs more than a slow one.
• Build a brand the best want to join. Make Fluidstack a name top talent seeks out, not one we have to chase. You'll shape how the world's best engineers and operators hear about us, and why they say yes.

Role Scope

• Own hiring strategy, execution, and tracking for Fluidstack's Software org, building the annual delivery plan while staying hands-on and closing critical searches yourself.
• Lead, scale, and mentor a team of TA Partners, Sourcers, and Coordinators across the software org's engineering, product, and platform business units.
• Partner directly with senior hiring managers to forecast headcount, map talent needs, and align hiring strategy to business objectives.
• Design hiring processes that balance speed with candidate quality, driving technical recruitment for hard-to-fill software engineering, platform, and product roles to high offer-acceptance rates.
• Own hiring metrics, pipeline health, time-to-fill, conversion, offer acceptance, and build the recruiting infrastructure, ATS workflows, interview rubrics, and calibration, that keeps the whole funnel healthy.

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 and run hiring for software engineering or product orgs in a hyper-growth environment, ramping headcount without dropping the bar.
• You lead a team and set strategy but stay in the work. You take the hard searches, model great execution, and don't delegate your way out of accountability.
• You've managed people through 3 to 4 full annual performance review cycles, from goal-setting through calibration and delivery, and you use that rhythm to hold your own team accountable.
• You know the difference between competent and exceptional and won't compromise on it, for your team's hires or your own. Every hire raises the average.
• You build for the year but can lead quick pivots. You anticipate hiring needs and map talent landscapes so your team never starts a critical role from zero.
• You measure what matters, pipeline conversion, source quality, time-to-hire, and use it to manage performance and make decisions.
• You give clear, honest feedback and build trust by being straight with your team, not easy on them.
• Bonus: Deep-technical recruiting (AI, infrastructure, distributed systems). Scaling a TA function through rapid headcount growth. Immigration and global mobility coordination. Employer brand building.

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.