Talent Acquisition Partner

FluidStack

Talent Acquisition Partner managing full-cycle recruiting across technical and non-technical departments for Fluidstack. Collaborating with leadership to drive workforce planning and optimize talent acquisition processes.

Posted 7/21/2026full-timeNew York City • New York • 🇺🇸 United StatesMid-LevelSenior💰 $100,000 - $170,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

Use this summary to align your resume positioning with the role.

Demonstrates expertise in full-cycle recruiting, utilizing data-driven strategies to optimize hiring processes and pipeline management. Capable of building strong partnerships with hiring managers to anticipate talent needs and implement effective sourcing strategies.

Highest-signal resume keywords

Full-Cycle RecruitingData-Driven Decision MakingPipeline AnalyticsCreative Sourcing StrategiesTechnical Recruiting

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Pipeline ManagementInterview ManagementCompensation DiscussionsCandidate ScreeningMetrics AnalysisHiring Infrastructure OptimizationTalent Gap IdentificationMarket IntelligenceScorecard DevelopmentOffer Acceptance Tracking

Soft Skills

Trusted Talent AdvisorChallenging AssumptionsHigh StandardsCollaboration with LeadershipCommunication Skills

Industry Keywords

AI RecruitingInfrastructure RecruitingHigh-Growth EnvironmentsZero-to-One Talent AcquisitionSourcing Craft

About the role

Key responsibilities & impact

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

What you’ll need

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.
Bonus: Technical recruiting in AI, infrastructure, or deep-technical markets. High-growth or zero-to-one TA environments. Sourcing craft and tooling.

Benefits

Comp & perks

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.