Early Careers Talent Acquisition Lead

Role Scope

• Build and own Fluidstack's early careers function from scratch — designing the strategy, standing up the infrastructure, and running full-cycle recruiting for intern and new graduate roles across technical and non-technical teams.
• Develop and execute a university recruiting strategy: identify target schools, build relationships with faculty and student organizations, and establish Fluidstack's brand on campuses where the best early-career talent is concentrated.
• Build and drive adoption of early careers programs: Partner with TA, Compensation, and TA Ops to co-design internship and new graduate programs — and own getting them embedded and adopted across the business.
• Plan and execute on-campus and virtual recruiting events with a focus on early engagement, education, and brand.
• Screen with a high bar: assess potential, intellectual horsepower, and mission alignment.
• Operate as a data-driven function: track pipeline health, conversion rates, offer acceptance, and source quality across programs.
• Build the long-term early talent pipeline: Design the hiring infrastructure — rubrics, evaluation frameworks, and program playbooks.
• Conduct research and identify the top programs in the US, alongside the specific departments suited for our needs and develop engagement programs for both intern and full time opportunities.

Required Qualifications

• You've built or significantly 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: brand, relationships, and pipelines that compound over time.
• You hold an uncompromising bar for early talent. You know the difference between a strong GPA and genuine potential.
• You're a builder who creates structure from ambiguity.
• You measure what matters (pipeline conversion, source quality, intern-to-FTE conversion) and use it to make better decisions.

Bonus Qualifications

• University recruiting in AI, infrastructure, or deep-technical markets.
• Experience building early careers programs at high-growth or zero-to-one companies.
• Employer brand strategy for campus.
• Willingness to travel during peak recruiting cycles.

Compensation & Benefits

• Competitive total compensation package (salary + equity).
• Retirement or pension plan.
• Health, dental, and vision insurance.
• Generous PTO policy.
• The salary range for this position is $170,000–$250,000 per year, depending on experience, skills, qualifications, and location. Total compensation may also include equity in the form of stock options.