Director of Talent

Fluidstack•New York, NY

1d•$250,000 - $400,000

About The Position

At Fluidstack, we’re building the infrastructure for abundant intelligence. We partner with top AI labs, governments, and enterprises - including Mistral, Poolside, Black Forest Labs, Meta, and more - to unlock compute at the speed of light. We’re working with urgency to make AGI a reality. As such, our team is highly motivated and committed to delivering world-class infrastructure. We treat our customers’ outcomes as our own, taking pride in the systems we build and the trust we earn. If you’re motivated by purpose, obsessed with excellence, and ready to work very hard to accelerate the future of intelligence, join us in building what's next. At Fluidstack, we’re building the infrastructure for abundant intelligence. We partner with top AI labs, governments, and enterprises - including Mistral, Poolside, Black Forest Labs, Meta, and more - to unlock compute at the speed of light. We’re working with urgency to make AGI a reality. As such, our team is highly motivated and committed to delivering world-class infrastructure. We treat our customers’ outcomes as our own, taking pride in the systems we build and the trust we earn. If you’re motivated by purpose, obsessed with excellence, and ready to work very hard to accelerate the future of intelligence, join us in building what's next. About the Role We’re looking for a Director of Talent who can build and run a high-performance hiring engine end-to-end. This is not a “coordination” role – you’ll own the funnel, the process, the tools, and the metrics that drive our ability to hire world-class talent quickly and consistently. You’ll design and execute our talent strategy, decide when to use internal vs external recruiting capacity, manage agencies, and create the playbooks that let us scale to hundreds of people without lowering the bar.

Requirements

5+ years in recruiting, with significant time in high-growth tech companies (startup or scale-up).
3+ years owning a recruiting function or a major recruiting vertical (e.g. technical hiring)
Experience hiring in a very fast paced environment with a high cultural and technical bar.
Strong data orientation: you’ve defined KPIs, built dashboards, and run experiments to move them.
Proven track record of building or redesigning recruiting processes that scaled from double digits to hundreds of employees.
Experience partnering directly with founders / execs on hiring priorities and bar.
Comfortable being hands-on (running searches, closing candidates) while also thinking at systems level.
Experience managing agencies / RPOs and knowing when to use them vs build in-house.
Excellent written and verbal communication; can sell the opportunity and influence senior stakeholders.

Nice To Haves

Background in recruiting for software & hardware engineering roles especially for very high bar teams.
Experience in Datacenter Infrastructure, AI, or other highly competitive talent markets.
Exposure to adjacent People / HR topics (compensation bands, leveling frameworks, onboarding).

Responsibilities

Design a repeatable, data-driven hiring process from top-of-funnel to offer acceptance.
Build and optimize sourcing engines (inbound, outbound, referrals, talent communities) for all roles including exec recruitment.
Decide when to build in-house recruiting resources vs when to use external agencies / RPO; negotiate terms and manage those relationships.
Ensure consistent structured interviewing, scorecards, and calibration to maintain a high hiring bar.
Define and own core recruiting KPIs (e.g. time-to-hire, time-to-slate, offer-accept rate, funnel conversion by stage, source performance, quality of hire).
Remove friction from the candidate journey and hiring manager experience.
Build dashboards and cadences for reporting to leadership; diagnose bottlenecks and run experiments to improve them.
Hold yourself, your team, and any external partners accountable to clear SLAs and performance targets.
Partner with leadership and finance on headcount planning, prioritization, and trade-offs.
Build and lead a small, high-leverage team of recruiters and sourcers (and potentially coordination / ops).
Own the ATS and recruiting stack (ATS, sourcing tools, assessment tools, analytics).
Ensure compliance with relevant employment regulations in the regions where we hire.