Early Careers Talent Acquisition Lead

Fluidstack•Austin, TX

7d•$170,000 - $250,000

About The Position

Fluidstack is seeking an Early Careers Talent Acquisition Lead to build and own the company's early careers function from scratch. This role involves designing the strategy, establishing the necessary infrastructure, and managing the full-cycle recruitment process for intern and new graduate positions across both technical and non-technical teams. The ideal candidate will develop and execute a comprehensive university recruiting strategy, including identifying target schools, fostering relationships with faculty and student organizations, and building Fluidstack's brand on campuses. They will also be responsible for creating and driving adoption of early careers programs, planning and executing on-campus and virtual recruiting events, and maintaining a high hiring bar by assessing potential, intellectual horsepower, and mission alignment. A key aspect of this role is operating as a data-driven function, tracking key metrics to refine strategy and reporting to leadership. The lead will also build the long-term early talent pipeline by designing hiring infrastructure such as rubrics, evaluation frameworks, and program playbooks to support Fluidstack's growth.

Requirements

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, 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're a builder who creates structure from ambiguity — you don't need a playbook to hand you, you write it.
You measure what matters (pipeline conversion, source quality, intern-to-FTE conversion) and use it to make better decisions, not just report activity.

Nice To Haves

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.

Responsibilities

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, not just built.
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, not one we have to chase.
Screen with a high bar: assess potential, intellectual horsepower, and mission alignment — not just credentials. Early-career hiring is a long-term bet; you'll have the judgment to make it well.
Operate as a data-driven function: track pipeline health, conversion rates, offer acceptance, and source quality across programs, and use that data to continuously sharpen strategy and report to leadership.
Build the long-term early talent pipeline: Design the hiring infrastructure — rubrics, evaluation frameworks, and program playbooks — that creates a sustainable funnel of exceptional early talent to support department growth as Fluidstack scales.
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