operations supervisor

8205 institutional police sergeant

Fluidstack

<div>
 
 About Fluidstack
 
 
 
 We exist to make humanity more free. For most of human history, you farmed or you starved. Technology gave people more time for the things they wanted to do, instead of things they had to do. Powerful AI will be the biggest lever for human choice we've ever built - but only if models are aligned with what humanity actually wants. There are groups building AI who don't share these goals. Whoever deploys frontier compute infrastructure fastest will decide whether AI expands human freedom or shrinks it.
 
 
 We're singularly focused on delivering 10 to 100s of GWs of compute faster than anyone else, rethinking every layer of the stack. We acquire power, design and build data centers, and operate them - with teams spanning hardware and software. Speed and scale are our key differentiators. Come be a part of building civilization-scale infrastructure for AI.
 
 
 
 We hire people who care deeply about this problem space. If that is you, please apply!
 
 
 
 
 About The Role
 
 
 
 We&rsquo;re seeking exceptional Talent Acquisition Partners to build Fluidstack from the ground up. You won&rsquo;t just fill roles - you&rsquo;ll operate as a strategic partner to the business, using data and market intelligence to shape hiring strategy, influence workforce planning, and hold an uncompromisingly high bar for every person who joins.
 
 
 This role sits at the intersection of strategy and execution. You&rsquo;ll own the full recruiting lifecycle, but the real value you bring is upstream: understanding the business deeply, anticipating talent needs before they become urgent, and giving hiring managers the insight and conviction to make great decisions fast. Our team believes building the backbone of AI starts with exceptional talent - and you&rsquo;ll be central to that.
 
 
 
 What You'll Do
 
 
 
 <ul>
 <li>
 Partner strategically with the business: Work directly with hiring managers and leadership as a trusted talent advisor - understanding their goals, challenging their assumptions, and bringing market data and hiring insights that sharpen their thinking and strategy. You will spearhead, guide, execute, and report/align on the progress of hiring projects.
 </li>
 <li>
 Drive workforce planning: Use recruiting data, pipeline analytics, and market intelligence to contribute to headcount planning, identify talent gaps ahead of demand, and ensure Fluidstack is never starting from zero on a critical hire.
 </li>
 <li>
 Own full-cycle recruiting: Lead end-to-end hiring across technical and/or non-technical departments - from building proactive pipelines and screening with rigor to managing interviews, leading compensation discussions, and closing exceptional candidates.
 </li>
 <li>
 Screen with a high bar: Implement a disciplined evaluation process that separates good from excellent - assessing not just skills, but potential, mission alignment, and whether a candidate raises the bar for the team.
 </li>
 <li>
 Operate as a data-driven function: Lead Track and report on pipeline health, conversion rates, time-to-fill, offer acceptance, source quality, and market trends to drive sharper decisions and continuously improve the recruiting process.
 </li>
 <li>
 Build and optimize hiring infrastructure: Design interview frameworks, scorecards, and structured processes that scale. Create institutional knowledge that makes the whole team faster and better.
 </li>
 <li>
 Champion the candidate experience: Move candidates through the process at pace while ensuring every touchpoint reflects Fluidstack&rsquo;s standards - responsive, high-signal, and worthy of the talent we&rsquo;re pursuing.
 
 
 </li>
 </ul>
 
 Focus/What We Value
 
 
 
 <ul>
 <li>
 Strategic depth: You think beyond the open req. You understand the business, anticipate hiring needs, and bring hiring managers insights and data they didn&rsquo;t know to ask for.
 </li>
 <li>
 Data fluency: You measure what matters - pipeline conversion, source quality, time-to-hire - and use that data to make better decisions, not just report activity.
 </li>
 <li>
 Bar raiser: You know the difference between competent and exceptional, and you won&rsquo;t compromise. Every hire should raise the average.
 </li>
 <li>
 Speed and urgency: You move fast without cutting corners. In this environment, velocity and rigor aren&rsquo;t in tension - both are required.
 </li>
 <li>
 Exceptional sourcing craft: You find and engage talent others can&rsquo;t reach - through creative strategies, non-obvious channels, and outreach that converts.
 </li>
 <li>
 First principles thinking: You question assumptions and reason from the ground up. You don&rsquo;t default to how things have always been done.
 </li>
 <li>
 Low Ego, High Curiosity: Values continuous learning over being right, embraces honest feedback, and views setbacks as opportunities to improve and grow.
 
 
 </li>
 </ul>
 
 Must-Haves
 
 
 
 <ul>
 <li>
 2+ years in FLC talent acquisition with strong metrics, closing offers, stakeholder management, and impactful projects.
 </li>
 <li>
 3+ years of sourcing in highly competitive domains, leveraging non-conventional channels.
 </li>
 <li>
 Bachelors or advanced degree in human resources, data analytics, business management, or similar.
 </li>
 <li>
 Proven track record of leveraging data to influence hiring decisions across stakeholders
 
 
 </li>
 </ul>
 
 Nice to have
 
 
 
 <ul>
 <li>
 2+ Background at high-growth tech companies or startups, preferably in datacenter, cloud/infrastructure, hardware or AI.
 </li>
 <li>
 Strong understanding of private vs public equity
 </li>
 <li>
 Experience designing interview processes, scorecards, and structured evaluation frameworks in high-growth environments.
 
 
 </li>
 </ul>
 
 Salary &amp; Benefits
 
 
 
 <ul>
 <li>
 Competitive total compensation package (salary + equity).
 </li>
 <li>
 Retirement or pension plan, in line with local norms.
 </li>
 <li>
 Health, dental, and vision insurance.
 </li>
 <li>
 Generous PTO policy, in line with local norms.
 
 
 </li>
 </ul>
 The salary range for this position is $100,000- $170,000 per year, depending on experience, skills, qualifications, and location. This range represents our good faith estimate of the compensation for this role at the time of posting. Total compensation may also include equity in the form of stock options.
 
 
 We are committed to pay equity and transparency.
 
 
 Fluidstack is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability and protected veterans&rsquo; status, or any other characteristic protected by law. Fluidstack will consider for employment qualified applicants with arrest and conviction records pursuant to applicable law.
 
 
 
 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 careers@fluidstack.io 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.
 
 
 
 Compensation Range: $120K - $200K
 
 
</div>

Talent Acquisition

Explore 1+ 8205 institutional police sergeant in San Francisco this June. Find roles across top companies and apply now to boost your career.

1 8205 institutional police sergeant jobs In San Francisco

Talent Acquisition