> Markdown version of [/jobs/ext/4623562-sr-talent-team-lead-software](https://www.wearedevelopers.com/jobs/ext/4623562-sr-talent-team-lead-software). Every page supports `.md` or `Accept: text/markdown`. Links point to the HTML versions so they work for humans too. Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md).

---

# Sr Talent Team Lead - Software

- **Company:** Fluidstack Ltd
- **Location:** Austin, TX, United States
- **Experience:** Expert
- **Contract:** Permanent contract
- **Skills:** Artificial Intelligence, Applicant Tracking Systems, Distributed Systems, Software Engineering, Computer Network Operations
- **Published:** November 7, 2026
- **Apply:** https://www.careerbuilder.com/job-details/sr-talent-team-lead-software-austin-tx--2e375f1b-f043-40e5-9749-2d5eb909ed88

## About the Role

Team Lead/Manager, Artificial Intelligence (AI), Network Operations Center, Mentoring, Organizational Skills, Forecasting, Technical Recruiting, Software Engineering, Metrics, Calibration

## Description

* Own hiring strategy, execution, and tracking for Fluidstack's Software org, building the annual delivery plan while staying hands-on and closing critical searches yourself.
 * Lead, scale, and mentor a team of TA Partners, Sourcers, and Coordinators across the software org's engineering, product, and platform business units.
 * Partner directly with senior hiring managers to forecast headcount, map talent needs, and align hiring strategy to business objectives.
 * Design hiring processes that balance speed with candidate quality, driving technical recruitment for hard-to-fill software engineering, platform, and product roles to high offer-acceptance rates.
 * Own hiring metrics, pipeline health, time-to-fill, conversion, offer acceptance, and build the recruiting infrastructure, ATS workflows, interview rubrics, and calibration, that keeps the whole funnel healthy., * You've built and run hiring for software engineering or product orgs in a hyper-growth environment, ramping headcount without dropping the bar.
 * You lead a team and set strategy but stay in the work. You take the hard searches, model great execution, and don't delegate your way out of accountability.
 * You've managed people through 3 to 4 full annual performance review cycles, from goal-setting through calibration and delivery, and you use that rhythm to hold your own team accountable.
 * You know the difference between competent and exceptional and won't compromise on it, for your team's hires or your own. Every hire raises the average.
 * You build for the year but can lead quick pivots. You anticipate hiring needs and map talent landscapes so your team never starts a critical role from zero.
 * You measure what matters, pipeline conversion, source quality, time-to-hire, and use it to manage performance and make decisions.
 * You give clear, honest feedback and build trust by being straight with your team, not easy on them.
 * Bonus: Deep-technical recruiting (AI, infrastructure, distributed systems). Scaling a TA function through rapid headcount growth. Immigration and global mobility coordination. Employer brand building.