Original listing text, shown exactly as published by the company.
About the Role
We seek an experienced, kind, and thorough partner to embed and work with Fluidstack’s technical departments on people and performance matters. Initially, your coverage will be broad. As the organization scales, you’ll specialize into a narrower set of departments.
In this role, you will nurture, coach, and develop your colleagues, focusing on macro and micro development to ensure they are performing to the best of their ability in healthy, scalable ways. This will take many forms: from direct 1-to-1 coaching with a new engineering manager to multi-quarter strategic planning with department leadership to navigating complex team dynamics.
Rather than pushing obtuse business metrics, your practice is grounded in employee advocacy and looking for holistic solutions that meet people where they are while simultaneously moving the organization toward meaningful results. You default to a growth mindset; asking probing questions and providing nuanced feedback, allowing you to build strong, open, and trusting relationships.
This is not an HR compliance role. You sit at the intersection of people and performance. You help managers manage better, not by training them in a classroom, but by working alongside them when it counts.
Regular travel to FluidStack offices and team locations is expected to build and maintain relationships across your coverage area.
What You Will Do
First 30 Days
- Complete onboarding and immerse yourself in the technical departments: sit in on team meetings, 1:1s (with permission), and planning sessions.
- Build trust-based relationships with managers. Understand team dynamics, pain points, and open questions.
- Map the current state of people practices across your departments: how are performance conversations happening? What’s the onboarding experience? Where are the gaps?
- Identify the top 2–3 areas where manager support would have the most immediate impact.
By 60 Days
- Begin active coaching with managers on performance conversations, feedback delivery, and team-level decision-making.
- Partner with the People team to roll out any new systems (performance, engagement, onboarding) within your departments, adapting for the technical context.
- Surface department-level people risks to the broader People team with clear framing and proposed next steps.
- Establish a regular check-in rhythm with department leadership across your coverage area.
By 90 Days
- Managers in your departments feel meaningfully more supported in people decisions. You can point to specific conversations or outcomes.
- You have a clear picture of people health across your coverage area: retention risks, development gaps, team dynamics.
- You’ve helped at least one People system land well in a technical department, not just deployed, but adopted.
- You are seen as a trusted partner, not a compliance function. Technical leaders come to you proactively.
What We Are Looking For
- Love of learning and intense curiosity about how people and teams work.
- Kindness and care in how you engage with colleagues, especially when conversations are difficult.
- Design thinking and problem-solving. You look for holistic solutions rather than quick fixes.
- Clarity, approachability, and precision in communication.
- You have partnered closely with managers before, not just administered HR processes, but actually influenced how leaders manage their people.
- You understand how technical teams work: sprint rhythms, release pressure, IC-to-manager transitions, architecture debates that are actually people problems. You don’t need to be technical, but you need to be credible when an engineering manager tells you their situation is different.
- You can hold both accountability and empathy simultaneously. You don’t shy away from hard conversations, and you don’t deliver them without care.
- You read team dynamics well and can identify patterns before they become crises.
- Demonstrated experience in an HRBP, People Partner, or similar embedded role supporting technical teams. We care about what you’ve influenced, not how long you’ve been doing it.
- We welcome candidates from coaching, organizational development, technical recruiting, or any background where influencing manager behavior and improving team outcomes in technical environments were central to the work.
You’ll Thrive Here If You
- Enjoy solving challenging problems. When there isn’t a clear solution, you take the time to understand the root complexities and work to find a holistic solution.
- Care about how things happen. The how is as important as the why. You believe in and trust the process.
- Care about the human. Everything you do is in service to making Fluidstack a place where people can do their best work. When decisions need to be made, you start with the human impact.
- Want to make something really great. The bar is high, but so too is the opportunity to shape how an entire technical organization experiences management and growth.
What Additive Value Looks Like
- Experience partnering with engineering orgs through hypergrowth, where the team doubled or tripled and the people challenges scaled faster than the systems.
- You’ve navigated the specific performance challenges of technical teams: how to evaluate IC output that’s hard to quantify, how to support managers through tough conversations about engineering performance, and how to help teams maintain standards during rapid hiring.
- Background in organizational development, coaching, or applied psychology.
- Experience supporting managers through system transitions (new performance frameworks, leveling, comp changes) in technical orgs specifically.
