Talent Acquisition Partner

About this role

About Fuel Cycle:

Fuel Cycle empowers leading organizations with agile research solutions that deliver decision-ready insights — fast, flexible, and fully integrated. As a market research disruptor, our AI-powered Insights Platform is built for speed, precision, and scale. With cutting-edge tools and seamless audience connectivity, we help brands ditch the guesswork and make smarter, customer-led decisions at lightning speed.

Why work at Fuel Cycle?

Join a high-growth team where curiosity is valued, ownership is encouraged, and your work drives real-world impact. Whether you’re based at our Los Angeles HQ, New York City hub, working remotely across the U.S., or part of our global team in India, you’ll help shape the future of decision intelligence for some of the world’s most iconic brands.

Overview:

Fuel Cycle is seeking a Talent Acquisition Partner to own full-cycle recruiting and elevate our TA function with an AI-first mindset. At Fuel Cycle, AI isn't a trend — it's how we work. Every role brings AI into how they think, build, and deliver, and we envision our TA Partner as the orchestrator of that in recruiting: designing and managing intelligent workflows that run the operation, directing AI like a thinking partner rather than just using it as a tool. If you automate what others do manually, build pipelines before they're needed, and hold yourself to metrics, this is your role.

You'll partner with hiring managers across LA, New York, and remote US and India. A meaningful portion of the roles you'll fill require candidates to commit to fully in-office, five days a week. That's the culture we're building, and you need to believe in it enough to sell it.

Location: Los Angeles, CA

Work Arrangement: This is an onsite role requiring five days per week in the office.

Is This Role For You?

This is for you if:

- You think in systems and would rather build a sourcing agent than copy-paste a Boolean string.

- You're energized by constraint — you know how to attract great people when comp isn't the headline.

- You want ownership: design and optimize the process, don't just follow one.

- You're a genuine partner to hiring managers — you push back, coach, and hold the bar.

- You get excited when a new AI tool drops and immediately think about how to wire it in.

This is not for you if:

- You wait to be given tools or need heavy structure before you can move.

- You're uncomfortable with: "This role is in-office five days a week, and that's not changing."

- You see recruiting as transactional or administrative.

- You need top-of-market comp for yourself or your candidates — we're ~110 people and our bands reflect that.

Key Responsibilities:

Full-Cycle Recruiting

- Own sourcing through offer for all roles, technical and non-technical.

- Source via LinkedIn, Juicebox, and AI-powered platforms; build pipelines before they're needed.

- Design structured interview processes, evaluation rubrics, and debrief facilitation.

- Recruit primarily for fully in-office positions (5 days/week) in LA and NY — set expectations early and honestly.

Hiring Manager Partnership & Coaching

- Act as a strategic partner — not just a coordinator — throughout the full process.

- Coach on interviewing, bias mitigation, and candidate evaluation.

- Drive alignment on role requirements and leveling before requisitions open.

Recruiting Operations

- Build and maintain AI-powered workflows and automations that reduce manual lift and improve velocity.

- Own Ashby ATS for data integrity, workflow efficiency, and reporting.

- Track key metrics: time to fill, quality of hire, offer acceptance, 90-day retention, funnel conversion.

- Manage external agency relationships, including a dedicated India search partner.

- Ensure pay transparency compliance across all jurisdictions.

Compensation Benchmarking & Workforce Planning

- Research market comp and develop salary bands in partnership with People and Finance.

- Build compelling offers within defined ranges — lead with the full value proposition.

- Own the headcount tracker; partner with leadership on req prioritization and hiring timelines.

Employer Branding & Candidate Experience

- Collaborate with Marketing on LinkedIn, Glassdoor, and employer brand presence.

- Deliver exceptional candidate experience from first contact through Day 30.

- Manage the employee referral program.

Your Success Metrics:

- Time to fill at or better than benchmark SLAs.

- High candidate NPS and quality of hire scores.

- Offer acceptance rate at or above benchmark.

- Salary bands established and maintained for active roles.

- 90-day retention maintained or improved.

Who you’ll work with?

- Candidates and hiring managers (LA, NY, remote US, India)

- People Team, Finance, Marketing

- External vendors: Ashby, recruiting agencies, India search partner

Competencies & Attributes:

Competencies

- Strategic Thinking: Aligns TA strategy with business goals; advises leadership with data.

- AI-First Mindset: Builds and orchestrates AI workflows; continuously seeks new capabilities.

- Hiring Manager Partnership: Coaches and influences without managing.

- Data & Analytics: Strong command of recruiting metrics and quality of hire measurement.

- Employer Branding & Compliance: Shapes brand presence and knows employment law basics.

- Communication: Direct and trusted across all levels — candidates to executives.

Attributes

- Integrity and discretion with confidential information.

- Proactive — brings solutions, not just problems.

- Resilient and adaptable in a resource-conscious environment.

- Intellectually curious — stays ahead of AI and recruiting trends.

What you’ll bring:

Education & Experience

- Bachelor's degree in HR, Business Administration, or related field.

- 5+ years in talent acquisition with full-cycle ownership.

- Experience with distributed/international hiring including cross-borde

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