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Los Angeles, California, United States
Onsite
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-border.
Technical Experience
Ashby or similar modern ATS
LinkedIn Recruiter, Juicebox or similar AI-powered sourcing
Comp benchmarking tools (Levels.fyi, Glassdoor, Radford, or similar).
Pay transparency and employment law basics.
Preferred
SaaS or market research industry experience.
Experience hiring for technical roles in a SaaS environment preferred.
Benefits & Perks:
Fuel Cycle is committed to supporting the well-being, flexibility, and growth of our team. We offer a competitive and inclusive benefits package that includes:
Comprehensive Health Coverage: Medical, dental, and vision insurance plans
401(k) with Company Match: Plan for your future with our retirement savings program
Equity Purchase Option: Participate in Fuel Cycle’s long-term success
Flexible Work Schedule: Empowering you to balance life and work
Generous Time Off:
15 vacation days and 7 sick days per year
12 company holidays
4 floating holidays/recharge days to rest or celebrate what matters to you
Paid Parental Leave: Time to bond with your growing family
Monthly Internet & Phone Stipend: Support for remote work setup
Wellness & Lifestyle Perks: Access to tools like Rightway (healthcare navigation), Headspace (mental wellness), Peloton (fitness), and more
Team Connection Perks:
Weekly community lunches, refreshments, and snacks at our LA & NY headquarters
Compensation Overview:
The expected starting salary range for this position is $85,000 - $105,000. This range represents the typical starting compensation offered to candidates hired into this role. Final base salary will be determined based on a variety of factors, including location, work experience, skills, knowledge, education, and certifications.
In addition to base salary, this role is eligible for a discretionary bonus with a target of 5% of base salary. Actual bonus amounts, if any, are determined at the company’s sole discretion and may vary based on individual performance, company performance, and market conditions. This role may also be eligible for an equity grant or purchase option. These components make up your total compensation package, which will be reviewed in greater detail during your initial recruiter conversation.
Commitment to Diversity, Equity, and Equal Opportunity:
At Fuel Cycle, we embrace the values of diversity, equity, and inclusion and are committed to fostering an inclusive company culture. We believe that everyone, regardless of their background or identity, should have equal access to opportunities for growth and advancement. Our selection processes and career pathways are designed to be fair, transparent, and free from bias. We value the unique perspectives and contributions of each team member, knowing that this diverse range of experiences strengthens our team. Fuel Cycle stands firmly against discrimination based on disability, sex, race, gender identity, sexual orientation, religion, national origin, age, veteran status, or any other protected status under the law.
Fuel Cycle is an equal opportunity employer and fully comply with the Americans with Disabilities Act (ADA). We will provide reasonable accommodations for qualified applicants and employees with disabilities, as needed, to enable them to perform the essential functions of their job and participate in the application and interview process. If you require accommodations during any part of the application process, please contact us at hr@fuelcycle.com to discuss your needs.
