Head of Talent Acquisition

LTV

About The Position

At LTV ai, we're redefining email marketing for e-commerce brands by automating a lot of the day-to-day manual grunt work that goes into email marketing, from segmentation, to creating campaigns without designers, to personalization. While increasing LTV and driving measurable growth, we help brands stay focused on what matters most - the customer. We're a fast-moving team building a high-growth company that's transforming the e-commerce industry. We recently closed our growth round, and we're scaling fast across every function — engineering, growth, sales, customer success, and beyond. This is a founding recruiter role. You won't be inheriting a playbook, you'll be standing up the talent function from zero — sourcing strategy, interview loops, employer brand, tooling, comp philosophy, the works — and you'll do it as a true partner to the founding team. If you've ever wanted to own hiring at a company end-to-end, shape the bar across every role we make, and build the function the way you've always thought it should be built, this is that seat.

Requirements

5+ years of full-cycle recruiting experience, with meaningful time spent at high-growth startups (Seed through Series B/C)
Proven track record hiring across functions — you've successfully closed senior engineers, GTM leaders, and CS hires, not just one swim lane
Founding-recruiter mentality — you've built (or are itching to build) a talent function from scratch and don't need an existing playbook to be effective
Exceptional sourcing chops — you can find and engage passive talent without leaning on agencies or inbound applicants
Strong closer — you understand candidate psychology, navigate competing offers, and consistently land top-of-market hires
AI-first operator — your default instinct is to use AI to streamline sourcing, outreach, screening, and ops; you actively experiment with new tools and workflows
High judgment on talent — you have a sharp internal bar and can calibrate it quickly to a hiring manager's needs
Comfortable operating with ambiguity, shifting priorities, and direct founder feedback
Bias toward speed without compromising on quality — you ship hires the way our engineers ship code

Responsibilities

Own end-to-end hiring across the entire company — engineering, product, sales, customer success, growth, operations, and leadership roles
Build the talent function from the ground up: ATS setup, sourcing infrastructure, interview rubrics, scorecards, calibration processes, and reporting
Run full-cycle recruiting yourself — sourcing, outreach, screening, coordinating, closing — until volume justifies hiring beneath you
Partner directly with the founder and hiring managers to define role profiles, calibrate the bar, and move quickly without sacrificing quality
Build a sourcing engine that doesn't rely on inbound — proactive outbound, referrals, communities, and creative channels
Own the candidate experience end-to-end, from first touch to offer accept, in a way that reflects how we operate as a company
Develop and refine our employer brand and hiring narrative as we scale
Use AI aggressively across the recruiting workflow — sourcing, screening, outreach personalization, scheduling, and pipeline analytics
Bring data and rigor to hiring: pipeline health, conversion rates, time-to-hire, source-of-hire, and quality-of-hire benchmarks
Lay the foundation for a future talent team — the systems, processes, and standards that will let us hire 10x from here