Head of Talent Acquisition

LILT•San Francisco, CA

About The Position

LILT AI is changing how the world communicates — and LILT is leading that transformation. We're on a mission to make the world's information accessible to everyone , regardless of the language they speak. We use cutting-edge AI, machine translation, and human-in-the-loop expertise to translate content faster, more accurately, and more cost-effectively without compromising on brand, voice, or quality. At LILT, we empower our teammates with leading tools, global collaboration, and growth opportunities to do their best work. Our company virtues— Work together, win together; Find a way or make one; Quicker than they expect; Quality is Job 1 —guide everything we do. We are trusted by Intel Corporation , Canva , the United States Department of Defense , the United States Air Force , ASICS , and hundreds of global Enterprises. Backed by Sequoia, Intel Capital, and Redpoint, we’re building a category-defining company in a $50B+ global translation market being redefined by AI. Role Overview LILT is hiring a Head of Talent Acquisition & Recruiting to own full-cycle recruiting across the company. This is a builder-coach role , not a traditionally managerial seat. It is an AI native position, meaning that you will work with our team: you will personally run searches for our highest-priority roles while coaching a small team of recruiters, and you will be the architect of an AI-agent-driven talent engine that sources and screens candidates so that human interview time is spent almost entirely on candidates who have already cleared a rigorous, AI-run bar. You'll report to the VP of People and partner closely with hiring managers across Engineering, Sales, Marketing, and Operations. This role exists because of how LILT works today. We believe the best talent leaders don't just manage headcount — they are builders. Just as our product uses agentic AI to automate translation workflows and reserve expert human review for what actually needs it, our recruiting function should use AI agents to source and screen talent, reserving scarce hiring-manager and executive time for final-round conversations with candidates who are already qualified.

Requirements

4+ years of full-cycle recruiting experience, ideally spanning both technical and go-to-market hiring in a high-growth or AI-centric company.
Direct, hands-on experience with AI-powered sourcing or screening tools, or a demonstrated ability to design and operate agentic recruiting workflows from scratch.
Experience coaching, mentoring, or informally leading other recruiters — a title isn't required, but you should have already made someone else better at this job.
A track record of personally closing hard-to-fill roles, not just managing others who do.
Structured, rigorous evaluator of talent — you can build a scorecard, run a calibrated interview, and tell the difference between a good story and a good hire.
Comfortable with ambiguity and building process from scratch — there is no existing AI-recruiting playbook to follow here; you'll write it.
Data-fluent: you can build and read your own funnel metrics without waiting on an analyst.
Clear, direct communicator with hiring managers and candidates alike.

Nice To Haves

Experience with integrating small teams / acquihires.
Hands-on experience with Ashby ATS or a comparable modern recruiting platform.
Prior recruiting experience in AI, machine learning, or localization/translation technology.
Experience building or piloting AI agents or automation for any part of a business workflow, recruiting or otherwise.

Responsibilities

Personally own full-cycle recruiting — sourcing, screening, interview loop design, and closing — for LILT's highest-priority roles across EPRD and GTM.
Build a team of AI agents, and coach and manage a small team of recruiters and sourcers, for direct sourcing, candidate assessment, and closing technique.
Deploy and manage AI agents as LILT's first-line sourcers and screeners — identifying candidates, conducting structured initial screens, and scoring them against role-specific scorecards before any human ever engages.
Continuously tune the AI screening bar using outcome data, so false positives and false negatives both shrink over time.
Redesign the human interview loop around this shift: fewer, higher-signal human conversations, focused on candidates the AI layer has already validated. Special focus on the software engineering interview cycle.
Build on our existing recruiting tools (Ashby + Noon AI).
Own recruiting metrics end-to-end: time-to-fill, pipeline conversion by stage (including AI-screen pass-through rate), quality-of-hire, and hiring-manager and candidate satisfaction.
Bring the same rigor to recruiting operations that LILT brings to its own AI products — instrument the funnel, find where it breaks, and fix it quickly.
Partner directly with hiring managers and the VP of People to translate headcount plans into targeted sourcing strategies and realistic SLAs.
Coach hiring managers on interviewing and candidate evaluation, especially on how to make the most of the finalist conversations the AI layer surfaces.
Build LILT's employer brand as proof that AI amplifies great recruiters rather than replacing them.