Senior Talent Acquisition Partner

Loop AI•Tampa, FL

111d•$100,000 - $140,000

About The Position

Loop is an agentic restaurant intelligence software company that augments the back office of restaurant chains by automating workflows and delivering intelligence across finance, operations, and marketing functions. Loop deploys AI agents built by its in-house team into restaurant brands to bring industry best practices in handling complex internal functions. The company has offices in San Francisco, New York, Tampa, and India. Loop is a fast-growing restaurant technology company powering billions in revenue and serving over 10,000 restaurants within three years, assisting recognizable brands across the USA in growing their topline and bottom line. The company was built by a world-class team of entrepreneurs, operators, leaders, and AI engineers from various industries, including big tech, management consulting, and investment banking, with experience from companies like Uber, Google, Amazon, and McKinsey. This role offers significant ownership and impact on the people and teams built at Loop. The Senior Talent Acquisition Partner will work directly with the C-suite, senior leaders, and hiring managers to build teams and, in some cases, entirely new functions from the ground up. Searches will span various roles, from Account Executives to strategy talent from top consulting firms, and may involve defining new roles or capabilities. The position will recruit across Sales, GTM, Strategy & Operations, Product, and Marketing functions. Technical recruiting experience is a bonus but not a requirement. A non-negotiable requirement is exceptional sourcing ability, meaning the candidate must be proactive in identifying, engaging, and convincing passive candidates to consider Loop. The role utilizes a modern recruiting stack including Lever, Juicebox, Jack & Jill, and AI/sourcing technologies, with an expectation to innovate and improve these tools. This is a high-output environment requiring significant candidate engagement weekly, with a focus on making exceptional hires.

Requirements

Exceptional sourcing ability is non-negotiable.
Ability to take a difficult search, understand what exceptional looks like, map the market, identify people, and convince them to have a conversation.
Experience operating in a fast-growth startup, scale-up, or similarly demanding environment where priorities change quickly and hiring has to keep pace.
Comfortable working directly with executives and senior leaders.
Ability to take an imperfect brief, ask the right questions, understand the underlying business problem, and turn it into a credible talent strategy.
Highly hands-on: sourcing, interviewing, writing outreach, managing pipelines, chasing feedback, closing candidates.
Ability to change strategy when something isn't working rather than waiting for the market to solve the problem.
Comfortable operating at volume, with periods of conducting 20+ candidate interviews or screens per week while continuing to source and manage multiple searches.
Exceptional organization and systems discipline.
Ability to find exceptional people.
Ability to create top-of-funnel, not depending on inbound applications.
Ability to recognize bar-raising talent.
Ability to operate at startup speed, adapting to changing priorities and new roles.
Ability to build systems, thinking about workflows, automation, data, AI, tooling, and how the entire recruiting machine can operate better.

Nice To Haves

Technical recruiting experience.
Experience recruiting Account Executives, SDRs and GTM leadership.
Experience recruiting Product Managers.
Experience recruiting Strategy & Operations talent.
Experience recruiting Management consultants.
Experience recruiting Marketing and Growth talent.
Experience recruiting Senior leadership.
Experience recruiting High-growth technology talent.
Technical or AI recruiting experience.
Experience with Lever, Juicebox, Jack & Jill, LinkedIn Recruiter, AI sourcing platforms, automation or talent-intelligence tools.
Demonstrated ability to use technology to make oneself a materially better recruiter.

Responsibilities

Partner directly with the C-suite and senior leadership on some of Loop's most important hires.
Help leaders build new teams and functions, not simply fill existing vacancies.
Own searches across Sales, GTM, Strategy & Operations, Product, Marketing and other business functions.
Build exceptional top-of-funnel through proactive sourcing.
Identify and engage high-performing passive candidates who are unlikely to apply through traditional channels.
Build detailed talent and company maps for priority searches.
Develop creative sourcing strategies across target companies, competitors, communities, referrals, databases and unconventional talent pools.
Use AI, automation and modern sourcing technology to materially increase the speed and quality of talent discovery.
Build compelling, personalized outreach that gets exceptional passive candidates interested.
Conduct high volumes of candidate conversations while maintaining a consistently high assessment bar.
Own candidates from first outreach through interview, offer and close.
Advise hiring managers on talent availability, compensation, candidate quality and market dynamics.
Challenge assumptions when a search profile is unnecessarily narrow or we're looking in the wrong places.
Build structured, repeatable recruiting processes that scale with Loop.
Maintain exceptional ATS and pipeline discipline.
Use funnel data to understand where searches are working, where they're failing and what needs to change.
Continuously improve how Loop identifies, attracts, assesses and closes talent.