LTV - Head of Talent Acquisition
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
Benefits
• 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. • Competitive compensation, equity, and a commitment to your personal and professional growth. • If this role sounds like it could be a fit, we'd love to hear from you! Feel free to reach out to our founder directly - [email protected]. • Not looking but know someone who would make a great fit? Refer them - we pay up to $5000 for a successful hire!
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