Head of Talent Acquisition

About LTV.ai

At LTV.ai, we're redefining email marketing for e-commerce brands by automating the manual work that goes into segmentation, campaign creation, and personalization.

While increasing LTV and driving measurable growth, we help brands stay focused on what matters most — the customer.

Why Join Us?

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 end-to-end, shape the bar across every role, and build the function the way you’ve always thought it should be built, this is that seat.

Role Responsibilities

• Own end-to-end hiring across the 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, reflecting 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 — systems, processes, and standards that will let us hire 10x from here

What We’re Looking For (Ideally)

• 5+ years of full-cycle recruiting experience, with meaningful time at high-growth startups (Seed through Series B/C)

• Proven track record hiring across functions — successfully closed senior engineers, GTM leaders, and CS hires

• Founding-recruiter mentality — you’ve built (or are eager to build) a talent function from scratch without needing a playbook

• Exceptional sourcing chops — able to find and engage passive talent without agencies or inbound reliance

• Strong closer — skilled at candidate psychology, navigating competing offers, and consistently landing top hires

• AI-first operator — instinctively use AI to streamline sourcing, outreach, screening, and ops; actively experiment with new tools

• High judgment on talent — sharp internal bar, quickly calibrated to hiring manager needs

• Comfortable with ambiguity, shifting priorities, and direct founder feedback

• Bias toward speed without compromising quality — you ship hires the way engineers ship code