Head of Talent Acquisition

LTV.ai; Georgia; On-site; USD 80,000 - 120,000; Full time

Benefits offered by this job

Competitive compensation

Equity

Professional growth opportunities

Job summary

LTV.ai is looking for a founding recruiter to establish the talent function from scratch. You will own end-to-end hiring for various roles and partner closely with the founding team.

The ideal candidate has over 5 years of experience in full-cycle recruiting, particularly in high-growth startups, and is well-versed in using AI to enhance recruiting workflows.

The position offers competitive compensation and opportunities for personal and professional growth.

Qualifications

• 5+ years recruiting experience in high-growth startups.
• Experience hiring senior engineers and GTM leaders.
• Building a talent function from scratch.

Responsibilities

• Own end-to-end hiring across the company.
• Build recruiting infrastructure from the ground up.
• Partner with founders to define roles and quality standards.
• Drive the candidate experience end-to-end.
• Use AI for sourcing and screening.

Skills

Full-cycle recruiting experience

Proven track record in hiring across functions

Exceptional sourcing skills

Strong closing ability

AI integration in recruiting

High judgment on talent

Job description

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.

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 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.

Role 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

What we're looking for (ideally)

• 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

Compensation + Benefits

• 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 - [e-mail].

Not looking but know someone who would make a great fit? Refer them - we pay up to $5000 for a successful hire!