Head of Talent Acquisition

Job not on LinkedIn

🕒 April 28

🇺🇸 United States – Remote

⏰ Full Time

🔴 Lead

🎯 Recruiter

👻 Ghost score 64%

What it means: how likely this posting is sitting open without active hiring.How to read it: 60% or higher means we think this is a ghost. Lower scores are less of a worry.How we score it: age, reposts, open roles vs team size, how fast jobs close, and whether pay is listed.Fine print: an estimate from public data, not a judgment of the company. Real jobs can score high, so treat it as a hint, not a fact.

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LTV.ai

WebsiteLinkedInAll Job Openings

11 - 50 employees

🤖 Artificial Intelligence

🛍️ eCommerce

📣 Marketing

Artificial Intelligence • eCommerce • Marketing

LTV. ai is a technology company that specializes in AI-driven marketing solutions to enhance customer engagement. Their platform enables businesses to implement hyper-personalized and conversational messaging strategies through email and SMS, utilizing customer data like purchase history and feedback. LTV. ai aims to increase customer lifetime value (LTV) by optimizing communication and providing tailored product recommendations, ultimately boosting sales and customer satisfaction.

📋 Description

• 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

🎯 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.

🏖️ Benefits

• Competitive compensation, equity, and a commitment to your personal and professional growth.