Senior Talent Acquisition Partner

This is a longer job description than most. That's intentional.

We're hiring someone who will have a significant impact on the people and teams we build at Loop, and we want you to understand exactly what you're signing up for - the opportunity, the pace, the ownership and the expectations.

This is recruiting with real ownership.

You'll work directly with our C-suite, senior leaders and hiring managers to build teams and, in some cases, help build entirely new functions from the ground up.

One search might mean finding an exceptional Account Executive. Another could mean mapping strategy talent from top consulting firms. The next could be helping a senior leader define the profile for a role or capability we've never hired before.

You'll recruit across Sales, GTM, Strategy & Operations, Product, Marketing and other critical business functions as Loop scales. Technical recruiting experience is a bonus, not a requirement.

But there is one thing that is non-negotiable:

You have to be exceptional at sourcing.

We aren't looking for someone who waits for great candidates to apply.

We want someone who can take a difficult search, understand what exceptional looks like, map the market, identify the people we should know, find them and convince them that Loop is worth a conversation.

You'll have access to a modern recruiting stack including Lever, Juicebox, Jack & Jill and other AI and sourcing technologies - and we want someone who is excited about pushing that stack further.

Experiment. Build workflows. Automate repetitive work. Find better data. Test new sourcing strategies. Use AI to uncover talent other recruiters miss.

This is also a high-output environment. At times, that means 20+ candidate conversations in a week alongside sourcing and running your searches.

But activity isn't the goal.

Exceptional hires are.

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.

Who You Are

You're probably the recruiter who gets handed the search everyone else is struggling with.

You don't see sourcing as one part of recruiting. You see it as the foundation of great recruiting.

Given a difficult brief, you can go from:

"We need an exceptional person to do X."

to:

"These are the people we should know, these are the ones I want to approach first, and here's how I'm going to get them interested."

You've operated in a fast-growth startup, scale-up or similarly demanding environment where priorities change quickly and hiring has to keep pace.

You're comfortable working directly with executives and senior leaders. You can take an imperfect brief, ask the right questions, understand the underlying business problem and turn it into a credible talent strategy.

You're also highly hands-on.

You source. You interview. You write outreach. You manage pipelines. You chase feedback. You close candidates.

And when something isn't working, you change the strategy rather than waiting for the market to solve the problem.

You should be comfortable operating at volume. There will be periods where you're conducting 20+ candidate interviews or screens per week while continuing to source and manage multiple searches.

That requires exceptional organization and systems discipline.
What We Care About Most

Can you find exceptional people?
Show us hires that happened because you found the candidate.

Can you create top-of-funnel?
We don't want recruiting success to depend on inbound applications.

Can you recognize bar-raising talent?
A candidate matching the job description isn't enough. We want people who make the company stronger.

Can you operate at startup speed?
Priorities will move. New roles will appear. Searches will change. Sometimes you'll need to build a talent map before the job description is finished.

Can you build systems, not just use them?
We want someone who thinks about workflows, automation, data, AI, tooling and how the entire recruiting machine can operate better.
Preferred Spikes

We don't expect you to have everything.

We're particularly interested in experience recruiting:

• Account Executives, SDRs and GTM leadership
• Product Managers
• Strategy & Operations talent
• Management consultants
• Marketing and Growth talent
• Senior leadership
• High-growth technology talent

Technical or AI recruiting experience would be valuable, but it isn't required.

Experience with Lever, Juicebox, Jack & Jill, LinkedIn Recruiter, AI sourcing platforms, automation or talent-intelligence tools is also valuable.

What matters more is how you use technology to make yourself a materially better recruiter.
What Success Looks Like

Within your first few months, our hiring managers should feel something has changed.

Instead of asking:

"Where are the candidates?"

they should be asking:

"Where did you find these people?"

You'll have built talent maps for our highest-priority functions.

You'll have developed relationships with candidates we wouldn't otherwise have reached.

You'll have established trusted partnerships with executives and hiring managers.

You'll understand our talent bar well enough to challenge a brief rather than simply execute it.

You'll have improved our sourcing workflows and found ways to use AI and automation to remove low-value recruiting work.

And you'll be consistently bringing exceptional, proactively sourced candidates into our hiring process.

That's the standard.

Thank you for reading this far!

Hiring Process & AI Disclosure

At Loop AI, we may use AI tools to support parts of the hiring process - reviewing applications, analyzing responses, supporting interview workflows. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are always made by people. Questions about how your data is processed? Reach out directly.

$100,000 - $140,000 a year