Talent Acquisition Partner - Commercial at Loop AI in New York, NY

Job description

About Loop Loop is building the AI workforce for the restaurant industry. Our AI agents automate complex workflows across finance, operations and marketing—turning fragmented data into clear decisions and action. Built by our in-house team of AI engineers, strategists and industry experts, Loop gives restaurant brands the intelligence and execution power to grow revenue, protect margins and scale. Backed by $14 million in Series A funding , Loop has grown in just four years to serve more than 14,000 restaurant locations , supporting billions of dollars in restaurant revenue across some of America’s most recognizable brands. We bring the capabilities of a sophisticated back office to every location—giving teams more time to focus on their food, their guests and their growth. Behind Loop is a team of entrepreneurs, operators and AI engineers with experience at Uber, Google, Amazon and McKinsey , spanning technology, management consulting and investment banking. With offices in San Francisco, New York, Tampa and India, we’re building the intelligence layer behind the next generation of restaurant operations. 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