Senior Talent Acquisition Partner

We need to output HTML fragment with sections: About the role? Actually the posting includes "About Loop" description, then "This is a longer job description..." etc. We need to use

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We need to include sections only when posting has real specific content. The posting includes: About Loop (company description). That could be "About the role"? Actually "About Loop" is about company, not role. But we can treat as "About the role"? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should map content to these headings if present. The posting includes responsibilities, qualifications (Who You Are, What We Care About Most, Preferred Spikes, What Success Looks Like). Also maybe "About the role" could be the initial description about Loop and the role's purpose. We'll include sections: About the role, Responsibilities, Requirements (maybe combine Who You Are and What We Care About Most), Skills (Preferred Spikes?), Benefits (none explicit), Pay (none), Schedule (none). We must not create sections with placeholder text. So only include sections where we have substantive content. We have substantive content for About the role (company description and role purpose). Responsibilities (list). Requirements (Who You Are, What We Care About Most). Skills (Preferred Spikes). Possibly also "What Success Looks Like" could be part of Requirements or separate but we can include under Requirements. We must not include boilerplate like Hiring Process & AI Disclosure, Accessibility, etc. Remove those. We must preserve all substantive information; do not invent or summarize away detail. So we need to keep the details, but we can format as lists. We need to use

• for any list of duties/requirements/benefits. For prose, use

  . We need to avoid repeating job title as heading. No job title given explicitly; it's implied "Recruiter" maybe. We'll not add. We must not include Job ID etc. We'll produce something like:

  About the role

  Loop is an agentic restaurant intelligence software ... (the paragraph about Loop, mission, growth, team). Then maybe also mention the role's purpose: hiring across functions, building teams, etc. We'll combine. Then

  Responsibilities

  • Partner directly with the C-suite and senior leadership on some of Loop's most important hires
  ... etc. Then

  Requirements

  We could split into

  Who You Are

  but instruction only allows those headings; but we could still use those headings? It says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but better to stick to those. So we can put all requirements under Requirements heading, using

  • for each bullet. Similarly Skills under Skills heading. We must not include Benefits, Pay, Schedule if not present. Thus output HTML fragment with those sections. Let's extract content. About Loop paragraph: "Loop is an agentic restaurant intelligence software that augments the back office of restaurant chains by automating workflows and delivering intelligence across the finance, operations and marketing functions. Loop deploys AI agents built by our in-house team of AI engineers, strategists and subject matter experts into restaurant brands - bringing industry best practices in handling complex internal functions. We have offices in San Francisco, New York, Tampa and India. Loop is one of the fastest growing restaurant technology companies powering a few billion dollars in revenue and growing to serve 10K+ restaurants within 3 years across some of the most recognizable brands of the USA, helping them grow their topline & bottomline. Loop has built by a world class team of entrepreneurs, operators, leaders and AI engineers from different industries, ranging from cutting edge big-tech, management consulting, investment banking among others across companies like Uber, Google, Amazon, McKinsey and others." Then after that: "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." That's about the role purpose. Now Responsibilities list: bullet points after "Responsibilities". Let's extract: - 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 Now Requirements: "Who You Are" paragraph plus "What We Care About Most" plus maybe "What Success Looks Like". Let's extract 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 (questions): - 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. We can include these under Requirements or maybe separate sections like Qualifications. But we only have headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We could put Who You Are and What We Care About Most under Requirements, Preferred Spikes under Skills, What Success Looks Like maybe under Qualifications? Or we could combine all under Requirements. But to avoid thin sections, we can make: - About the role - Responsibilities - Requirements (combining Who You Are, What We Care About Most, What Success Looks Like) - Skills (Preferred Spikes) We must not create sections with placeholder text. All have content. Now we need to format as HTML fragment. We'll use

    About the role

    then

    with the combined paragraphs (maybe two paragraphs). Ensure we preserve all info; we can split into multiple

    for readability but not required. We must not include any boilerplate like Hiring Process & AI Disclosure, Accessibility, etc. Let's craft. About the role content: combine the Loop description and the role purpose paragraphs. We'll produce two

    elements: first about Loop, second about role expectations. Now Responsibilities:

    Responsibilities

    with each bullet as
    • .