Head of Talent Acquisition

AI is changing how the world communicates and LILT is leading that transformation.

Were on a mission to make the worlds information accessible to everyone regardless of the language they speak. We use cutting-edge AI machine translation and human-in-the-loop expertise to translate content faster more accurately and more cost-effectively without compromising on brand voice or quality.

At LILT we empower our teammates with leading tools global collaboration and growth opportunities to do their best work. Our company virtuesWork together win together; Find a way or make one; Dance in the customers shoes; Quicker than they expect; Quality is Job 1guide everything we do. We are trusted by Intel Corporation Canva the United States Department of Defense the United States Air Force ASICS and hundreds of global Enterprises. Backed by Sequoia Intel Capital and Redpoint were building a category-defining company in a $50B global translation market being redefined by AI.

LILT is hiring a Head of Talent Acquisition & Recruiting to own full-cycle recruiting across the company. This is a builder-coach role not a traditionally managerial seat. It is an AI native position meaning that you will work with our team: you will personally run searches for our highest-priority roles while coaching a small team of recruiters and you will be the architect of an AI-agent-driven talent engine that sources and screens candidates so that human interview time is spent almost entirely on candidates who have already cleared a rigorous AI-run bar. Youll report to the VP of People and partner closely with hiring managers across Engineering Sales Marketing and Operations.

This role exists because of how LILT works today. We believe the best talent leaders dont just manage headcount they are builders. Just as our product uses agentic AI to automate translation workflows and reserve expert human review for what actually needs it our recruiting function should use AI agents to source and screen talent reserving scarce hiring-manager and executive time for final-round conversations with candidates who are already qualified.

Builder-Coach Recruiting

• Personally own full-cycle recruiting sourcing screening interview loop design and closing for LILTs highest-priority roles across EPRD and GTM.

• Build a team of AI agents and coach and manage a small team of recruiters and sourcers for direct sourcing candidate assessment and closing technique.

• In the arena: every recruiter on the team should see how you personally run a search and hold themselves to that bar.

Build and Run the AI-Native Talent Engine

• Deploy and manage AI agents as LILTs first-line sourcers and screeners identifying candidates conducting structured initial screens and scoring them against role-specific scorecards before any human ever engages.

• Continuously tune the AI screening bar using outcome data so false positives and false negatives both shrink over time.

• Redesign the human interview loop around this shift: fewer higher-signal human conversations focused on candidates the AI layer has already validated. Special focus on the software engineering interview cycle.

• Build on our existing recruiting tools (Ashby Noon AI).

Process Metrics and Rigor

• Own recruiting metrics end-to-end: time-to-fill pipeline conversion by stage (including AI-screen pass-through rate) quality-of-hire and hiring-manager and candidate satisfaction.

• Bring the same rigor to recruiting operations that LILT brings to its own AI products instrument the funnel find where it breaks and fix it quickly.

Partnership and Employer Brand

• Partner directly with hiring managers and the VP of People to translate headcount plans into targeted sourcing strategies and realistic SLAs.

• Coach hiring managers on interviewing and candidate evaluation especially on how to make the most of the finalist conversations the AI layer surfaces.

• Build LILTs employer brand as proof that AI amplifies great recruiters rather than replacing them.

Experience

• 4 years of full-cycle recruiting experience ideally spanning both technical and go-to-market hiring in a high-growth or AI-centric company.

• Direct hands-on experience with AI-powered sourcing or screening tools or a demonstrated ability to design and operate agentic recruiting workflows from scratch.

• Experience coaching mentoring or informally leading other recruiters a title isnt required but you should have already made someone else better at this job.

• A track record of personally closing hard-to-fill roles not just managing others who do.

• (highly preferred) Experience with integrating small teams / acquihires.

Skills

• Structured rigorous evaluator of talent you can build a scorecard run a calibrated interview and tell the difference between a good story and a good hire.

• Comfortable with ambiguity and building process from scratch there is no existing AI-recruiting playbook to follow here; youll write it.

• Data-fluent: you can build and read your own funnel metrics without waiting on an analyst.

• Clear direct communicator with hiring managers and candidates alike.

Qualities (LILT Virtues)

• Find a way or make one: you own outcomes and dont wait for someone else to hand you a hiring plan or a playbook.

• Quicker than they expect: you have a bias for action and treat candidate and hiring-manager experience with urgency.

• Quality is Job 1: youd rather make one great hire slowly than three mediocre hires quickly.

• Work together win together: you build trust with hiring managers candidates and your own recruiting team and you optimize for the teams impact not just your own req list.

Nice-to-Have

• Hands-on experience with Ashby ATS or a comparable modern recruiting platform.

• Prior recruiting experience in AI machine learning or localization/translation technology.

• Experience building or piloting AI agents or automation for any part of a business workflow recruiting or otherwise.

Our founders Spence and John met at Google working on Google Translate. As researchers at Stanford and Berkeley they both worked on language technology to make information accessible to everyone. While together at Google they were amazed to learn that Google Translate wasnt used for enterprise products and services inside the quality just wasnt there. So they set out to build something better. LILT was born.

LILT has been a machine learning company since its founding in 2015. At the time machine translation didnt meet the quality standard for enterprise translations so LILT assembled a cutting-edge research team tasked with closing that gap. While meeting customer demand for translation services LILT has prioritized investments in Large Language Models human-in-the-loop systems and now agentic AI.

With AI innovation accelerating and enterprise demand growing the next phase of LILTs journey is just beginning.

What sets our platform apart:

• Brand-aware AI that learns your voice tone and terminology to ensure every translation is accurate and consistent

• Agentic AI workflows that automate the entire translation process from content ingestion to quality review to publishing

• 100 native integrations with systems like Adobe Experience Manager Webflow Salesforce GitHub and Google Drive to simplify content translation

• Human-in-the-loop reviews via our global network of professional linguists for high-impact content that requires expert review

• Featured in The Software Reports Top 100 Software Companies!

• LILT makes it onto the Inc. 5000 List.

• LILTs continues to be an intellectual powerhouse holding numerous patents that help power the most efficient and sophisticated AI and language models in the industry.

• Check out all our news on our website.

Information collected and processed as part of your application process including any job applications you choose to submit is subject to LILTs Privacy Policy at LILT we are committed to a fair inclusive and transparent hiring process. As part of our recruitment efforts we may use artificial intelligence (AI) and automated tools to assist in the evaluation of applications including résumé screening assessment scoring and interview analysis. These tools are designed to support human decision-making and help us identify qualified candidates efficiently and objectively. All final hiring decisions are made by people. If you have any concerns require accommodations or would like to opt-out of the use of AI in our hiring process please let us know at

LILT is an equal opportunity employer. We extend equal opportunity to all individuals without regard to an individuals race religion color national origin ancestry sex sexual orientation gender identity age physical or mental disability medical condition genetic characteristics veteran or marital status pregnancy or any other classification protected by applicable local state or federal laws. We are committed to the principles of fair employment and the elimination of all discriminatory practices.

Required Experience:

Director