Talent Acquisition Consultant - Contract

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.

We're looking for someone who genuinely understands sales.

Not just how to recruit salespeople, but what great sales performance actually looks like.

You should be able to have an intelligent conversation with a VP of Sales or CRO about quota attainment, pipeline generation, sales cycles, conversion rates, outbound activity, forecasting, territory planning and what separates top performers from average ones.

You'll likely bring many of the following:

• Proven experience recruiting exceptional commercial talent including SDRs, BDRs, Account Executives, Sales Managers and Revenue Leaders.

• Outstanding outbound sourcing skills - you spend as much (or more) time proactively finding candidates as you do managing inbound applications.

• A track record of filling difficult commercial roles quickly without compromising hiring quality.

• High agency -you identify problems, solve them and keep momentum without waiting for direction.

• Excellent judgement and a strong understanding of what "bar raiser" talent looks like.

• Comfortable assessing sales capability beyond the CV, including:

• Quota attainment

• Pipeline generation

• Average deal size (ACV)

• Sales cycle length

• Win rates

• Forecast accuracy

• Territory performance

• Enterprise vs Mid-Market vs SMB experience

• Outbound prospecting capability

• MEDDICC, Challenger, SPIN, Command of the Message or similar sales methodologies

• Able to distinguish genuine top performers from candidates who simply interview well.

• Highly organised with excellent recruiting processes and candidate management.

• Comfortable operating at startup pace where priorities change quickly and hiring needs evolve.

• Lever experience is helpful, but we're far more interested in your recruiting judgement than the ATS you've used.

• Proactively sourcing exceptional commercial talent every day.

• Building relationships with passive candidates before we need them.

• Running disciplined, fast-moving interview processes.

• Partnering closely with hiring managers to define hiring bars and interview criteria.

• Keeping recruitment data, pipelines and forecasting accurate.

• Continuously improving how we hire, reducing time-to-fill while increasing quality-of-hire.

• Raising the standard of every commercial hire we make.