LTV is more than just a tech company. It's a growing ecosystem of digital platforms designed to make complex data accessible, actionable, and meaningful, whether users are buying a car, researching a property, or verifying critical records.
With multiple brands under its umbrella, Bumper, NeighborWho, Ownerly, and Being Verified, LTV operates at the intersection of information, convenience, and trust. From automotive insights to real estate data and personal verification, its unified mission is to empower everyday decision-makers with accurate, user-friendly intelligence.
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Client needs
As a remote-first organization, LTV embraced a global mindset early. While geography was never a constraint, aligning work schedules with U.S. time zones was essential. The company sought professionals who could bring deep expertise across continents, while staying in sync with its product and engineering teams based in the U.S.
To scale its Tech and Digital Marketing functions, LTV needed more than sourcing support; it needed a strategic partner who could help map global talent markets, identify the right candidate pools, and deliver real-time insights to guide smarter hiring.
The stumbling block
LTV was entering a high-growth phase across its brands, backed by new product launches and a growing user base. But recruiting top-tier talent for highly specialized roles, spread across regions and time zones, was proving complex.
Key priorities:
Build two key teams:
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Tech: Software Engineers, DevOps Engineers, UX/Product Designers
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Digital Marketing: SEO Product Managers, SEO Directors, SEM Strategists, Affiliate Manager
Hire globally:
with a strong overlap to U.S. hours (10:30 AM–5:00 PM ET)
Source niche talent:
from verticals like high-traffic websites, e-commerce, and SEO-heavy platforms, roles where internal sourcing had limited reach
Challenges Faced
Global Sourcing Complexity
Talent was available in LATAM, India, and the Philippines, but required localized, personalized sourcing aligned with time zones and expectations.
Limited Internal Capacity
The internal TA team had limited deep-sourcing bandwidth across both Tech and Digital Marketing functions.
Strategic Depth Needed
LTV wasn’t looking for resume drops. They needed real talent mapping: market intelligence, competitor benchmarking, and regional availability data.
Urgent Timelines
With products in development, talent needed to be mapped, sourced, and in the funnel—fast.
Words of appreciation for RAS
“Working with Rent-A-Sourcer has been a positive experience so far with our recruiting efforts. They manage to find and send us quality resumes of potential candidates. We find that they understand our needs based on the description we provide to them about our open roles.
They have a good way of communicating with us—whether it’s via email or over a quick video call to go over certain details that could help with their candidate search.”
Yeneri Ramirez
- Talent Acquisition Manager, LTV
Our talent mapping strategy
Rent-A-Sourcer built a multi-pronged strategy to support LTV’s scale:
1. Regions targeted:
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LATAM, India, and the Philippines
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The LATAM region is aligned with the U.S. time zones, with highly experienced professionals
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The high-potential candidates from India and the Philippines are open to a shift-based work culture
2. Competitor talent mapping:
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Identified strong candidate pools at companies with similar scale and SEO operations, such as CBRE, Zillow, and Ancestry
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Apart from the above companies, Rent-A-Sourcer targeted many other companies in a similar niche with 3 subsidiaries.
3. Turnaround time:
Talent mapping cycles were completed in five working days, a balance of speed and depth across multiple roles and regions
Tools & Execution
1. Sourcing Tools:
Primary tool: LinkedIn Recruiter
Used for segmentation, outreach, and global talent discovery
2. Shortlisting Process:
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Each candidate passed through Rent-A-Sourcer’s internal screening, including:
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85–90% resume match against client criteria
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Time zone and availability checks
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Role-specific technical or domain evaluation
3. Passive Outreach:
Focused on passive talent through:
Personalized InMails, emails, and text outreach
Messaging crafted per role and company brand
Clear communication of expectations and shift hours to increase engagement
Results delivered
candidates sourced per month, across Tech and Digital Marketing roles
resume acceptance rate by LTV’s hiring teams
qualified candidates submitted monthly, all mapped for timezone, skillset, and domain relevance
candidate response rate, driven by personalized, targeted outreach
Rent-A-Sourcer’s strategic sourcing accelerated LTV’s visibility, bandwidth, and access to high-fit global talent.