Modern Family Law, a rapidly expanding national family law firm, is seeking an innovative Director of Talent Acquisition to reside in and work remotely from either the state of Colorado, Georgia, or Texas. Modern Family Law offers dynamic compensation, a wide array of benefit selections, and a culture built on family. We are seeking a skilled leader for the role of Director of Talent Acquisition with the ideal candidate having proven experience in growing organizations, leading and developing recruitment strategy, and driving new initiatives. A successful Director of Talent Acquisition will build and lead a scalable, data-driven recruiting function that proactively attracts, develops, and hires high-quality legal talent across multiple markets to support the firm’s growth and strategic expansion.   Key Responsibilities: 1. Executive Leadership & Strategic Influence - Serve as an active role contributing to firm-wide strategic planning and growth initiatives.  - Advise executive leadership on talent market conditions, hiring risks, and workforce strategy.  - Align talent acquisition strategy with critical business needs as well as expansion plans, including new office launches and market entry.  2. Talent Strategy Development & Ownership - Develop and drive a forward-looking, multi-state talent acquisition strategy to support steady expansion.  - Own workforce planning in partnership with firm leadership, ensuring proactive hiring vs. reactive recruiting.  - Build targeted strategies for early-career attorneys, where the talent pool is limited and highly competitive.  3. Recruiting Innovation & Channel Diversification - Design and implement new, innovative recruiting strategies beyond traditional digital sourcing, including:  - Expanded law school and campus partnerships  - Organize and manage law school outreach initiatives; develop strategies to network and partner with career personnel to raise the firm’s profile. - Bar associations and legal networks - Employee and alumni referral ecosystems  - Market-specific outreach strategies - Strategic partnerships and selective agency utilization  - Build sustainable, repeatable pipelines for high-volume hiring needs.  - Lead the attorney recruiting team in designing creative approaches to source and evaluate high-quality lateral managing attorneys and associates through lateral and recruiting efforts. 4. Team Leadership & Performance Accountability - Lead, coach, and develop the recruiting team with a strong focus on performance, ownership, and outcomes.  - Establish clear KPIs and accountability frameworks (pipeline health, response rates, time-to-fill, quality-of-hire).  - Evaluate and optimize team structure, roles, and capabilities as the firm scales.  5. Process & Infrastructure Transformation - Standardize recruiting processes across all states to ensure consistency and scalability.  - Implement systems and tools that improve:  - Pipeline visibility  - Candidate experience  - Interview and hiring manager alignment  - Drive operational efficiency and recruiter productivity.  6. Employer Brand & Market Positioning - Build and articulate a compelling employer value proposition focused on career growth, mentorship and advancement.  - Position the firm as a top destination for early-career family law attorneys.  - Improve candidate engagement and conversion across all stages of the funnel.  7. Data-Driven Execution - Establish and own recruiting analytics, including:  - Time-to-fill  - Cost-per-hire  - Source effectiveness  - Offer acceptance rates  - Quality-of-hire metrics  - Use data to continuously refine strategy and inform executive decision-making.  8. Hiring Quality & Retention Alignment - Partner with leadership to improve retention through better hiring practices, ensuring alignment between candidate expectations, role demands, and firm culture.  - Analyze turnover trends and use data to refine candidate profiles, selection criteria, and sourcing strategies. - Implement feedback loops between recruiting, onboarding, and operations to continuously improve quality-of-hire and long-term retention outcomes.

Modern Family Law, a rapidly expanding national family law firm, is seeking an innovative Director of Talent Acquisition to reside in and work remotely from either the state of Colorado, Georgia, or Texas. Modern Family Law offers dynamic compensation, a wide array of benefit selections, and a culture built on family. We are seeking a skilled leader for the role of Director of Talent Acquisition with the ideal candidate having proven experience in growing organizations, leading and developing recruitment strategy, and driving new initiatives. A successful Director of Talent Acquisition will build and lead a scalable, data-driven recruiting function that proactively attracts, develops, and hires high-quality legal talent across multiple markets to support the firm’s growth and strategic expansion.   Key Responsibilities: 1. Executive Leadership & Strategic Influence - Serve as an active role contributing to firm-wide strategic planning and growth initiatives.  - Advise executive leadership on talent market conditions, hiring risks, and workforce strategy.  - Align talent acquisition strategy with critical business needs as well as expansion plans, including new office launches and market entry.  2. Talent Strategy Development & Ownership - Develop and drive a forward-looking, multi-state talent acquisition strategy to support steady expansion.  - Own workforce planning in partnership with firm leadership, ensuring proactive hiring vs. reactive recruiting.  - Build targeted strategies for early-career attorneys, where the talent pool is limited and highly competitive.  3. Recruiting Innovation & Channel Diversification - Design and implement new, innovative recruiting strategies beyond traditional digital sourcing, including:  - Expanded law school and campus partnerships  - Organize and manage law school outreach initiatives; develop strategies to network and partner with career personnel to raise the firm’s profile. - Bar associations and legal networks - Employee and alumni referral ecosystems  - Market-specific outreach strategies - Strategic partnerships and selective agency utilization  - Build sustainable, repeatable pipelines for high-volume hiring needs.  - Lead the attorney recruiting team in designing creative approaches to source and evaluate high-quality lateral managing attorneys and associates through lateral and recruiting efforts. 4. Team Leadership & Performance Accountability - Lead, coach, and develop the recruiting team with a strong focus on performance, ownership, and outcomes.  - Establish clear KPIs and accountability frameworks (pipeline health, response rates, time-to-fill, quality-of-hire).  - Evaluate and optimize team structure, roles, and capabilities as the firm scales.  5. Process & Infrastructure Transformation - Standardize recruiting processes across all states to ensure consistency and scalability.  - Implement systems and tools that improve:  - Pipeline visibility  - Candidate experience  - Interview and hiring manager alignment  - Drive operational efficiency and recruiter productivity.  6. Employer Brand & Market Positioning - Build and articulate a compelling employer value proposition focused on career growth, mentorship and advancement.  - Position the firm as a top destination for early-career family law attorneys.  - Improve candidate engagement and conversion across all stages of the funnel.  7. Data-Driven Execution - Establish and own recruiting analytics, including:  - Time-to-fill  - Cost-per-hire  - Source effectiveness  - Offer acceptance rates  - Quality-of-hire metrics  - Use data to continuously refine strategy and inform executive decision-making.  8. Hiring Quality & Retention Alignment - Partner with leadership to improve retention through better hiring practices, ensuring alignment between candidate expectations, role demands, and firm culture.  - Analyze turnover trends and use data to refine candidate profiles, selection criteria, and sourcing strategies. - Implement feedback loops between recruiting, onboarding, and operations to continuously improve quality-of-hire and long-term retention outcomes.

• Identify practice manager and support staff talent by sourcing resume databases, directories, practice websites, social media profiles, and testing extensive name generation techniques. • Generate a pipeline of interested candidates via targeted email campaigns to both passive candidates and prior applicants. • Conduct virtual screens with prospective candidates to understand technical skill level, position alignment, and scheduling availability. • Contribute to the maintenance, accuracy, and growth of the candidate database/CRM (Lever). • Provide market intelligence on market trends and research with Recruiting Team. • Work with our Recruiting Team to continuously evolve our capabilities and identify opportunities to improve workflow efficiency, quality of work, and lead conversion rate.

Recruiter — Print & Packaging Industry Social Influence is a specialized staffing firm dedicated exclusively to the print and packaging industry. We partner with printing and packaging companies across the U.S. to help them hire experienced talent from production and operations to sales and leadership roles. Visit us at PrintRecruiting.com to learn more. As a member of our recruiting team, you will play a pivotal role in helping companies build strong, high-performing teams while also supporting candidates as they make meaningful career moves within this essential industry. Role Overview We are seeking a motivated, relationship-focused Recruiter to manage the full recruiting lifecycle for print and packaging roles nationwide. This is a commission-only position, ideal for someone who enjoys high earning potential, independence, and working in a niche where expertise compounds over time. You will source, screen, and place qualified professionals while building strong relationships with both clients and candidates. Key Responsibilities Partner with clients to understand job requirements, skills, experience levels, and cultural fit for open roles. Source candidates proactively through outreach, networking, referrals, job boards, and passive pipelines. Screen and evaluate candidates through resume review and phone/video interviews. Present qualified candidates to clients and manage all communication throughout the hiring process. Coordinate interviews, deliver feedback, and maintain professional follow-up with all parties. Build and maintain a robust network of print and packaging professionals. Track activities, pipelines, placements, and relationships in our CRM/ATS. Support candidates through offers, negotiations, and onboarding as needed. Identify new business opportunities or potential client hiring needs when appropriate. Qualifications / Requirements 1–3+ years of recruiting, staffing, or sales experience preferred. Experience in print, packaging, manufacturing, or industrial recruiting is a strong plus. Strong sourcing skills and proven ability to engage both active and passive candidates. Excellent written and verbal communication skills. Comfortable managing multiple roles simultaneously. Self-motivated, organized, and driven by performance-based success. Ability to build long-term relationships with clients and candidates. High level of professionalism, integrity, and confidentiality. Compensation This is a commission-only position that rewards recruiters who assist with multiple parts with higher commission rates. Earn commission on every successful placement. Unlimited earning potential, your income grows with your performance. Ideal for recruiters who thrive in a results-driven environment and enjoy being rewarded for a strong work ethic. What We Offer A Unique Niche With Massive Opportunity Work in the print & packaging industry, a stable and essential sector supporting e-commerce, retail, manufacturing, and consumer goods. Build expertise that grows in value over time. High-Impact, High-Visibility Work Your placements directly influence the operations, sales, and leadership teams of companies nationwide. You’re helping companies grow and candidates build better careers. Quality Over Quantity We focus on relationship-driven recruiting, not high-volume churn. You’ll work deeply on roles that require expertise and trust. Professional & Industry Growth Training and insight into print technologies, packaging processes, and industry hiring needs. Build a trusted network of operators, press professionals, production managers, and sales leaders. Become a recognized resource within a niche, high-demand segment. Supportive, Collaborative Environment Small, agile team with direct communication and mentorship. No corporate red tape, your ideas and feedback matter. Flexibility & Autonomy Remote-friendly environment. Manage your own workflow, productivity, and earning potential. Meaningful, Impactful Work Help candidates secure better opportunities and improve their livelihoods. Support companies in finding talent critical to their operations and growth. $1 - $100,000 a year Compensation is based on the percentage of the fee collected upon placement, along with the amount of work towards placement, and can vary from placement to placement.