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 California or Washington. 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 California or Washington. 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.

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.