Role Description The Talent Acquisition Partner plays a pivotal role in shaping the direction of hiring at Lisinski Law Firm, leading the full recruitment lifecycle for our most strategic, complex, and hard‑to‑fill roles. You’ll act as a trusted advisor to firm leadership—driving hiring strategy, challenging assumptions with data and insight, and steering decisions that position the firm for long‑term success. In this role, you’ll elevate candidate quality through innovative sourcing, strengthen the talent pipeline, and lead process improvements that enhance speed, consistency, and excellence across the TA function. This is a high‑visibility opportunity for someone who thrives in a consultative, fast‑moving environment and wants to directly influence the growth and success of the firm. - Manage the full-cycle recruitment process for a wide range of roles, including complex and high-impact positions, ensuring a seamless and efficient experience for all stakeholders. - Monitor and deliver on key performance indicators (KPIs) such as hiring velocity, candidate quality, and other metrics defined by leadership to ensure recruitment goals are met. - Build and nurture strong partnerships with hiring managers, business leaders, and cross-functional teams to deeply understand departmental needs and align recruitment strategies accordingly. - Proactively source and engage top-tier talent through diverse channels including job boards, social media, networking events, and industry partnerships. - Ensure a positive candidate experience by maintaining consistent communication and providing timely, constructive feedback throughout the hiring process. - Advise and influence hiring managers on best practices in candidate evaluation and selection, promoting consistency and fairness in decision-making. - Support other Talent Acquisition Partners, sharing expertise and fostering professional growth within the team. - Contribute to special projects and initiatives as assigned by leadership, supporting broader talent acquisition and organizational objectives. - Stay current on industry trends, market dynamics, and competitor activity, using insights to continuously refine sourcing strategies and maintain a competitive edge in attracting top talent. Qualifications - High school diploma or equivalent required; a bachelor’s degree is preferred. - 3-5 years of proven experience in recruiting, with a track record of success in filling a wide range of roles, including complex and high-impact positions. - Demonstrated ability to source, engage, and hire top talent across various functions and levels. - Excellent verbal and written communication skills, with the ability to build strong relationships and influence both candidates and hiring managers. - Strong organizational and time management skills, with a strong attention to detail and the ability to handle multiple competing priorities. - Bilingual fluency in English and Spanish may be required, depending on the roles supported. Must be able to communicate effectively in both languages, both verbally and in writing. Requirements - For PC Users: - A modern processor (Intel Core i5 or AMD Ryzen 5 from the last few years) - Windows 11 (kept up to date) - For Mac Users: - A modern processor (Apple M1 chip or a recent Intel Core i5) - A recent macOS (Ventura or newer) - For Everyone: - At least 8 GB of memory (RAM) to run applications smoothly - A fast hard drive with sufficient available storage Benefits - Paid Time Off (PTO) – including vacation, sick leave, and personal days, consistent with the local country’s requirements. - Paid Holidays – country‑specific public holidays. - Locally aligned health benefits – such as medical, dental, vision, disability, and other required national benefits aligned to local laws and norms. - Local payroll in native currency – with all taxes, social contributions, and statutory benefits automatically calculated and handled. - Retirement or pension contributions – based on each country’s legal and cultural standards. - Employee support and compliance protection – including access to local HR experts for questions about laws, culture, or benefits.

• Execute the full lifecycle recruitment process, providing best-in-class recruiting support across all lines of business (Federal Financial Management, Program Management, and Information Technology). • Partner with Business Development and hiring teams to develop a deep understanding of future hiring needs, Key Personnel required for new proposals, pre-award staffing, and the competencies that will best align candidates to open positions. • Identify qualified talent through creative sourcing methods to include passive candidate identification on LinkedIn and Indeed, professional networking, employee referrals, and posted jobs. • Follow the recruitment process established in Trilogy’s applicant tracking system (Lever). • Successfully execute contingent offers and Letters of Intent/Letters of Commitment for Key Personnel. • Coordinate development of well-written job descriptions with program managers/hiring managers. • Coordinate and schedule interviews between candidates and the hiring team. • Manage and source multiple job requisitions concurrently. • Assess applicants’ relevant knowledge, soft skills, experience, and aptitudes while progressing qualified candidates through the recruitment process. • Evaluate all candidates fairly and ensure they meet all minimum requirements of each role. • Maintain excellent communication with candidates that are being considered for future or current positions. • Support billable recruiting needs, depending on bandwidth.

• Finding Great Talent: Proactively search for and engage candidates, headhunting for niche roles, and building strong talent pools for future hiring needs. • Keeping Us Organised: Manage and maintain high-quality data in our ATS, making sure hiring teams have the best insights to make smart decisions. • Bringing Our Job Ads to Life: Draft engaging job specs that reflect our culture and attract the right people. • Managing Applications: Track where best to advertise roles and oversee the application process to attract the right talent. • Screening & Selection: Conduct first-stage candidate screenings, helping to match the right people to the right roles. • Staying Ahead of the Market: Keep competitor market maps up to date, tracking trends to inform our hiring strategy. • Supporting Key Projects: Get involved in initiatives like onboarding improvements, referral campaigns, and candidate testing.

• Take ownership of recruiting projects for our clients. • Work deeply embedded in processes, systems and hiring teams. • Run full-cycle recruiting projects from briefing to offer. • Bring speed and reliability to recruiting processes. • Build trusted relationships with hiring managers. • Use modern tools like Granola, GPT or Claude and improve processes.