Role Description We are seeking a driven and creative Legal Talent Acquisition Manager to own the full talent acquisition lifecycle for our legal function. This is not a post-and-pray role. We need someone who thrives on proactive sourcing, relationship-building, and designing inventive strategies to surface and attract exceptional legal talent — from experienced attorneys and paralegals to compliance specialists and legal operations professionals. You will be the architect of our legal talent pipeline, ensuring we are always ahead of our hiring needs rather than reacting to them. If you are passionate about the legal sector, energized by the challenge of finding exceptional people, and eager to build something meaningful from the ground up, this role is for you. Qualifications - 3+ years of in-house or agency recruitment experience, with a strong legal sector focus - Demonstrable track record of proactive sourcing and building passive candidate pipelines - Deep understanding of legal roles, practice areas, and the legal talent market - Experience using LinkedIn Recruiter, legal directories, and Boolean search - Skilled at building trust with senior, often time-poor, legal professionals - Strong data literacy — comfortable tracking metrics and drawing insights - Excellent written and verbal communication skills Requirements - Proactive Sourcing & Pipeline Building - Develop and maintain a continuous, warm pipeline of legal talent across all levels and specializations — well before roles become active - Use Boolean search, LinkedIn Recruiter, legal directories (Chambers, Legal 500, Martindale-Hubbell), bar association databases, and specialist platforms to identify passive candidates - Map the legal talent market by firm, practice area, and geography to inform hiring strategy and anticipate future needs - Build and nurture long-term relationships with potential candidates, keeping them engaged even when there is no immediate opening - Innovative Attraction Strategies - Design and execute creative campaigns to raise our profile as an employer of choice within the legal community - Partner with marketing to develop compelling employer brand content targeting legal professionals — including thought leadership, video, and social media - Engage with law schools, bar associations, legal networks, and diversity organizations to build early-career pipelines and promote the firm - Attend and speak at legal conferences, networking events, and industry panels to build brand presence and develop sourcing leads - Experiment with unconventional sourcing channels: niche legal forums, alumni networks, podcast communities, CLEs, and law review networks - Launch and manage a legal-specific employee referral program with targeted incentives - Full-Cycle Recruitment - Partner closely with legal department heads and hiring managers to deeply understand role requirements, team culture, and long-term talent needs - Manage end-to-end recruitment for all legal roles: sourcing, screening, scheduling, feedback coordination, offer management, and pre-boarding - Provide an outstanding candidate experience at every touchpoint, reflecting our values and commitment to excellence - Negotiate and manage offers in collaboration with HR and compensation teams - Data, Reporting & Continuous Improvement - Track and report on pipeline health, time-to-fill, source effectiveness, and diversity metrics for all legal roles - Use data to identify gaps, optimise sourcing strategies, and make the business case for new approaches or tools - Maintain meticulous records in the ATS and ensure data integrity across all candidate activity Benefits - Competitive salary and performance bonus - Autonomy to build and own the legal recruitment function - Budget for attending legal sector events, conferences, and professional development - Collaborative and high-trust culture where great ideas are acted on - Fully remote role