Director of Talent

TopDog Law

9d

About The Position

TopDog Law is seeking a highly organized, systems-minded Director of Talent Acquisition to lead and scale a proactive, programmatic recruiting function. This role is ideal for a strong operator with project management instincts — someone who can build recruiting programs, manage complex hiring workflows, coordinate across stakeholders, and use workforce data to help the business plan ahead rather than hire reactively.

This leader will oversee the firm’s recruiting team and own key talent programs such as internship strategy, conference recruiting, campus outreach, and other pipeline-building initiatives. They will also partner closely with workforce planning functions and business leaders to maintain accurate talent data, track hiring needs, and improve organizational readiness for growth.
Over time, this role is expected to expand into broader People leadership, with the opportunity to oversee HR as the function evolves. This person will report to the Chief People Officer and serve as a key operational leader within the People function.

We are looking for people who don’t just want a job; they want purpose and impact.

Requirements

• 10+ years of experience in talent acquisition, recruiting operations, talent programs, workforce planning support, or related People functions
• experience managing recruiting workflows, timelines, and stakeholder coordination in a fast-growth environment
• experience building or running programs such as internships, campus recruiting, events, or strategic sourcing initiatives
• strong project management skills with the ability to drive execution across multiple workstreams
• experience maintaining and using hiring or workforce data to support proactive planning

Nice To Haves

• highly organized and execution-focused
• strong at project and program management
• able to coordinate across many stakeholders and priorities
• process-minded without being rigid
• proactive, detail-oriented, and dependable
• comfortable using data to drive planning and follow-up
• capable of building structure in a fast-moving environment
• interested in growing into broader People leadership over time

Responsibilities

• Lead the day-to-day direction and performance of the recruiting function across the business
• Manage recruiters with clear workflows, priorities, service expectations, and accountability
• Ensure recruiting operations run smoothly, consistently, and with a high level of follow-through
• Create structure and visibility across open roles, pipeline health, interview progress, and hiring decisions
• Improve the consistency and effectiveness of hiring processes across teams
• Build and manage strategic talent programs that strengthen long-term hiring pipelines
• Own and execute initiatives such as internship programs, conference recruiting, campus recruiting, and other targeted sourcing programs
• Develop repeatable systems for planning, tracking, and evaluating these programs over time
• Coordinate cross-functionally to ensure these programs are well-run, well-supported, and aligned with business hiring needs
• Help the business build talent relationships before hiring becomes urgent
• Serve as the project manager for major recruiting initiatives and hiring process improvements
• Keep multiple stakeholders aligned across recruiting, hiring managers, People, and business leaders
• Drive timelines, clarify owners, remove blockers, and ensure execution against priorities
• Bring discipline and follow-through to initiatives that require coordination across functions
• Ensure recruiting work is organized as an operating system, not a collection of ad hoc activities
• Partner with workforce planning functions and business leaders to maintain accurate hiring data and planning inputs
• Help ensure headcount data, role status, pipeline updates, and hiring forecasts are current and actionable
• Use recruiting and workforce data to identify upcoming hiring needs early and support more proactive planning
• Improve visibility into where the business may face talent gaps or capacity constraints
• Support a shift from reactive backfilling to forward-looking talent planning
• Improve intake, role kickoff, interview process management, and hiring decision coordination
• Help hiring managers stay organized, responsive, and aligned throughout the hiring process
• Create structure around interview stages, feedback collection, and candidate movement
• Increase consistency in how teams engage with recruiting and make hiring decisions
• Track core recruiting metrics such as time-to-fill, funnel health, source effectiveness, and process bottlenecks
• Maintain clean, reliable reporting that helps leaders make better talent decisions
• Use data to identify trends, surface risks, and improve planning accuracy
• Create visibility that supports proactive talent conversations, not just status updates

Benefits

• Real growth: As the firm grows, so do opportunities for advancement and leadership
• High standards, real support: Clear expectations, coaching, and accountability
• Culture that matters: Trust, respect, speed, and integrity, without sacrificing humanity
• Meaningful work: Helping people through some of the hardest moments of their lives

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Education Level: No Education Listed