Legal Recruiter

Crosby•New York, NY

10d•Onsite

About The Position

Crosby is the first AI-native law firm, helping ambitious companies like Cursor, Ramp, and Cognition sign commercial contracts faster. Legal work is both art and science, and we're mapping the frontier between the two — codifying what can be systematized, amplifying human judgment where it matters most. Crosby builds proprietary tools and human-in-the-loop workflows that change what's possible for corporate legal teams. The company was founded by Ryan (Stanford Law, Cooley, startup GC) and John (Penn, first 15 engineers at Ramp). They work together, in person, in New York City.

Requirements

Recruiting experience in legal specifically, or high-slope recruiting in another domain with the hunger to get up to speed on law fast.
A closer, not just a sourcer. You’ve moved in-demand, discerning candidates over the line.
Strong sourcing instincts and the ability to build pipelines from scratch.
A great communicator who earns trust with candidates and hiring managers alike.
Ability to adapt on the fly in a fast-paced, sometimes ambiguous, start-up environment
Curious about AI and how it's changing professional work, enough to speak to it credibly.
Experience with an ATS (we use Ashby) or the ability to pick it up quickly.

Nice To Haves

You’ve been an early or “first” recruiter and love building from 0 → 1
You’ve recruited lawyers or other high-end professional talent
You are a culture and team builder

Responsibilities

Own full-cycle hiring across our legal roles: sourcing, screening, scheduling, and closing.
Partner directly with Henry, hiring managers and leadership to deeply understand each role deeply before you pitch it.
Build scalable processes and track the metrics that tell us what’s working.
Source and engage passive candidates, including lawyers who aren’t looking yet.
Evangelize Crosby and make the case for a different way to practice law.
Close. Move candidates from interested to committed, and turn the ones who pass into referrals and advocates.
Build a candidate experience good enough to become part of how the market sees us.
Hold a high bar as we scale, and protect the team’s time along the way.
Learn from every conversation, and feed it back so we recruit and sell sharper each time.