Talent Acquisition Manager

How to Manage a Small Law Firm•Miami, FL

4d•Remote

About The Position

At How To Manage A Small Law Firm (HTM), we help law firm owners build extraordinary businesses. That starts by building an extraordinary team. We're growing quickly, and every hire has the ability to change the trajectory of our company. We're looking for someone who sees recruiting as one of the most impactful functions in any organization. Someone who believes hiring isn't about checking boxes. It's about changing lives, building teams, and finding people who elevate everyone around them. As our Talent Acquisition Manager, you'll own the full candidate journey while continuously improving how HTM attracts, engages, and hires exceptional people. This isn't an administrative recruiting role. You're responsible for building a talent engine.

Requirements

At least 5+ years of full-cycle recruiting experience.
Experience recruiting sales, marketing, operations, leadership, and professional roles.
Exceptional sourcing skills using LinkedIn Recruiter and other platforms.
Experience selling opportunities to passive candidates.
Strong copywriting skills for job ads and recruiting outreach.
Experience using recruiting metrics to improve performance.
Familiarity with AI recruiting tools and automation.
Excellent interviewing and candidate assessment skills.

Nice To Haves

You naturally sell ideas.
You enjoy building relationships.
You're energized by finding exceptional people.
You take ownership of every search.
You don't blame the market when pipelines are weak.
You think creatively.
You love experimenting with new recruiting strategies.
You believe every interaction shapes a company's reputation.
You're competitive and love winning great talent.

Responsibilities

Build compelling recruiting campaigns.
Write job descriptions that sell opportunities instead of listing responsibilities.
Strengthen our employer brand across multiple channels.
Create content that showcases our culture.
Develop recruiting strategies that consistently generate high-quality applicants.
Experiment with new sourcing channels and recruiting technology.
Source passive candidates through LinkedIn and other platforms.
Build relationships long before roles become available.
Conduct discovery conversations that uncover motivation, not just qualifications.
Sell candidates on our mission, culture, and growth opportunities.
Keep top candidates engaged throughout the hiring process.
Close exceptional talent.
Own searches from intake through offer acceptance.
Maintain a high hiring bar while moving quickly.
Continuously build relationships with outstanding people across sales, marketing, operations, customer success, technology, finance, and leadership.
Continuously improve our recruiting systems by building scalable hiring processes, improving interview quality, tracking recruiting metrics, optimizing our ATS, leveraging AI to improve sourcing and efficiency, and creating consistency across every hiring experience.