Talent Acquisition Partner

Expert Institute•Milwaukee, WI

About The Position

Expert Institute is the #1 technology platform connecting litigation attorneys with expert witnesses, operating in a multi-billion-dollar market with less than 5% share today. We've evaluated 200,000+ cases, built a network of 1 million+ experts, and helped attorneys recover more than $500 billion in settlements and verdicts — on cases involving Google, Uber, Microsoft, Facebook, the NFL, the MLB, and many others. Our mission is simple: give attorneys the experts and intelligence they need to win high-stakes cases for the people, families, and businesses harmed by someone else's negligence or wrongdoing. Every hire we make is in service of that — including this one. This role owns full-cycle hiring for sales and technology, our two most strategic and fastest-growing hiring priorities. You'll partner directly with hiring managers to build pipelines before roles open, run the full search process end to end, and close candidates — becoming the person who can tell our story better than anyone.

Requirements

At least 2–3 years of full-cycle recruiting experience, either in-house or at an agency.
A real track record closing candidates for specialized or technical roles — not just high-volume, easy-to-fill positions.
Strong LinkedIn Recruiter skills and comfort with Boolean search and AI tools to make the process efficient.
Experience working in an ATS — SmartRecruiters is a plus.
Communication skills that work at every level: a skeptical senior candidate, an impatient hiring manager, a nervous new grad.
The ability to manage multiple open roles at once without losing detail or momentum on any of them.
You’re a recruiter who runs toward hard searches, not away from them.
You don’t wait for a hiring manager to tell you the pipeline is thin; you’ve already been building it.
You care about candidate experience not because someone told you to, but because you know it directly reflects the company you’re representing.
Thinks in pipelines, not just requisitions. You’re always sourcing, even when there’s no open role yet.
Owns the outcome. You’re not waiting for candidates to find you. You go get them, passive outreach, creative Boolean searches, referral networks, all of it.
Builds real relationships with hiring managers, not just transactional status updates. You push back when a job description is unrealistic and earn trust by delivering.
Has range. You’re as comfortable recruiting a software engineer as you are a sales rep or a licensed nurse consultant. You learn what good looks like in each function and apply it.
Moves with urgency and doesn’t let candidates go dark. You know a slow process loses great people.
You push back on unrealistic job descriptions and earn hiring managers' trust by delivering anyway.
You've worked in a fast-paced, high-growth technology company and want more of it — not less.
You can juggle multiple open roles, competing priorities, and a full inbox without dropping detail on any of them.
Keeps your house in order. Your ATS is current, your pipelines are documented, and you can tell a hiring manager exactly where every candidate stands without hesitating.

Nice To Haves

Background in legal tech, SaaS, or professional services.
Familiarity with structured pre-employment assessments (Criteria, OMG, Kolbe, or similar).

Responsibilities

Own full-cycle hiring for sales and technology, our two most strategic and fastest-growing hiring priorities.
Partner directly with hiring managers to build pipelines before roles open.
Run the full search process end to end.
Close candidates.
Meet with hiring managers to understand what they actually need (not just what’s in the job description) and build a search strategy from there.
Source candidates proactively, LinkedIn outreach, networking, referrals, so you’re never starting from zero when a role opens.
Keep a live sales talent pipeline at all times; sales is always recruiting, and you’ll be the engine that makes that possible.
Screen candidates over the phone, use AI to complete full assessments, and give hiring managers a real recommendation, not just a summary.
Coordinate interviews, prep candidates, and keep everyone on track so the process doesn’t slow down unnecessarily.
Administer pre-employment assessments for applicable roles and help interpret results alongside the hiring team.
Conduct structured reference checks for finalist candidates.
Extend and negotiate offers; close candidates with confidence and honesty.
Keep SmartRecruiters (our ATS) organized and current, so nothing falls through the cracks.
Track your metrics, time-to-fill, source of hire, offer acceptance rate, and use the data to keep improving.
Represent Expert Institute well to every candidate, every time, regardless of the outcome.