Vice President of Talent Acquisition

TopDog Law

18h

About The Position

The VP of Talent Acquisition directly impacts TopDog Law’s ability to scale. This role ensures the company has the right people, in the right roles, at the right time — without sacrificing quality, culture, or accountability. At TopDog Law, talent acquisition is not an administrative function. It is a business-critical growth function. Success in this role means TopDog Law has a proactive, scalable, and high-performing talent acquisition function. Within the first 6–12 months, success looks like: Recruiting operates with clear strategy, structure, metrics, and accountability. Hiring managers understand and follow a consistent process. Executive leaders have reliable visibility into hiring status, risks, and tradeoffs. Talent pipelines are being built before roles become urgent. Workforce planning is supported by accurate recruiting data and realistic execution plans. Hiring quality improves while process bottlenecks decrease. Talent acquisition becomes a trusted strategic partner to the business.

Requirements

• 12+ years of experience in talent acquisition, recruiting leadership, talent strategy, recruiting operations, workforce planning, or related People functions
• Experience leading talent acquisition in a fast-growth, high-change, or scaling environment
• Proven experience managing recruiters and/or recruiting leaders
• Experience partnering directly with C-Suite executives and senior business leaders
• Strong track record building recruiting infrastructure, processes, programs, and reporting systems including building internship, campus, conference, referral, or strategic sourcing programs
• Experience designing and executing hiring strategies across multiple functions and role types
• Strong understanding of workforce planning, headcount planning, recruiting capacity, and talent forecasting
• Demonstrated ability to use recruiting data to influence business decisions
• Strong executive communication, stakeholder management, and project management skills
• Willingness to participate in recruiting efforts when necessary
• Strategic, but deeply operational
• Executive-facing and credible with senior leaders
• Highly organized and systems-minded
• Direct, clear, and confident in communication
• Comfortable challenging leaders when hiring requests are unclear or misaligned
• Able to build structure without slowing the business down
• Data-driven, practical, and action-oriented
• Strong at managing people, processes, priorities, and stakeholders
• High-accountability and low-ego
• Comfortable in ambiguity and energized by building
• Fast-moving without being chaotic
• Capable of balancing urgency, quality, and judgment

Responsibilities

• Design the strategy and develop the plan to grow the company from 300 to 3000 people in 3 years
• Building a proactive recruiting function that anticipates talent needs before they become urgent
• Advising senior leadership on talent market dynamics, hiring risks, capacity constraints, and role prioritization
• Establishing clear standards for hiring quality, speed, process discipline, candidate experience, and stakeholder accountability
• Oversee, manage, build and drive KPIs across the recruiting team as the organization scales measurable, and consistently executed
• Creating capacity models to determine when additional recruiting resources are needed
• Partnering with executives to understand business priorities, organizational needs, and talent gaps
• Design, implement and socialize clear job requisition end to end process
• Helping leaders think more rigorously about org design, talent needs, succession, and hiring tradeoffs
• Supporting quarterly and annual workforce planning processes with senior leadership and workforce management team
• Identifying upcoming talent gaps, capacity risks, and business-critical hiring needs
• Helping the business move from reactive backfilling to proactive talent planning
• Using hiring data to inform prioritization, timing, sequencing, and resourcing decisions
• Partnering with Finance and People Operations to ensure hiring plans align with budget, compensation, and organizational design
• Designing and managing internship programs, campus recruiting, conference recruiting, referral programs, and targeted sourcing initiatives
• Building talent communities and pipelines for recurring or business-critical roles
• Evaluating program ROI and refining investments over time
• Building external talent relationships before hiring becomes urgent
• Branding: Strengthening TopDog Law’s reputation in the market as an employer of choice
• Defining what “great” looks like by role, function, level, and cultural expectation
• Creating stronger intake conversations and role success profiles
• Ensuring hiring decisions are tied to business need, performance expectations, and culture fit
• Building a hiring culture that values speed, quality, accountability, and strong judgment
• Tracking and reporting on time-to-fill, time-to-start, funnel health, source effectiveness, pass-through rates, offer acceptance, recruiter capacity, hiring manager responsiveness, and process bottlenecks
• Building dashboards and reporting rhythms for the CPO, C-Suite, and business leaders
• Leverage to make better hiring decisions and give senior leadership visibility hiring progress

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: Executive
• Education Level: No Education Listed
• Number of Employees: 11-50 employees