Director of Talent Acquisition at Modern Family Law

United States

$175k - $195k

Modern Family Law, a rapidly expanding national family law firm, is seeking an innovative Director of Talent Acquisition to reside in and work remotely from either the state of California or Washington. Modern Family Law offers dynamic compensation, a wide array of benefit selections, and a culture built on family. We are seeking a skilled leader for the role of Director of Talent Acquisition with the ideal candidate having proven experience in growing organizations, leading and developing recruitment strategy, and driving new initiatives. A successful Director of Talent Acquisition will build and lead a scalable, data-driven recruiting function that proactively attracts, develops, and hires high-quality legal talent across multiple markets to support the firm’s growth and strategic expansion. Key Responsibilities: 1. Executive Leadership & Strategic Influence Serve as an active role contributing to firm-wide strategic planning and growth initiatives. Advise executive leadership on talent market conditions, hiring risks, and workforce strategy. Align talent acquisition strategy with critical business needs as well as expansion plans, including new office launches and market entry. 2. Talent Strategy Development & Ownership Develop and drive a forward-looking, multi-state talent acquisition strategy to support steady expansion. Own workforce planning in partnership with firm leadership, ensuring proactive hiring vs. reactive recruiting. Build targeted strategies for early-career attorneys, where the talent pool is limited and highly competitive. 3. Recruiting Innovation & Channel Diversification Design and implement new, innovative recruiting strategies beyond traditional digital sourcing, including: Expanded law school and campus partnerships Organize and manage law school outreach initiatives; develop strategies to network and partner with career personnel to raise the firm’s profile. Bar associations and legal networks Employee and alumni referral ecosystems Market-specific outreach strategies Strategic partnerships and selective agency utilization Build sustainable, repeatable pipelines for high-volume hiring needs. Lead the attorney recruiting team in designing creative approaches to source and evaluate high-quality lateral managing attorneys and associates through lateral and recruiting efforts. 4. Team Leadership & Performance Accountability Lead, coach, and develop the recruiting team with a strong focus on performance, ownership, and outcomes. Establish clear KPIs and accountability frameworks (pipeline health, response rates, time-to-fill, quality-of-hire). Evaluate and optimize team structure, roles, and capabilities as the firm scales. 5. Process & Infrastructure Transformation Standardize recruiting processes across all states to ensure consistency and scalability. Implement systems and tools that improve: Pipeline visibility Candidate experience Interview and hiring manager alignment Drive operational efficiency and recruiter productivity. 6. Employer Brand & Market Positioning Build and articulate a compelling employer value proposition focused on career growth, mentorship and advancement. Position the firm as a top destination for early-career family law attorneys. Improve candidate engagement and conversion across all stages of the funnel. 7. Data-Driven Execution Establish and own recruiting analytics, including: Time-to-fill Cost-per-hire Source effectiveness Offer acceptance rates Quality-of-hire metrics Use data to continuously refine strategy and inform executive decision-making. 8. Hiring Quality & Retention Alignment Partner with leadership to improve retention through better hiring practices, ensuring alignment between candidate expectations, role demands, and firm culture. Analyze turnover trends and use data to refine candidate profiles, selection criteria, and sourcing strategies. Implement feedback loops between recruiting, onboarding, and operations to continuously improve quality-of-hire and long-term retention outcomes. Required Experience 8–12+ years in Talent Acquisition, with at least 3–5 years in senior leadership Bachelor’s degree in Business Administration, Human Resources or a similar discipline Proven experience building and transforming recruiting strategies and functions Experience supporting multi-location or multi-state growth Experience in hypgrowth and/or start-up environments. Demonstrated success developing new recruiting strategies in competitive talent markets Strong experience leading teams with measurable performance outcomes Highly Preferred Law firm experience, leading recruiting strategies. Experience recruiting early-career talent at scale Experience supporting high-growth or expansion-stage organizations Skills and Competencies: Strategic Leadership: Thinks at the enterprise level and contributes meaningfully to executive decision-making Builder Mentality: Creates systems, processes, and strategies from the ground up Execution Excellence: Drives initiatives through to measurable results Accountability & Ownership: Builds high-performance teams with clear expectations Data-Driven Thinking: Uses metrics to guide strategy and improvement Influence & Partnership: Effectively collaborates with senior leadership and stakeholders Mandatory Notices for Applicants: ADA Compliance: Candidates must be able to perform the role with or without reasonable accommodation. Requests for accommodation should be made to the Director of People & Culture in advance. Compensation and Benefits: Salary Range for CO/GA/TX: $175,000-$195,000. This range is a reasonably reliable estimate of the base salary that this individual is expected to receive. Actual pay will be adjusted based on experience, location, and other job-related factors permitted by law. Comprehensive benefits package includes health insurance, HSA/FSA options, short-term and long-term disability, dental and vision care, life insurance, 401(k), vacation, sick time, and access to an employee assistance program. Additional voluntary benefits include accident insurance, life insurance, disability insurance, critical illness insurance, long-term care insurance, and pet insurance. Commuter and transit benefits may be available in some locations. Modern Family Law will consider all qualified applicants with arrest or conviction records. Modern Family Law is committed to diversity and inclusion in the workplace and has zero tolerance for harassment of any kind. Individuals seeking employment at MFL are considered without regard to their race, color, religion, sex, sexual orientation, gender identity, transgender experience, national origin, age, marital status, ancestry, disability, military status (including discharge status), genetic information, or any other protected class status as set forth by local, state, and federal law.