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Director of Talent Acquisition at Modern Family Law. 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 . Colorado, Georgia, or Texas. . 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. Company Location: United States.