Director of Talent Acquisition

RemoteFull-Timeexecutive

Talent AcquisitionHuman Resources

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Overview

About Us: Magna Legal Services provides end-to-end legal support services to law firms, corporations, and governmental agencies throughout the nation. As an end-to-end service provider,

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Talent AcquisitionHuman Resources

Magna Legal Services provides end-to-end legal support services to law firms, corporations, and governmental agencies throughout the nation. As an end-to-end service provider, we can provide strategic advantages to our clients by offering legal support services at every stage of their legal proceedings.

We are seeking a Director of Talent Acquisition to elevate and lead recruiting across Magna Legal Services.

This is not a plug-and-play role. This individual will step into a function that requires structure, a hands-on approach, prioritization, and leadership — building a more scalable, accountable, and business-aligned recruiting engine while continuing to deliver on immediate hiring needs.

Lead full-cycle recruiting across all business lines, including operations, deposition services, corporate, and technical roles
Operate as a hands-on, working leader — personally own a full requisition load alongside the team, particularly for senior, executive, and hard-to-fill roles; this is not a strategy-only or oversight role
Roll up sleeves daily to source, screen, schedule, interview, and close candidates; partner directly with hiring managers on intake calls, debriefs, and offer strategy
Assess, upgrade, and scale the Talent Acquisition function, bringing structure, consistency, and accountability
Build, manage, and develop a team of recruiters (internal and contract), setting clear expectations and performance standards, and leading by example through your own active requisition work
Prioritize and allocate recruiting resources based on business impact and urgency
Partner with executive leadership to define hiring strategies aligned to growth and M&A integration needs
Drive improvements in recruiting processes, workflows, and systems (Lever ATS), ensuring efficiency and visibility, including direct, daily use of the ATS rather than relying on team members for reporting.
Establish and own recruiting metrics (time to fill, quality of hire, pipeline health), using data to drive decisions and accountability
Implement proactive sourcing strategies for both high-volume and hard-to-fill roles, personally sourcing for critical openings
Elevate the candidate experience and employer brand across all touchpoints
Act as a thought partner to HR and leadership on workforce planning and organizational needs

5–10 years of progressive recruiting experience, including leading and developing recruiting teams
Experience stepping into and improving or rebuilding a recruiting function in a high-growth and/or PE-backed environment
Proven ability to balance strategic leadership with hands-on execution
Strong business acumen and ability to influence senior stakeholders
Experience managing both high-volume hiring and specialized searches
Data-driven with a track record of implementing metrics and accountability frameworks
Comfortable operating in environments that require change, clarity, and decisive action

Builder and operator: Can diagnose gaps quickly and implement solutions
Raises the bar: Sets higher standards for both recruiters and hiring managers
Direct and accountable: Brings clarity, structure, and follow-through
Hands-on leader: Willing to step in and execute at all times
Resilient: Thrives in fast-paced, evolving environments
Tech Savvy: Knowledge of Lever ATS is a HUGE plus