Vice President of Talent Acquisition at TopDog Law

, , United States -

Full Time

Start Date

Immediate

Expiry Date

25 Jul, 26

Salary

220000.0

Posted On

26 Apr, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Talent Acquisition Strategy, Recruiting Leadership, Workforce Planning, Talent Forecasting, Executive Stakeholder Management, Recruiting Operations, Data-Driven Decision Making, KPI Management, Organizational Design, Pipeline Development, Employer Branding, Strategic Sourcing, Capacity Modeling, Project Management, Change Management, Hiring Process Optimization

Industry

Law Practice

Description

What You’ll Own: Talent Acquisition Strategy 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 Recruiting Leadership and Team Performance 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 Executive Stakeholder Partnership 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 Workforce Planning and Talent Forecasting 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 Talent Programs and Pipeline Development 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 Hiring Quality and Decision Discipline 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 Recruiting Analytics and Executive Reporting 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 How This Role Drives the Business 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. What Success Looks Like 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 Qualifications: Required Experience 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 Ideal Profile We are looking for someone who is: 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 About TopDog Law TopDog Law is a nationally scaling, fully integrated, personal injury law firm with strong partner relationships across the country. We are building for impact, excellence, and growth. We are building a high-performance, high-trust, no-ego culture where talented people do meaningful work, grow quickly, and take pride in what they build together. This is not a legacy law firm. This is a rocket ship, and we’re assembling the team that will take it to the next level. If you thrive in fast-moving environments, love taking ownership and being held accountable, and want to be part of something you can help shape, not just maintain, you’ll feel right at home here. Our Story TopDog Law is not your typical law firm. We believe that world-class marketing, paired with exceptional legal talent and operations, creates better experiences and outcomes for clients and the business alike. Over the past three years, we’ve grown 2–3x year over year, setting a new standard on the marketing side of the personal injury space and proving what’s possible when strategy, speed, and execution align. Now, we’re applying that same discipline and innovation to law firm operations, case management, and execution as we scale nationally and fully integrate. We are intentionally building the infrastructure, systems, and teams needed to scale at a national level—without sacrificing quality, culture, or accountability. This is still the early stage of that journey, which means the people who join now have a real opportunity to help shape how the firm operates for years to come. Who Thrives Here We don’t hire based on resumes alone. We hire for competence, character, and mindset. You will thrive at TopDog Law if you: Embrace Change You have a growth mindset and seek continuous improvement You welcome feedback and adapt quickly You ask “What’s next?” rather than “That’s not my job” Are Committed to the Organization You care deeply about doing great work You have your teammates’ backs You’re here to build something meaningful and long-lasting Bring an Upbeat, No-Ego Energy You show up positive, professional, and solutions-oriented You enjoy the work and respect the people around you You leave drama, negativity, and ego at the door Take Ownership You do what you say you’ll do You follow through and communicate early when something’s off track You treat the business like it’s yours Fast & Hungry You move with urgency and sound judgment You prioritize progress over perfection You thrive in fast-paced, high-expectation environments You seek feedback, stretch assignments, and more responsibility You’re motivated by growth, impact, and building something bigger than yourself Why TopDog Law 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 Ready to Build With Us? If you’re excited by ownership, accountability, growth, and the chance to help build something exceptional from the ground up, we’d love to hear from you. Apply today and help shape the future of TopDog Law.

Responsibilities

The VP of Talent Acquisition will design and execute a comprehensive strategy to scale the company from 300 to 3000 employees over three years. This role involves building a proactive recruiting function, managing executive stakeholder partnerships, and overseeing workforce planning and talent forecasting.