Vice President of Talent Acquisition
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.
Apply To This Job
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.
Apply To This Job