The Director of Talent Acquisition will lead full-cycle recruiting, manage a team, enhance processes, and partner with leadership to align hiring strategies with business needs.
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, we can provide strategic advantages to our clients by offering legal support services at every stage of their legal proceedings.
Position Overview
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.
Key Responsibilities
- 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
Qualifications
- 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
What We're Looking For
- 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
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