The Opportunity

TopDog Law is adding a strategic, operationally excellent, and highly accountable Vice President of Talent Acquisition to lead the full talent acquisition function across the business. You will build, lead, and scale the firm's enterprise-wide recruiting strategy and be responsible for creating the systems, programs, market intelligence, hiring discipline, and talent infrastructure required to support rapid national growth.

The ideal candidate has led talent acquisition in a fast-growth environment, built scalable recruiting infrastructure, managed recruiters and recruiting leaders, partnered with executive stakeholders, and used talent data to influence workforce planning and business decisions. This person must be more than a strong recruiter. They must be a builder, operator, strategist, and executive partner.

The VP of Talent Acquisition will report to the Chief People Officer and serve as a senior leader within the People function, partnering closely with the C-Suite, business leaders, legal leadership, operations, marketing, and finance.

We are looking for people who don't just want a job; they want purpose and to make an impact.

Join TopDog Law and Build Something Meaningful

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

The pay range for this role is:

180,000 - 220,000 USD per year (Remote (United States))

TopDog Law

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