Talent Acquisition Manager

Who Are You?

You don't think of recruiting as HR.

You think of it as sales, marketing, and relationship building.

Your product just happens to be people.

You know that exceptional talent rarely applies because they happen to stumble across a job posting. They apply because someone built a compelling story, started a meaningful conversation, and helped them see a future they couldn't stop thinking about.

You understand that recruiting is about creating demand, not simply filling openings.

You're equal parts recruiter, marketer, salesperson, brand ambassador, and talent strategist.

You know how to build pipelines before they're needed, create excitement around opportunities, and turn passive candidates into enthusiastic advocates.

You don't wait for great candidates to find you.

You go find them!

At How To Manage A Small Law Firm (HTM), we help law firm owners build extraordinary businesses.

That starts by building an extraordinary team.

We're growing quickly, and every hire has the ability to change the trajectory of our company.

We're looking for someone who sees recruiting as one of the most impactful functions in any organization.

Someone who believes hiring isn't about checking boxes. It's about changing lives, building teams, and finding people who elevate everyone around them.

As our Talent Acquisition Manager, you'll own the full candidate journey while continuously improving how HTM attracts, engages, and hires exceptional people.

This isn't an administrative recruiting role.

You're responsible for building a talent engine.

The best candidates aren't always looking.

You'll make sure they're looking at us.

You'll:

• Build compelling recruiting campaigns.
• Write job descriptions that sell opportunities instead of listing responsibilities.
• Strengthen our employer brand across multiple channels.
• Create content that showcases our culture.
• Develop recruiting strategies that consistently generate high-quality applicants.
• Experiment with new sourcing channels and recruiting technology.

You'll constantly ask: "Why would the best candidate choose HTM?"

Recruiting is sales.

Every interaction should leave candidates more excited than when it started.

You'll:

• Source passive candidates through Linked In and other platforms.
• Build relationships long before roles become available.
• Conduct discovery conversations that uncover motivation, not just qualifications.
• Sell candidates on our mission, culture, and growth opportunities.
• Keep top candidates engaged throughout the hiring process.
• Close exceptional talent.

You understand that every interview is also a sales meeting.

You'll own searches from intake through offer acceptance.

Including:

• Hiring strategy meetings
• Sourcing
• Candidate outreach
• Resume review
• Phone interviews
• Candidate assessments
• Interview coordination
• Hiring manager communication
• Offer negotiations
• Candidate experience
• Onboarding partnership

You'll maintain a high hiring bar while moving quickly.

Great recruiting starts long before a position opens.

You'll continuously build relationships with outstanding people across sales, marketing, operations, customer success, technology, finance, and leadership.

You'll always know who our next great hire might be.

You'll continuously improve our recruiting systems by:

• Building scalable hiring processes.
• Improving interview quality.
• Tracking recruiting metrics.
• Optimizing our ATS.
• Leveraging AI to improve sourcing and efficiency.
• Creating consistency across every hiring experience.

You'll leave every process better than you found it.

Within your first year:

• HTM becomes known as an employer people genuinely want to work for.
• Develop the Talent Acquisition team
• Passive candidates regularly respond to your outreach.
• Hiring managers trust your judgment.
• Our hiring process is efficient without sacrificing quality.
• Candidates rave about their experience, whether they're hired or not.
• You build talent pipelines before we need them.

We're looking for someone who sees recruiting as a growth function, not a support function.

You likely have:

• At least 5+ years of full-cycle…