Director of Talent

The Opportunity: TopDog Law needs a talent function that is structured, proactive, and programmatic - not just reactive to open requisitions. This role is critical to building the systems, programs, and planning discipline that allow the business to anticipate talent needs earlier, execute hiring more effectively, and create a stronger long-term people infrastructure. Join TopDog Law and Build Something Meaningful Role Summary: TopDog Law is seeking a highly organized, systems-minded Director of Talent Acquisition to lead and scale a proactive, programmatic recruiting function. This role is ideal for a strong operator with project management instincts - someone who can build recruiting programs, manage complex hiring workflows, coordinate across stakeholders, and use workforce data to help the business plan ahead rather than hire reactively. This leader will oversee the firm s recruiting team and own key talent programs such as internship strategy, conference recruiting, campus outreach, and other pipeline-building initiatives. They will also partner closely with workforce planning functions and business leaders to maintain accurate talent data, track hiring needs, and improve organizational readiness for growth. Over time, this role is expected to expand into broader People leadership, with the opportunity to oversee HR as the function evolves. This person will report to the Chief People Officer and serve as a key operational leader within the People function. We are looking for people who don t just want a job; they want purpose and impact. What You ll Own In this role, you will be responsible for: Talent Acquisition Operations • Lead the day-to-day direction and performance of the recruiting function across the business • Manage recruiters with clear workflows, priorities, service expectations, and accountability • Ensure recruiting operations run smoothly, consistently, and with a high level of follow-through • Create structure and visibility across open roles, pipeline health, interview progress, and hiring decisions • Improve the consistency and effectiveness of hiring processes across teams Talent Programs and Pipeline Development • Build and manage strategic talent programs that strengthen long-term hiring pipelines • Own and execute initiatives such as internship programs, conference recruiting, campus recruiting, and other targeted sourcing programs • Develop repeatable systems for planning, tracking, and evaluating these programs over time • Coordinate cross-functionally to ensure these programs are well-run, well-supported, and aligned with business hiring needs • Help the business build talent relationships before hiring becomes urgent Project Management and Cross-Functional Coordination • Serve as the project manager for major recruiting initiatives and hiring process improvements • Keep multiple stakeholders aligned across recruiting, hiring managers, People, and business leaders • Drive timelines, clarify owners, remove blockers, and ensure execution against priorities • Bring discipline and follow-through to initiatives that require coordination across functions • Ensure recruiting work is organized as an operating system, not a collection of ad hoc activities Workforce Planning Support • Partner with workforce planning functions and business leaders to maintain accurate hiring data and planning inputs • Help ensure headcount data, role status, pipeline updates, and hiring forecasts are current and actionable • Use recruiting and workforce data to identify upcoming hiring needs early and support more proactive planning • Improve visibility into where the business may face talent gaps or capacity constraints • Support a shift from reactive backfilling to forward-looking talent planning Hiring Process and Hiring Manager Support • Improve intake, role kickoff, interview process management, and hiring decision coordination • Help hiring managers stay organized, responsive, and aligned throughout the hiring process • Create structure around interview stages, feedback collection, and candidate movement • Increase consistency in how teams engage with recruiting and make hiring decisions Recruiting Analytics and Reporting • Track core recruiting metrics such as time-to-fill, funnel health, source effectiveness, and process bottlenecks • Maintain clean, reliable reporting that helps leaders make better talent decisions • Use data to identify trends, surface risks, and improve planning accuracy • Create visibility that supports proactive talent conversations, not just status updates How This Role Drives the Business Your ability to balance speed, strategy, and quality ensures clients are well-served, teams stay aligned, and the firm continues its rapid, disciplined growth. At TopDog Law, everyone is expected to think critically, communicate clearly, and take ownership of their work. What Success Looks Like Success in this role means Talent Acquisition i...