Job Details

Our client, a rapidly expanding family law firm in the Seattle area, is seeking a strategic and autonomous Head of Talent Acquisition to build and lead their talent acquisition function. This is a unique opportunity to create recruitment infrastructure from the ground up for an organization that has experienced extraordinary growth.

This role requires someone who can operate independently, develop innovative recruiting strategies, and build meaningful relationships within the legal community. You'll have unlimited resources, access to a full production studio for training and community content, and the autonomy to implement your vision without micromanagement. The ideal candidate brings deep legal industry experience, understands the unique challenges of family law recruitment, and can thrive in a fast-paced, evolving environment where they'll be building systems and processes while actively recruiting top legal talent.

KEY RESPONSIBILITIES

Talent Acquisition Strategy & Execution

• Develop and implement comprehensive talent acquisition strategies specifically for legal professionals, with primary focus on family law attorneys
• Build talent pipelines for current and future hiring needs across all levels, from entry-level positions to C‑suite executives
• Source, screen, interview, and evaluate candidates for legal and administrative positions
• Conduct proactive outreach to passive candidates through multiple channels including LinkedIn, professional networks, and community events
• Manage the full recruitment lifecycle from initial outreach through offer negotiation and onboarding

Community Engagement & Relationship Building

• Establish and maintain a strong presence in the Seattle legal community through networking and relationship building
• Attend bar association events, legal conferences, and community gatherings to build the firm's recruitment brand
• Host and organize community events to attract legal talent and build the firm's reputation as an employer of choice
• Identify and pursue strategic partnership and collaboration opportunities within the legal community
• Serve as a brand ambassador for the firm at professional and community events

Systems & Infrastructure Development

• Design and implement recruitment systems, processes, and best practices from the ground up
• Select and implement appropriate recruiting tools and technologies (ATS, sourcing tools, etc.)
• Establish metrics and KPIs to measure recruitment effectiveness and inform strategy
• Create templates, workflows, and documentation for scalable recruitment operations
• Develop and refine the employer value proposition and recruitment messaging

Content Creation & Employer Branding

• Leverage the firm's professional YouTube and podcast studio to create recruitment and training content
• Produce videos, podcasts, and other media to attract talent and showcase firm culture
• Collaborate with the production team to develop compelling content that differentiates the firm in the market
• Develop thought leadership content related to legal careers and the family law profession
• Maintain strong camera presence for video content and firm representation

Talent Development (As Time Permits)

• Develop in‑house curriculum and training programs for existing team members
• Create professional development resources for legal and administrative staff
• Support employee growth and retention through learning initiatives
• Partner with leadership to identify skills gaps and development opportunities

Strategic Planning & Collaboration

• Partner with firm leadership to understand hiring needs and workforce planning
• Provide market intelligence on compensation, talent availability, and competitive landscape
• Advise on organizational structure and talent strategy as the firm continues to scale
• Stay current on legal industry trends, recruitment best practices, and employment law

REQUIRED QUALIFICATIONS

• Significant experience recruiting for professional services or legal industry positions
• Direct experience working within the legal industry in any capacity (former attorney, paralegal, legal operations, legal support, etc.)
• Proven track record of building recruitment functions or talent acquisition programs
• Strong understanding of legal culture, legal career paths, and what motivates legal professionals
• Demonstrated ability to work autonomously with minimal supervision
• Self‑starter mentality with ability to develop and execute strategies independently
• Experience sourcing passive candidates and building talent pipelines
• Excellent interpersonal and relationship‑building skills
• Strong interviewing and candidate assessment capabilities
• Ability to work in dynamic, fast‑paced environments where priorities can shift quickly
• Comfort with ambiguity and building processes in unstructured environments
• Professional presence and excellent communication skills for community engagement
• Experience with various recruiting tools and technologies

PREFERRED QUALIFICATIONS

• Specific experience recruiting for family law positions or family law practices
• Prior experience at a private law firm (not legal aid, DV advocacy, or non‑profit legal organizations)
• Recruitment experience in high‑stress, high‑emotion practice areas
• Proven ability to assess candidates' emotional resilience and cultural fit for demanding environments
• Experience building employer brands and recruitment marketing initiatives
• Comfort and confidence appearing on camera for video content
• Experience developing training programs or professional development content
• Background in community organizing or event management
• Experience in Washington State legal market
• Existing network within Seattle legal community

Salary:

• Competitive and negotiable based on experience and demonstrated results ($200k - $250k but willing to pay more for exceptional candidates.
• Comprehensive benefits package
• Unlimited budget for recruiting tools, technologies, and resources needed for success
• Hybrid work arrangement in Seattle, WA area (must be located in or willing to relocate to Seattle metro area)
• Fast‑paced, entrepreneurial environment with minimal bureaucracy

Equal Employment Opportunity and Non‑Discrimination Policy

Equal Employment Opportunity Statement: Both Keller Executive Search and our clients are Equal Opportunity Employers. For all positions, whether with Keller Executive Search or our clients, qualified applicants will receive consideration for employment without regard to race, skin color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran status, disability, genetic information, or any other legally protected status.

Commitment to Diversity: Keller Executive Search and its clients are committed to fostering a diverse and inclusive work environment where all individuals are valued and respected.

Reasonable Accommodations: Both Keller Executive Search and our clients are committed to providing reasonable accommodations to individuals with disabilities and pregnant individuals. We engage in an interactive process to determine effective, reasonable accommodations.

Compensation Information: For client positions, compensation information is available in the job post. If not provided, it will be shared during the interview process in accordance with applicable laws. When required by law, salary ranges will be included in job postings. Actual salary may depend on skills, experience, and comparison to current employees in similar roles. Salary ranges may vary based on role and location.

Compliance with Laws: Both Keller Executive Search and our clients comply with federal, state, and local laws governing nondiscrimination in employment. This policy applies to all employment terms and conditions, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Workplace Harassment: Both Keller Executive Search and our clients expressly prohibit any form of workplace harassment based on race, skin color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.

E-Verify Participation: Keller Executive Search and/or our clients may participate in E-Verify. Information about E-Verify participation will be provided during the application process where applicable.

Privacy and Pay Equity:

• California Residents: For more information about the categories of personal information we collect for recruiting and employment purposes, please review our Privacy Policy at www.kellerexecutivesearch.com.
• Colorado, Nevada, New York City, California, and Washington Residents: Compensation information is available in the job post or will be provided during the interview process if not initially available.
• Both Keller Executive Search and our clients are committed to pay equity and conduct periodic pay equity analyses in accordance with applicable laws.

State‑Specific Information:

• Rhode Island: We do not request or require salary history from applicants.
• Connecticut: We provide wage range information upon request or before discussing compensation.
• New Jersey: We do not inquire about salary history unless voluntarily disclosed.

Veteran Status: Both Keller Executive Search and our clients provide equal employment opportunities to veterans and comply with applicable state laws regarding veteran preference in employment. If you are a veteran, please inform us during the application process.

Genetic Information: In accordance with federal and state laws, both Keller Executive Search and our clients do not discriminate based on genetic information. We do not request or require genetic information from applicants or employees, except as permitted by law.

Local Laws: Both Keller Executive Search and our clients comply with all applicable local laws and ordinances regarding employment practices in the areas where we operate.

Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.