SlipstreamJobs tracks this role from the company's public career site. Apply directly on the employer's site.
Legora is an AI-native legal workspace trusted by 2,100+ customers across 80+ countries, including major law firms like Cleary Gottlieb, Goodwin, and Linklaters. The company has scaled to $200M+ ARR and grown from 40 to 1,000+ employees in 18 months. They are now building the next phase of their Talent Acquisition function and seeking a Senior Talent Acquisition Partner to lead hiring across their EMEA Go-To-Market (GTM) organization.
In this role, you will own end-to-end recruitment for GTM talent across EMEA, acting as a strategic business partner—not a support function. You will work closely with senior leaders from day one and play a key role in shaping how Legora hires and scales. Your responsibilities include:
- Shaping how Talent operates at Legora beyond hiring, contributing to process design, programs, tooling, and broader People initiatives
- Owning full-cycle recruitment across EMEA, serving as a trusted advisor to hiring managers and senior leaders on role scope, success profiles, and hiring strategies aligned to business priorities
- Mentoring and developing fellow Talent Acquisition Partners, supporting new joiners, and sharing best practices across teams
- Building and nurturing proactive talent pipelines for critical and future hiring needs
- Running structured, data-informed hiring processes that balance quality, pace, and consistency
- Delivering an exceptional candidate experience and serving as a credible ambassador for Legora
You will be accountable for the quality and velocity of people who drive Legora's growth, understanding that hiring decisions are business decisions with direct impact on revenue trajectory.
REQUIREMENTS:
- Over 5 years of experience in talent acquisition in high-growth environments (startups, scaleups, or VC-backed companies) with meaningful depth hiring GTM talent
- Proven track record hiring high-performing GTM talent across multiple seniority levels
- Genuine commercial acumen: understanding of OTE structures, quota attainment, and how hires affect revenue trajectory
- Experience partnering with senior stakeholders on hiring strategy and team build-out, not just executing briefs
- Ability to run multiple complex searches without losing quality or pace
- Comfort in ambiguity with a bias toward action; ability to build structure where none exists
- Ability to influence and challenge senior stakeholders when needed; drive decisions rather than defer them
