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 company that has scaled to $200M+ ARR with 2,100+ customers across 80+ countries, including top-tier law firms like Cleary Gottlieb, Goodwin, and Linklaters. The company has grown from 40 to 1,000+ people in 18 months and continues expanding globally through acquisitions and organic growth.
You will join Legora's Talent Acquisition function during a critical scaling phase. As Senior Talent Acquisition Partner for Engineering, you will own end-to-end recruitment across the Nordics region, reporting to senior leadership and playing a key role in shaping how the company hires and builds engineering teams.
Key responsibilities:
- Own full-cycle recruitment for engineering roles across the Nordics, partnering closely with hiring managers to define role scope, success profiles, and hiring strategies aligned to business priorities
- Build and nurture proactive talent pipelines for critical and future hiring needs, staying ahead of demand rather than reacting
- Run structured, data-informed hiring processes that balance quality, pace, and consistency while maintaining high hiring standards
- Contribute to broader Talent Acquisition function design, including process design, programs, tooling, and People initiatives
- Deliver exceptional candidate experience from first conversation through offer, serving as a trusted ambassador for Legora
- Partner with senior stakeholders on hiring strategy and team composition, not just executing briefs but shaping them
You will be accountable for the quality and pace of engineering hires—this is not a support function but a strategic business role. The company values ownership over titles, outcomes over intentions, and direct feedback in a high-performance culture.
Requirements:
- 5+ years in talent acquisition in high-growth environments (startups, scaleups, or VC-backed companies) with meaningful depth hiring engineering talent
- Proven track record hiring high-performing engineering talent across multiple seniority levels
- Ability to hold credible conversations with engineering leaders about what strong technical talent looks like; you understand the difference between a good CV and a good hire in technical roles and maintain hiring bar even when searches get difficult
- Experience partnering with senior stakeholders on hiring strategy and team build-out, shaping briefs rather than just executing them
- Ability to run multiple complex searches simultaneously without losing quality or pace
- Comfortable in ambiguity with a bias toward action; you build structure where none exists and move without waiting for perfect conditions
- Collaborative but direct; you influence and challenge senior stakeholders when needed and drive decisions rather than defer them
