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Legora is an AI-native legal workspace used by 1,000+ customers across 50+ countries, including top-tier law firms like Cleary Gottlieb, Goodwin, and Linklaters. The company has scaled to $100M+ ARR and grown from 40 to 900+ employees in 18 months, with teams across Europe, North America, and APAC.
As Senior Talent Acquisition Partner for Engineering, you will own end-to-end recruitment across the UK&I region, reporting to senior leadership and playing a key role in shaping how Legora hires and scales. This is not a support function—you are accountable for the quality and pace of engineering talent that builds the product.
Key responsibilities:
- Own full-cycle recruitment across UK&I engineering, partnering 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
- Run structured, data-informed hiring processes that balance quality, pace, and consistency while maintaining a high bar
- Deliver exceptional candidate experience from first conversation through offer, acting as a trusted ambassador for Legora
- Contribute to broader Talent Acquisition function design, including process design, programs, tooling, and People initiatives
- Partner with senior stakeholders on hiring strategy and team composition, shaping briefs rather than just executing them
You understand that hiring decisions are business decisions and hold yourself accountable to outcomes. You're hands-on, sharp, and trusted by senior leaders. You bring genuine craft to technical hiring and can hold credible conversations with engineering leaders about what strong looks like. You're comfortable running multiple complex searches without losing quality or pace, and you influence and challenge senior stakeholders when needed.
Requirements:
- 5+ years in talent acquisition in a high-growth environment (startup, scaleup, or VC-backed company) with meaningful depth hiring engineering talent
- Proven track record hiring high-performing engineering talent across seniority levels relevant to growth stage
- Ability to hold credible conversations with engineering leaders about technical hiring; understand the difference between a good CV and a good hire
- 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
- Comfortable in ambiguity with a bias toward action; can build structure where none exists
- Collaborative but direct; influence and challenge senior stakeholders when needed; drive decisions rather than defer
