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Legora is an AI-native legal workspace company that has scaled to $100M+ ARR with 1,000+ customers across 50+ countries, including top-tier law firms like Cleary Gottlieb, Goodwin, and Linklaters. The company has grown from 40 to 600+ employees in 18 months and continues expanding globally through organic growth and strategic acquisitions.
As Senior Talent Acquisition Partner for Go-to-Market (GTM), you will own end-to-end recruitment for the commercial teams in North America. This is a strategic business role, not a support function. You will partner directly with senior leaders to define hiring strategies, build talent pipelines, and shape how Legora recruits at scale. Your accountability is tied to both the quality and velocity of hires—you are a commercial operator responsible for ensuring the right GTM talent is in place to drive revenue growth.
Key responsibilities:
- Own full-cycle recruitment across North American GTM teams, working with hiring managers to define role scope, success profiles, and hiring strategies aligned to business priorities
- Shape Legora's talent operations function, contributing to process design, programs, tooling, and broader People initiatives beyond hiring
- Build and maintain 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 a high bar
- 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 based in Legora's Union Square office in New York City, designed for ambitious builders, with company-provided lunch daily. You'll collaborate with teams and clients domestically and internationally.
REQUIREMENTS:
- 5+ years in talent acquisition in high-growth environments (startups, scaleups, or VC-backed companies) with meaningful depth hiring sales and go-to-market talent
- Proven track record hiring high-performing go-to-market talent across seniority levels relevant to growth-stage companies
- Genuine commercial acumen: understanding of OTE structures, quota attainment, revenue trajectory, and ability to advise hiring managers and close candidates using that fluency
- 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 without losing quality or pace
- Comfort with ambiguity and bias toward action; ability to build structure where none exists and move without waiting for perfect conditions
- Collaborative but direct communication style; ability to influence and challenge senior stakeholders when needed and drive decisions rather than defer them
