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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 900+ employees in 18 months and recently tripled its valuation.
As Senior Talent Acquisition Partner for Marketing, you will own end-to-end recruitment for Legora's marketing organization during a critical growth phase. This is a commercial operator role, not a support function—you are accountable for both the quality and velocity of marketing hires that directly impact revenue growth.
Key responsibilities:
- Own full-cycle recruitment for marketing teams, partnering with hiring managers to define role scope, success profiles, and hiring strategies aligned to business priorities
- Build and maintain 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 high hiring standards
- Help shape how Talent Acquisition operates at Legora, contributing to process design, programs, tooling, and broader People initiatives
- Deliver exceptional candidate experience from first conversation through offer, serving as a trusted ambassador for the company
- Partner with senior leaders on hiring strategy and team composition, not just executing briefs but shaping them
You will work closely with senior leadership from day one in Legora's Union Square office, which is designed for ambitious builders and includes company-provided lunch daily. The role offers global collaboration with teams across Europe, APAC, and North America.
REQUIREMENTS:
- 5+ years in talent acquisition in high-growth environments (startups, scaleups, or VC-backed companies)
- Meaningful depth hiring sales and go-to-market talent
- Proven track record hiring high-performing marketing talent across seniority levels
- Experience partnering with senior stakeholders on hiring strategy and team build-out
- Ability to run multiple complex searches without losing quality or pace
- Comfortable in ambiguity with a bias toward action; ability to build structure where none exists
- Collaborative but direct communication style; ability to influence and challenge senior stakeholders when needed
