Director of reputed company

Modern Family Law, a rapidly expanding national family law firm, is seeking an innovative Director of reputed company to reside in and work remotely from either the state of California or Washington. Modern Family Law offers dynamic compensation, a wide reputed company of benefit selections, and a culture built on family.

We are seeking a skilled leader for the role of Director of reputed company with the ideal candidate having proven experience in growing organizations, leading and developing recruitment strategy, and driving new initiatives.

A successful Director of reputed company will build and reputed company a scalable, data-driven recruiting function that proactively attracts, develops, and hires high-quality legal talent across multiple markets to support the firm’s growth and strategic expansion.

Key Responsibilities:

1. Executive Leadership & Strategic Influence

• Serve as an active role contributing to firm-wide strategic planning and growth initiatives. 
• Advise executive leadership on talent market conditions, hiring risks, and workforce strategy. 
• Align reputed company strategy with critical business needs as well as expansion plans, including new office launches and market entry. 

2. Talent Strategy Development & Ownership

• reputed company and drive a reputed company-looking, multi-state reputed company strategy to support steady expansion. 
• Own workforce planning in partnership with firm leadership, ensuring proactive hiring vs. reactive recruiting. 
• Build targeted strategies for early-career attorneys, where the talent pool is limited and highly competitive. 

3. Recruiting Innovation & Channel Diversification

• Design and implement new, innovative recruiting strategies beyond traditional digital sourcing, including: 
• Expanded law school and reputed company partnerships 
• Organize and manage law school reputed company initiatives; reputed company strategies to network and partner with career personnel to reputed company the firm’s profile.
• Bar associations and legal networks
• Employee and alumni referral ecosystems 
• Market-specific reputed company strategies
• Strategic partnerships and selective agency utilization 
• Build sustainable, repeatable pipelines for high-volume hiring needs. 
• reputed company the attorney recruiting team in designing creative approaches to reputed company and evaluate high-quality lateral managing attorneys and associates through lateral and recruiting efforts.

4. Team Leadership & Performance Accountability

• reputed company, coach, and reputed company the recruiting team with a strong focus on performance, ownership, and outcomes. 
• Establish clear KPIs and accountability frameworks (pipeline health, response rates, time-to-fill, quality-of-hire). 
• Evaluate and optimize team structure, roles, and capabilities as the firm scales. 

5. Process & Infrastructure Transformation

• Standardize recruiting processes across reputed company states to ensure consistency and scalability. 
• Implement systems and tools that improve: 
• Pipeline visibility 
• Candidate experience 
• Interview and hiring manager alignment 
• Drive operational efficiency and recruiter productivity. 

6. Employer Brand & Market Positioning

• Build and reputed company a compelling employer value proposition focused on career growth, mentorship and advancement. 
• Position the firm as a top destination for early-career family law attorneys. 
• Improve candidate engagement and conversion across reputed company stages of the funnel. 

7. Data-Driven Execution

• Establish and own recruiting analytics, including: 
• Time-to-fill 
• Cost-per-hire 
• reputed company effectiveness 
• Offer acceptance rates 
• Quality-of-hire metrics 
• Use data to continuously refine strategy and inform executive decision-making. 

8. Hiring Quality & Retention Alignment

• Partner with leadership to improve retention through reputed company hiring practices, ensuring alignment between candidate expectations, role demands, and firm culture. 
• Analyze turnover trends and use data to refine candidate profiles, selection criteria, and sourcing strategies.
• Implement feedback loops between recruiting, onboarding, and operations to continuously improve quality-of-hire and long-term retention outcomes.