Vice President of Talent Acquisition

The Opportunity TopDog Law is adding a strategic, operationally excellent, and highly accountable Vice President of Talent Acquisition to lead the full talent acquisition function across the business.  You will build, lead, and scale the firm’s enterprise-wide recruiting strategy and be responsible for creating the systems, programs, market intelligence, hiring discipline, and talent infrastructure required to support rapid national growth. The ideal candidate has led talent acquisition in a fast-growth environment, built scalable recruiting infrastructure, managed recruiters and recruiting leaders, partnered with executive stakeholders, and used talent data to influence workforce planning and business decisions. This person must be more than a strong recruiter. They must be a builder, operator, strategist, and executive partner. The VP of Talent Acquisition will report to the Chief People Officer and serve as a senior leader within the People function, partnering closely with the C-Suite, business leaders, legal leadership, operations, marketing, and finance.  We are looking for people who don’t just want a job; they want purpose and to make an impact. Join TopDog Law and Build Something Meaningful What You’ll Own:  Talent Acquisition Strategy Design the strategy and develop the plan to grow the company from 300 to 3000 people in 3 yearsBuilding a proactive recruiting function that anticipates talent needs before they become urgentAdvising senior leadership on talent market dynamics, hiring risks, capacity constraints, and role prioritizationEstablishing clear standards for hiring quality, speed, process discipline, candidate experience, and stakeholder accountability Recruiting Leadership and Team Performance Oversee, manage, build and drive KPIs across the recruiting team as the organization scales measurable, and consistently executedCreating capacity models to determine when additional recruiting resources are needed Executive Stakeholder Partnership Partnering with executives to understand business priorities, organizational needs, and talent gapsDesign, implement and socialize clear job requisition end to end processHelping leaders think more rigorously about org design, talent needs, succession, and hiring tradeoffs Workforce Planning and Talent Forecasting Supporting quarterly and annual workforce planning processes with senior leadership and workforce management teamIdentifying upcoming talent gaps, capacity risks, and business-critical hiring needsHelping the business move from reactive backfilling to proactive talent planningUsing hiring data to inform prioritization, timing, sequencing, and resourcing decisionsPartnering with Finance and People Operations to ensure hiring plans align with budget, compensation, and organizational design Talent Programs and Pipeline Development Designing and managing internship programs, campus recruiting, conference recruiting, referral programs, and targeted sourcing initiativesBuilding talent communities and pipelines for recurring or business-critical rolesEvaluating program ROI and refining investments over timeBuilding external talent relationships before hiring becomes urgentBranding: Strengthening TopDog Law’s reputation in the market as an employer of choice Hiring Quality and Decision Discipline Defining what “great” looks like by role, function, level, and cultural expectationCreating stronger intake conversations and role success profilesEnsuring hiring decisions are tied to business need, performance expectations, and culture fitBuilding a hiring culture that values speed, quality, accountability, and strong judgment Recruiting Analytics and Executive Reporting Tracking and reporting on time-to-fill, time-to-start, funnel health, source effectiveness, pass-through rates, offer acceptance, recruiter capacity, hiring manager responsiveness, and process bottlenecksBuilding dashboards and reporting rhythms for the CPO, C-Suite, and business leadersLeverage to make better hiring decisions and give senior leadership visibility hiring progress How This Role Drives the Business The VP of Talent Acquisition directly impacts TopDog Law’s ability to scale. This role ensures the company has the right people, in the right roles, at the right time — without sacrificing quality, culture, or accountability. At TopDog Law, talent acquisition is not an administrative function. It is a business-critical growth function. What Success Looks Like Success in this role means TopDog Law has a proactive, scalable, and high-performing talent acquisition function. Within the first 6–12 months, success looks like: Recruiting operates with clear strategy, structure, metrics, and accountabilityHiring managers understand and follow a consistent processExecutive leaders have reliable visibility into hiring status, risks, and tradeoffsTalent pipelines are being built before roles become urgentWorkforce planning is supported by accurate recruiting data and realistic execution plansHiring quality improves while process bottlenecks decreaseTalent acquisition becomes a trusted strategic partner to the business Qualifications: Required Experience 12+ years of experience in talent acquisition, recruiting leadership, talent strategy, recruiting operations, workforce planning, or related People functionsExperience leading talent acquisition in a fast-growth, high-change, or scaling environmentProven experience managing recruiters and/or recruiting leadersExperience partnering directly with C-Suite executives and senior business leaders Strong track record building recruiting infrastructure, processes, programs, and reporting systems including building internship, campus, conference, referral, or strategic sourcing programs Experience designing and executing hiring strategies across multiple functions and role typesStrong understanding of workforce planning, headcount planning, recruiting capacity, and talent forecastingDemonstrated ability to use recruiting data to influence business decisionsStrong executive communication, stakeholder management, and project management skillsWillingness to participate in recruiting efforts when necessary Ideal Profile We are looking for someone who is: Strategic, but deeply operationalExecutive-facing and credible with senior leadersHighly organized and systems-mindedDirect, clear, and confident in communicationComfortable challenging leaders when hiring requests are unclear or misalignedAble to build structure without slowing the business downData-driven, practical, and action-orientedStrong at managing people, processes, priorities, and stakeholdersHigh-accountability and low-egoComfortable in ambiguity and energized by buildingFast-moving without being chaoticCapable of balancing urgency, quality, and judgment About TopDog Law TopDog Law is a nationally scaling, fully integrated, personal injury law firm with strong partner relationships across the country. We are building for impact, excellence, and growth. We are building a high-performance, high-trust, no-ego culture where talented people do meaningful work, grow quickly, and take pride in what they build together. This is not a legacy law firm.  This is a rocket ship, and we’re assembling the team that will take it to the next level. If you thrive in fast-moving environments, love taking ownership and being held accountable, and want to be part of something you can help shape, not just maintain, you’ll feel right at home here. Our Story TopDog Law is not your typical law firm. We believe that world-class marketing, paired with exceptional legal talent and operations, creates better experiences and outcomes for clients and the business alike. Over the past three years, we’ve grown 2–3x year over year, setting a new standard on the marketing side of the personal injury space and proving what’s possible when strategy, speed, and execution align. Now, we’re applying that same discipline and innovation to law firm operations, case management, and execution as we scale nationally and fully integrate. We are intentionally building the infrastructure, systems, and teams needed to scale at a national level—without sacrificing quality, culture, or accountability. This is still the early stage of that journey, which means the people who join now have a real opportunity to help shape how the firm operates for years to come. Who Thrives Here We don’t hire based on resumes alone. We hire for competence, character, and mindset. You will thrive at TopDog Law if you: Embrace Change You have a growth mindset and seek continuous improvementYou welcome feedback and adapt quicklyYou ask “What’s next?” rather than “That’s not my job” Are Committed to the Organization You care deeply about doing great workYou have your teammates’ backsYou’re here to build something meaningful and long-lasting Bring an Upbeat, No-Ego Energy You show up positive, professional, and solutions-orientedYou enjoy the work and respect the people around youYou leave drama, negativity, and ego at the door Take Ownership You do what you say you’ll doYou follow through and communicate early when something’s off trackYou treat the business like it’s yours Fast & Hungry You move with urgency and sound judgmentYou prioritize progress over perfectionYou thrive in fast-paced, high-expectation environmentsYou seek feedback, stretch assignments, and more responsibilityYou’re motivated by growth, impact, and building something bigger than yourself Why TopDog Law Real growth: As the firm grows, so do opportunities for advancement and leadershipHigh standards, real support: Clear expectations, coaching, and accountabilityCulture that matters: Trust, respect, speed, and integrity, without sacrificing humanityMeaningful work: Helping people through some of the hardest moments of their lives Ready to Build With Us? If you’re excited by ownership, accountability, growth, and the chance to help build something exceptional from the ground up, we’d love to hear from you. Apply today and help shape the future of TopDog Law. Locations: Remote (United States)