Talent Acquisition Partner

Company Description

Expert Institute is the #1 technology platform connecting litigation attorneys with expert witnesses, operating in a multi-billion-dollar market with less than 5% share today. We've evaluated 200,000+ cases, built a network of 1 million+ experts, and helped attorneys recover more than $500 billion in settlements and verdicts — on cases involving Google, Uber, Microsoft, Facebook, the NFL, the MLB, and many others.

Our mission is simple: give attorneys the experts and intelligence they need to win high-stakes cases for the people, families, and businesses harmed by someone else's negligence or wrongdoing. Every hire we make is in service of that — including this one.

Job Description

The Recruiter will own full-cycle recruiting for all non-entry-level positions across sales, software engineering, product, legal nurse consulting, and marketing. This person will be a proactive sourcer and strong business partner who builds pipelines before requisitions open, creates an exceptional candidate experience, and helps Expert Institute attract the talent needed to sustain our growth trajectory.

Entry-level hiring will remain with HR Generalist. This role is focused on mid-level and above.

Key Responsibilities

Full-Cycle Recruiting

• Manage the complete recruiting lifecycle for all assigned requisitions: intake, sourcing, screening, interview coordination, debrief facilitation, offer, and close

• Partner closely with hiring managers to define role requirements, set expectations, and move with appropriate speed and quality

• Draft and post compelling, inclusive job descriptions in SmartRecruiters

• Conduct structured HR phone screens using competency-based frameworks; provide clear written summaries and recommendations to hiring managers

Pipeline and Talent Community Building

• Build and maintain proactive talent pipelines for high-volume and hard-to-fill functions, especially sales

• Develop and work a bench of passive candidates through ongoing LinkedIn outreach, networking, and talent community engagement

• Maintain organized candidate records and pipeline data in SmartRecruiters; keep all stages current and documented

Candidate Experience and Employer Brand

• Deliver a best-in-class candidate experience from first contact through offer: responsive, transparent, and professionally warm

• Manage all candidate communications with timeliness and care, ensuring no candidate goes dark

• Support EI’s employer brand presence on LinkedIn and job boards; contribute to how we tell our story as an employer in legal tech

Assessment and Selection

• Administer pre-employment assessments (including Criteria and OMG for sales roles) and interpret results in context of role requirements

• Partner with hiring managers on interview design and structured evaluation criteria to support consistent, bias-aware decision-making

• Conduct reference checks using a structured methodology for finalist candidates

Recruiting Operations

• Maintain ATS hygiene in SmartRecruiters: all roles, candidates, and stages kept current in real time

• Track and report on recruiting KPIs including time-to-fill, pipeline coverage, source of hire, and offer acceptance rate

• Identify opportunities to improve recruiting processes, templates, and tools; partner with VP of People to implement improvements

• Reduce reliance on staffing agencies through proactive direct sourcing; manage agency relationships when used

The ideal candidate demonstrates the following:

• Proactive Pipeline Mindset: Builds talent benches before req opens; thinks ahead, not just reactively

• Business Partner Orientation: Earns trust with hiring managers through follow-through, honest feedback, and shared accountability for outcomes

• Candidate-First Approach: Treats every candidate interaction as a reflection of EI’s brand

• Data Discipline: Keeps ATS current, tracks metrics, and uses data to identify what’s working

• Adaptability: Comfortable switching between a sales pipeline build-out and a one-off LNC search in the same week

Qualifications

What We’re Looking For

Required

• 2–3 years of full-cycle recruiting experience, in-house or agency

• Demonstrated success sourcing and closing candidates for technical or specialized roles (engineering, clinical, sales, or similar)

• Proficiency with LinkedIn Recruiter and Boolean search techniques

• Experience with an ATS (SmartRecruiters experience a strong plus)

• Strong written and verbal communication skills; able to represent EI professionally to senior candidates

• High sense of urgency, strong organization, and the ability to manage multiple requisitions simultaneously

Preferred

• Experience recruiting in legal tech, SaaS, professional services, or healthcare

• Familiarity with pre-employment assessment tools (Criteria, OMG, Kolbe, or similar)

• Experience sourcing legal nurse consultants, clinical professionals, or licensed specialists

• Understanding of structured interviewing methodologies

• Exposure to compensation benchmarking and offer construction

Additional Information

What Success Looks Like in Year 1

• Time-to-fill for non-entry-level roles reduced from 60–90 days to 30–45 days

• Sales team always has a qualified pipeline; no role opens cold

• Agency spend for mid-level and above drops below 20% of total hiring cost

• Hiring managers rate recruiter partnership at 4.0 or above on a 5-point scale

• All active roles in SmartRecruiters have 3+ qualified candidates in pipeline at any time

• Offer acceptance rate exceeds 85%

Why Join Us?

• Full benefits: Medical, Dental, Vision, 401(k) with match

• Work in a dynamic, fast-paced environment where you can have a voice

• Be part of a team that values curiosity, innovation, and professional growth