Talent Acquisition Partner

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.

The Role

This role owns full-cycle hiring for sales and technology, our two most strategic and fastest-growing hiring priorities. You'll partner directly with hiring managers to build pipelines before roles open, run the full search process end to end, and close candidates — becoming the person who can tell our story better than anyone.

Who You Are

You’re a recruiter who runs toward hard searches, not away from them. You don’t wait for a hiring manager to tell you the pipeline is thin; you’ve already been building it. You care about candidate experience not because someone told you to, but because you know it directly reflects the company you’re representing.

Specifically, you’re someone who:

• Thinks in pipelines, not just requisitions. You’re always sourcing, even when there’s no open role yet.

• Owns the outcome. You’re not waiting for candidates to find you. You go get them, passive outreach, creative Boolean searches, referral networks, all of it.

• Builds real relationships with hiring managers, not just transactional status updates. You push back when a job description is unrealistic and earn trust by delivering.

• Has range. You’re as comfortable recruiting a software engineer as you are a sales rep or a licensed nurse consultant. You learn what good looks like in each function and apply it.

• Moves with urgency and doesn’t let candidates go dark. You know a slow process loses great people.

• You've closed candidates for specialized or technical roles, not just high-volume, easy-to-fill ones.

• You push back on unrealistic job descriptions and earn hiring managers' trust by delivering anyway.

• You've worked in a fast-paced, high-growth technology company and want more of it — not less.

• You can juggle multiple open roles, competing priorities, and a full inbox without dropping detail on any of them.

• Keeps your house in order. Your ATS is current, your pipelines are documented, and you can tell a hiring manager exactly where every candidate stands without hesitating.

The Role

You’ll own full-cycle hiring for our most strategic and specialized roles — sales, software engineering, product, legal nurse consulting, and marketing — partnering directly with hiring managers and the VP of People to build the team that powers our next phase of growth.

What You’ll Do

• Meet with hiring managers to understand what they actually need (not just what’s in the job description) and build a search strategy from there

• Source candidates proactively,  LinkedIn outreach, networking, referrals, so you’re never starting from zero when a role opens

• Keep a live sales talent pipeline at all times; sales is always recruiting, and you’ll be the engine that makes that possible

• Screen candidates over the phone, use AI to complete full assessments, and give hiring managers a real recommendation, not just a summary

• Coordinate interviews, prep candidates, and keep everyone on track so the process doesn’t slow down unnecessarily

• Administer pre-employment assessments for applicable roles and help interpret results alongside the hiring team

• Conduct structured reference checks for finalist candidates

• Extend and negotiate offers; close candidates with confidence and honesty

• Keep SmartRecruiters (our ATS) organized and current, so nothing falls through the cracks

• Track your metrics,  time-to-fill, source of hire, offer acceptance rate, and use the data to keep improving

• Represent Expert Institute well to every candidate, every time, regardless of the outcome

What We’re Looking For

You bring:

• At least 2–3 years of full-cycle recruiting experience, either in-house or at an agency

• A real track record closing candidates for specialized or technical roles — not just high-volume, easy-to-fill positions

• Strong LinkedIn Recruiter skills and comfort with Boolean search and AI tools to make the process efficient 

• Experience working in an ATS — SmartRecruiters is a plus

• Communication skills that work at every level: a skeptical senior candidate, an impatient hiring manager, a nervous new grad

• The ability to manage multiple open roles at once without losing detail or momentum on any of them

Even better if you have:

• Background in legal tech, SaaS, or professional services

• Familiarity with structured pre-employment assessments (Criteria, OMG, Kolbe, or similar)

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