Position Overview

Farahi Law Firm is an award-winning personal injury firm dedicated to fighting for the injured and delivering exceptional legal representation. We are a fast-growing, client-centric team that values aggressive advocacy, innovation, and community impact. The Recruitment Director provides strategic leadership for the firm's talent acquisition function across North America and APAC. This role translates business priorities into proactive recruitment strategies, scalable hiring operations, and strong talent pipelines. The Recruitment Director partners with executive leadership and department heads to anticipate workforce needs, strengthen the candidate experience, develop the recruitment team, and ensure the firm can attract and hire the talent needed to support continued growth.

Key Responsibilities

Recruitment Strategy and Workforce Planning

• Develop and execute a comprehensive recruitment strategy aligned with business objectives, workforce plans, growth targets, and regional hiring needs.

• Partner with executive leadership and department heads to forecast talent demand, prioritize requisitions, define role requirements, and establish realistic hiring plans.

• Build proactive talent pipelines for critical, recurring, and hard-to-fill positions across supported regions.

• Advise leaders on labor-market trends, talent availability, sourcing approaches, and recruitment risks, translating insights into practical recommendations.

Recruitment Operations and Delivery

• Oversee end-to-end recruitment delivery, including requisition intake, sourcing, screening, interviewing, selection, offer negotiation, and coordination with onboarding teams.

• Establish consistent recruitment workflows, service standards, decision-making practices, and accountability across locations and teams.

• Monitor recruitment capacity and allocate team resources to balance business priorities, hiring volume, and candidate care.

• Ensure hiring managers receive timely communication, clear guidance, and effective support throughout the recruitment process.

Employer Brand and Candidate Experience

• Strengthen the firm's employer value proposition and communicate its culture, mission, and career opportunities to relevant talent markets.

• Improve candidate experience through clear communication, timely feedback, respectful interactions, and efficient selection processes.

• Develop and maintain relationships with universities, professional networks, referral sources, and other talent communities where appropriate.

• Use candidate and hiring-manager feedback to identify experience gaps and implement improvements.

Recruitment Analytics and Process Optimization

• Define, maintain, and report on recruitment KPIs, including time-to-fill, time-to-hire, cost per hire, source effectiveness, offer acceptance, candidate experience, and quality of hire.

• Develop dashboards and regular reporting that provide leaders with visibility into hiring progress, bottlenecks, forecasts, and emerging trends.

• Analyze recruitment data to identify opportunities to improve sourcing effectiveness, process efficiency, hiring outcomes, and resource utilization.

• Lead continuous improvement initiatives and promote consistent use of recruitment systems, documentation, and data standards.

Team Leadership and Development

• Lead, coach, and develop recruitment managers, recruiters, and coordinators, building a high-performing team with clear goals and responsibilities.

• Set team priorities, performance expectations, and operating rhythms; provide regular feedback, coaching, and development opportunities.

• Build capability in sourcing, interviewing, stakeholder partnership, assessment practices, and data-informed decision-making.

• Promote collaboration, accountability, knowledge sharing, and consistent recruitment practices across regions.

Stakeholder Partnership and Cross-Functional Collaboration

• Serve as a trusted advisor to leaders on hiring strategy, role design, selection decisions, and talent-market considerations.

• Collaborate with HR and Operations to align recruitment, workforce planning, onboarding, and employee experience.

• Coordinate with relevant stakeholders to ensure recruitment practices are appropriate for the jurisdictions and markets in which the firm hires.

• Communicate recruitment plans, progress, risks, and recommendations clearly to executives and business partners.

Requirements & Qualifications

• Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field; advanced study or relevant recruitment certification is an advantage.

• 8+ years of progressive recruitment or talent acquisition experience, including at least 3–5 years in a leadership or managerial capacity.

• Demonstrated success leading recruitment across multiple locations or regions; experience in legal, BPO, or related professional services environments is valued.

• Strong understanding of hiring practices and talent markets in the U.S., Mexico, and Philippines, with the ability to adapt strategies to regional needs.

• Experience developing recruitment strategies, workforce plans, talent pipelines, and hiring-manager partnerships for a growing organization.

• Strong knowledge of sourcing, interviewing, selection, offer management, candidate experience, and recruitment process improvement.

• Strong analytical skills, including the ability to interpret recruitment metrics, develop dashboards, and translate data into actionable recommendations.

• Excellent leadership, communication, coaching, stakeholder management, and problem-solving skills, with sound judgment and discretion when handling confidential information.

• Proficiency in recruitment tools and systems such as LinkedIn Recruiter, Indeed, BambooHR, and Google Workspace.

Key Performance Indicators

• Achievement of hiring plans, staffing targets, and agreed recruitment service levels across supported regions.

• Recruitment speed and efficiency, including time-to-fill, time-to-hire, and requisition aging.

• Hiring outcomes, including offer acceptance, quality of hire, and hiring-manager satisfaction.

• Candidate experience and employer-brand engagement.

• Effectiveness of sourcing channels, talent pipelines, and recruitment resource utilization.

• Recruitment data accuracy, process consistency, and progress against continuous improvement goals.

• Recruitment team performance, capability development, and retention.