Talent Acquisition Manager, GTM

About the role

Legora is redefining how legal work gets done. Not built for lawyers, built with them. We work alongside the world's best legal teams, who expect excellence, precision, and speed, and we hold ourselves to the same bar. Our AI-native workspace lets legal professionals move faster, think more clearly, and operate with sharper precision. By analysing thousands of documents in minutes and powering end-to-end workflows, we cut through complexity, teams can focus on what matters: judgment, strategy, and outcomes. 1,000+ customers across 50+ countries trust us, including Cleary Gottlieb, Goodwin, Linklaters, White & Case, Dentons, and Barclays. We've scaled to $100M+ in ARR , with teams across Europe, North America and APAC, and continue to expand through acquisitions including Qura, Walter AI and Graceview. We partner with world-class performers: including Aaron Judge and the New York Yankees, Ludvig Åberg (and his caddie), and campaigns featuring Jude Law. Joining Legora means three things. We lean in: ownership over titles, outcomes over intentions. We fight for excellence: high standards, direct, ego-free feedback. We grow together: as a team and with our customers. Mission before ego. Everyone contributes. No one coasts. If you're driven by impact, pace, and raising the bar. This is the place. Legora's TA function is entering its next chapter. In Europe that means new offices in Madrid, Paris, and Milan opening now, with more markets to follow. Hiring the sales and GTM talent to build those teams, across multiple languages, cultures, and talent pools simultaneously, is one of the most complex recruiting challenges in the business right now. Based in Stockholm, you'll lead GTM recruiting across Europe, managing a team of GTM Talent Partners and working closely with the European revenue leadership as Legora builds out its continental presence. You'll report to the Director of GTM Recruiting and be accountable for the quality, pace, and consistency of sales and GTM hiring across the region. The revenue leaders you'll partner with are collaborative, humble, and genuinely invested in recruiting. They show up, they prioritise it, and they make the process work.

Responsibilities

• Lead and develop a team of GTM Talent Partners in Europe, setting the standard for how European sales and GTM hiring gets done and building the capacity to keep pace with a market expansion that is accelerating.
• Own the relationship with European GTM leadership as a genuine hiring partner, contributing to role scoping, success profiles, and hiring strategy across multiple markets rather than waiting to be handed a brief.
• Build and maintain proactive talent pipelines across European GTM roles, staying ahead of demand as Legora enters new markets and scales existing ones simultaneously. Stockholm, London, Madrid, Paris, Munich and Milan are all active or imminent.
• Run structured, data-informed hiring processes that maintain a consistently high bar across pace and quality, giving revenue leaders a clear picture of where searches stand across every market.
• Hold the standard for candidate experience across your team, from first conversation through to offer, making sure every interaction reflects the quality of the product and the people behind it.
• Partner closely with the Director of GTM Recruiting and the broader TA team on language requirements, market-specific sourcing strategies, and process consistency as the European footprint grows.
• What You Bring
• We're looking for:
• Meaningful experience managing GTM or sales recruiters at a high-growth, VC-backed company. You've led a team, developed individual contributors, and been accountable for outcomes rather than just activity.
• A genuine understanding of the European GTM talent landscape across multiple markets. You know what strong looks like for a sales hire in Stockholm, Madrid, Munich, Milan and Paris, and you hold the same bar across all of them.
• The depth to hold credible conversations with revenue leaders about what strong looks like at each level. You understand the difference between a good CV and a good GTM hire, and you don't lower the bar when searches get difficult in new markets.
• Experience hiring across several European markets, ideally including some combination of the Nordics, DACH, and Southern Europe. Language skills beyond English are a strong plus.
• A structured, data-driven approach to running searches. You track the right things, use pipeline data to make decisions, and keep hiring managers informed without being chased.
• A hiring bar that doesn't move under pressure. When searches get hard in a new market, you change the approach, n

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