Talent Acquisition Manager, Tech

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. Nowhere is that more true than in New York, where the engineering org is targeting 60 hires by year end and a site that will exceed 100 engineers by the end of next year. Based in New York, you'll lead tech recruiting across Legora's US Engineering, Product, and Design (EPD) hub, managing a team of Tech Talent Partners and working closely with the engineering and product leadership building out the site. You'll report into the Director of Tech Recruiting and be accountable for the quality, pace, and consistency of EPD hiring across the market.

Responsibilities

• Lead and develop a team of Tech Talent Partners in New York, setting the standard for how Engineering, Product, and Design hiring gets done locally and building the capacity to keep pace with one of Legora's fastest-growing sites.
• Own the relationship with New York EPD leadership as a genuine hiring partner, contributing to role scoping, success profiles, and hiring strategy rather than waiting to be handed a brief.
• Build and maintain proactive talent pipelines for senior ICs and engineering leaders, staying ahead of demand in a market where the best candidates have no shortage of options.
• Build Legora's technical brand in the New York market, running local events, engaging the engineering community, and establishing Legora as a destination for the best EPD talent in the city.
• Run structured, data-informed hiring processes that maintain a consistently high bar across pace and quality, and give hiring managers a clear picture of where searches stand.
• 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 Tech Recruiting and the broader TA team on cross-market initiatives, tooling, and process consistency across all four engineering hubs.
• What You Bring
• We're looking for:
• Meaningful experience managing tech 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.
• The depth to hold credible conversations with engineering and product leaders about what strong looks like at each level. You understand the difference between a good CV and a good hire in technical roles.
• Experience building proactive pipelines for senior technical talent in the New York market. You know the landscape, how to source effectively, and what it takes to close candidates who have options.
• Experience building employer brand presence in a local technical market, whether through events, community engagement, or broader outreach. You understand that closing great engineers starts long before a role opens.
• 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, you change the approach, not the standard.

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