Recruitment Director

Legal Management Group; Región Centro; Remote; MXN 2,337,000 - 3,776,000; Full time

Job summary

Farahi Law Firm is seeking a Recruitment Director to lead talent acquisition across North America and APAC. You will translate business priorities into scalable hiring operations, build strong talent pipelines, and partner with executives to anticipate workforce needs and drive growth.

The role requires strategic thinking, deep recruitment expertise, and the ability to manage cross-functional teams across regions while enhancing the candidate experience and employer branding.

Qualifications

• Bachelor's degree in HR, Psychology, Business Administration or related field.
• 8+ years of progressive recruitment or talent acquisition experience, including 3–5 years in leadership.
• Experience across multiple locations/regions; legal or professional services exposure valued.
• Strong understanding of hiring practices and talent markets in various regions; adapt strategies accordingly.
• Experience developing recruitment strategies, workforce plans and talent pipelines.
• Know-how in sourcing, interviewing, selection, offer management and process improvement.
• Analytical skills to interpret metrics, build dashboards, and translate data into actions.
• Excellent leadership, communication, coaching, stakeholder management and discretion with confidential information.

Responsibilities

• Develop and execute a comprehensive recruitment strategy aligned with business objectives and regional needs.
• Forecast talent demand and establish realistic hiring plans with leadership.
• Build proactive talent pipelines for hard-to-fill roles across regions.
• Oversee end-to-end recruitment delivery including sourcing, screening and offers.
• Ensure clear guidance and effective support to hiring managers throughout the process.
• Strengthen employer brand and candidate experience across markets.
• Lead analytics and dashboards to track time-to-fill, cost per hire and quality of hire.
• Coach recruitment managers and teams to build a high-performing function.

Skills

Leadership

Communication

Stakeholder management

Problem solving

Analytical skills

Discretion

Coaching

Education

Bachelor's degree in HR

Psychology

Business Administration

HR certification

Tools

LinkedIn Recruiter

Indeed

BambooHR

Google Workspace

Job description

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.