Senior Talent Partner

The Senior Talent Partner will own and lead end-to-end recruitment across Scissero’s global teams, partnering closely with leadership to deliver high-quality hiring outcomes as the business scales. This role combines hands-on recruitment delivery with strategic advisory, process ownership, and market insight, with a strong focus on technology, legal, commercial, and operations hiring.

Acting as a trusted talent partner to hiring managers and senior leaders, the role will shape hiring strategy across offshore and nearshore locations, build sustainable talent pipelines, and ensure a consistent, inclusive, and high-quality candidate experience across all regions.

Working hours: 9-6 pm GMT

Key Responsibilities

• Own full-cycle recruitment for global roles across multiple functions and regions.
• Partner with hiring managers to scope role requirements, define interview processes, and align on hiring timelines.
• Write compelling, market-aligned job descriptions and manage role advertising across relevant platforms (LinkedIn, job boards, company careers site).
• Manage candidate screening, shortlisting, interview scheduling, and ongoing communication throughout the hiring process.
• Lead offer processes, including feedback alignment, documentation preparation, and offer communication.
• Build and scale talent pipelines in lower-cost and offshore jurisdictions to support delivery demand.
• Proactively source candidates through direct outreach, headhunting, and targeted talent mapping.
• Build and maintain long-term talent pipelines for priority roles across legal, technology, commercial, and operations teams.
• Develop relationships with high-potential and passive candidates to support future strategic hiring needs.
• Support senior and specialist hiring through targeted market research and proactive engagement.
• Provide recommendations on optimal hiring locations based on cost, talent availability, and delivery requirements.
• Analyse hiring data to improve cost-per-hire and workforce efficiency.

Strategic Talent Partnership

• Act as a strategic advisor to leadership on hiring strategy, talent availability, and workforce planning.
• Provide market intelligence on talent trends, competitor hiring activity, and salary benchmarks across relevant sectors.
• Identify upcoming hiring needs and potential talent gaps, supporting longer-term workforce planning.
• Coach hiring managers on interview best practices, structured assessment, and effective candidate evaluation.
• Track and report on recruitment performance metrics, including time-to-hire, pipeline health, and source effectiveness.
• Help develop, document, and improve recruitment processes to ensure consistency and scalability across regions.
• Act as the primary recruitment point of contact for the Applicant Tracking System (ATS), including configuration, feedback, and optimisation.
• Train internal stakeholders (HR and hiring managers) on ATS usage and provide first-line support for system-related queries.
• Drive continuous improvement of recruitment workflows, interview structures, and candidate experience within the ATS.

Employer Branding & Candidate Experience

• Champion a high-quality, inclusive, and timely candidate experience across all touchpoints.
• Collaborate with leadership or marketing to support employer branding and recruitment marketing initiatives.
• Identify opportunities to improve candidate engagement, hiring efficiency, and overall recruitment outcomes as the organisation grows.
• Support workforce planning by identifying upcoming hiring needs and potential talent gaps.

Key Performance Indicators

• Time-to-hire and quality of hire.
• Candidate experience and hiring manager satisfaction.
• Strength and sustainability of talent pipelines for legal delivery roles.
• Hiring success in offshore jurisdictions.
• Cost efficiency improvements.

Skills and Qualifications

• 6-9 years of experience in legal recruitment, legal talent acquisition, or workforce scaling within legal services, legal technology, alternative legal services, or similar environments.
• Strong track record recruiting for legal delivery environments such as managed services, legal operations, contract lawyer teams, or legal technology-enabled services.
• Demonstrated experience hiring legal professionals into lower-cost or offshore jurisdictions.
• Proven ability to operate as a senior individual contributor in high-growth or scaling organisations.
• Strong global sourcing and headhunting capability for niche legal and hybrid legal-technology roles.
• Experience building recruitment frameworks, structured hiring methodologies, and scalable hiring systems.
• Strong commercial awareness and ability to align hiring strategies with business growth objectives.
• Ability to work effectively with senior stakeholders in a fast-moving, evolving environment.
• An analytical mindset with the ability to use data for insights and decision-making.
• Strong relationship-building skills across all levels of the organisation.

Hybrid and remote working options, with the ability to request to work from other countries (upon request). Paid Sick Leave days per year to recover or care for family. Confidential Support: Employee Assistance Programme (EAP) offering mental health and wellbeing support. Professional Development: 7 days per year of paid study leave annually for exams and structured learning. Annual Bonus: Discretionary and performance-based.

At Scissero, you’ll be part of a scale-up blending law and technology to create meaningful impact. If you’re excited about redefining the future of legal services with AI, apply now to join our team.

Inclusivity

At Scissero, we value diversity in all its forms and believe that varied perspectives make us stronger. We welcome applications from candidates of all backgrounds, identities, and experiences and are committed to creating an inclusive environment where everyone can thrive.