At Martine Law, recruiting isn’t administrative — it’s strategic, data-driven, and directly tied to firm growth. We’re one of the fastest-growing law firms in the U.S., building a high-performance team of attorneys and legal professionals who drive measurable results. As a Legal Recruiter here, you won’t just fill roles — you’ll build pipelines, influence hiring strategy, and directly impact revenue growth. What Sets This Role Apart: • Performance-Driven Recruiting Model • Clear KPIs tied to time-to-fill, quality of hire, pipeline strength, and retention — your impact is visible and measurable. • Full Ownership of the Recruiting Lifecycle • From intake strategy to offer acceptance, you operate as a true partner to leadership — not just an order taker. • Data + Technology at the Core • Work within a fully tech-enabled environment (ATS, CRM, sourcing tools) where recruiting decisions are driven by real-time data, not guesswork. • High-Impact Hiring • You’ll recruit for revenue-generating roles (attorneys, intake, sales), meaning your hires directly influence firm performance. • Pipeline-First Approach • Build and maintain proactive talent pipelines — we don’t wait for openings, we stay ahead of them. What You’ll Get: • 100% employer-paid Medical, Dental, and Vision • 401(k) with company match • Unlimited PTO — results matter more than hours • Remote flexibility with a fully digital infrastructure Who Thrives Here: This role is built for a recruiter who: • Thinks in metrics, funnels, and conversion rates — not just job postings • Moves fast, prioritizes effectively, and owns outcomes • Builds strong relationships with hiring managers and challenges them when needed • Takes pride in building high-quality teams — not just making hires If you’re looking for a traditional, slow-moving recruiting role, this isn’t it. If you want to own your numbers, influence hiring strategy, and play a direct role in scaling a high-growth law firm — this is where you do it. Responsibilities: • Own full-cycle recruiting from intake through offer acceptance, using data and KPI tracking to improve speed, quality of hire, and offer acceptance rates • Source, screen, and interview candidates for legal and non-legal roles, leveraging metrics to optimize candidate quality and funnel conversion rates • Partner with the Human Resources Manager to forecast hiring needs, align on timelines, and track recruiting performance against defined KPIs • Maintain accurate, real-time recruiting data and pipelines in the ATS, ensuring data integrity and actionable reporting • Deliver a high-quality, professional candidate experience measured through candidate satisfaction and process efficiency metrics • Build and sustain proactive talent pipelines using data insights to reduce time-to-fill and support future hiring demands Qualifications: • 1+ years of legal recruiting experience required • Strong interviewing, sourcing, and stakeholder communication skills • Comfortable working in a remote, high-growth environment • Proficient with ATS platforms and virtual recruiting tools • Highly skilled in current IT, software, and apps - comfortable working in a fully remote role • Microsoft 365 proficient, Zoom, Loom, Teams, etc • Great communicator, easy to talk to, and able to communicate the firm culture Compensation: $45,000 yearly

• Own full-cycle recruiting from intake through offer acceptance, using data and KPI tracking to improve speed, quality of hire, and offer acceptance rates • Source, screen, and interview candidates for legal and non-legal roles, leveraging metrics to optimize candidate quality and funnel conversion rates • Partner with the Human Resources Manager to forecast hiring needs, align on timelines, and track recruiting performance against defined KPIs • Maintain accurate, real-time recruiting data and pipelines in the ATS, ensuring data integrity and actionable reporting • Deliver a high-quality, professional candidate experience measured through candidate satisfaction and process efficiency metrics • Build and sustain proactive talent pipelines using data insights to reduce time-to-fill and support future hiring demands