About RemoteLegalStaff

RemoteLegalStaff is a fast-growing, remote-first global staffing company helping U.S. law firms scale with high-quality offshore talent. We place and fully manage remote legal professionals from Latin America, the Philippines, South Africa, and beyond, and we help them build real careers. We are past early growth and now focused on raising the bar on leadership, accountability, and execution as we scale.

Why This Role Exists

We are a people business twice over. Talent is the product we sell: the legal professionals we recruit, place, and manage inside U.S. law firms. And talent is the engine that runs our own company: every internal seat at RemoteLegalStaff. This role owns recruiting on both sides.

That means two engines under one strategy:

- External recruiting: the pipeline of legal talent we place with clients, including the talent pool, the sourcing channels, and the quality bar that decides who we endorse.
- Internal recruiting: hiring for our own team, from recruiters to senior leadership, held to the same standard.

This is a high-level, strategic seat. You set direction: where candidates come from, what the bar is, how the function is structured and funded, and how recruiting connects to sales, placement, client success, and data. A Recruiting Manager runs day-to-day operations and reports to you. Your job is to develop that Manager into an independent operator, not to run the floor yourself.

But strategic does not mean distant. You hold ultimate accountability for execution. When the day-to-day is off track, you step in directly with the team and fix it, then rebuild the system so it does not slip again.

The mandate: a recruiting engine that runs ahead of demand on both fronts: a talent pool deep enough to fill client requests without scrambling, and internal pipelines that fill our own seats with people who raise the bar. You own the numbers that prove it: close rate, retention, pool depth, and cost per qualified hire.

What this seat offers in return: ownership of the complete recruiting strategy of a fast-scaling integral company, a function to structure and fund your way, a Manager to develop into your bench, and a seat at the leadership table where your numbers are reviewed every month. In a company where people are the product, no function matters more than this one.

What You Will Own

Strategy & the Annual Plan

- The annual recruiting plan, built from the sales forecast: candidate volume by role type, market, and month, the channel mix, and the spend to deliver it.
- Talent pool strategy: pool depth by role type and market across Latin America, the Philippines, South Africa, and new geographies as we expand.
- Alignment with sales: what the pipeline can credibly promise, and early warning when a market or role type is drying up. Holding your ground in that conversation is part of the job.

Both Engines

- External recruiting: sourcing, screening, and endorsement standards for the legal professionals we place with U.S. law firm clients.
- Internal recruiting: the strategy and standards for hiring our own team, so our seats are filled as rigorously as our clients' are.
- One bar across both: we never endorse or hire someone we would not personally vouch for. Padding a slate to hit a number is not how we operate.

Budget & Channels

- The full recruiting budget: sourcing channel spend, vendors, agencies, job boards, and tooling.
- Channel ROI: when a channel stops producing after a fair test, you move the budget, not the goalposts.
- Build-versus-buy judgment on recruiting technology.



You evaluate the investment without needing to be the hands-on operator of every tool.

The Quality Bar

- Screening and endorsement standards, revised at least quarterly against real outcome data: how placements perform over their first months, and what every early miss teaches us.
- The feedback loops: retention and escalation data flowing back into recruiting standards, and close-rate data flowing into sourcing priorities.
- Standards disputes: you are the final word when recruiting and placement disagree on the bar.

Structure & People

- Org design: unit structure, spans of control, specialist sourcing capacity, and when to add or remove headcount, decided on evidence, not habit.
- Development of the Recruiting Manager into an independent operator, and a succession bench for the leadership roles beneath you.
- Hiring and performance decisions for the Manager. Day-to-day performance management of the team stays with the Manager; execution staying on track is still yours.

Cross-Functional Leadership

- Recruiting's voice with sales, placement, client success, and data: standards, handoffs, and what the pool can promise.
- Reporting to executive leadership monthly on function health and quarterly on strategy, with insight, not dashboards, and honestly when something is behind.

Who This Role Is For

You think in company outcomes, not recruiting activity. Candidates sourced and interviews held mean nothing to you if requests go unfilled or placements do not last. You audit your function against close rate, retention, and cost per qualified hire without being asked.

You operate at two altitudes. You can set multi-quarter strategy one day and sit with an off-track team the next, and you do not consider either one someone else's job.

You lead through leaders. Your measure of success is a Manager who runs the function without you, and a bench behind that Manager.

You argue with data and lose gracefully to better data. When the outcome numbers say your standards are wrong, you revise the standards.

You are direct at the leadership table. When sales is selling what the pool cannot fill, when a channel is burning budget, or when the function is behind, you say so early and plainly.

You hold the bar under pressure. When the company wants a seat or a request filled yesterday, you move fast without endorsing someone you would not vouch for.

This Role Is Not For Someone Who

- Wants to run recruiting from a dashboard and treat stepping in as someone else's job.
- Needs to personally own every search to feel in control. There is a Manager and a team for execution; your job is to make them better.
- Measures the function by activity instead of requests filled, placements retained, and cost per qualified hire.
- Treats the budget as an entitlement rather than a portfolio to defend with ROI.
- Softens honest updates when the function is behind.
- Avoids the hard conversation when what is being sold and what can be filled do not match.

What Candidates May Underestimate About This Role

- The two altitudes are real. This is a strategy seat with hands-on accountability. When execution slips, you go direct to the team and fix it.



If you have only ever escalated from a distance, this will stretch you.
- You inherit a running function, not a blank page: a Manager, a team, live channels, and existing standards. The job is to make the whole system measurably better without breaking what already works.
- Two engines, different rhythms. Client-facing recruiting and internal hiring have different demand curves and different stakeholders, and you own both at once, to the same bar.
- Recruiting globally for U.S. Pacific Time roles is genuinely hard. The talent pools are deep, but the constraint is real, and beating it takes strategy and persistence, not volume.
- We use time-tracking software with activity monitoring, including periodic screenshots, across our remote team. You will work within and stand behind that system.

Qualifications

Required

- 10 years of progressive experience in recruitment or talent acquisition, including 5 years in a senior leadership role owning strategy, budget, and headcount for a recruitment function.
- Proven track record building and scaling recruitment functions at volume, including org design decisions: unit structure, spans of control, and when to add or reduce specialist sourcing capacity.
- Experience owning a recruitment budget and vendor and agency contracts, including channel spend decisions and ROI evaluation across sourcing tools and job boards.
- Experience setting KPI frameworks and targets for a recruitment function, not just delivering against KPIs set by someone else.
- Experience partnering directly with sales or business development leadership to align what a recruiting pipeline can realistically deliver with what the organization sells, and holding your ground in those conversations.
- A track record of developing manager-level direct reports into independent operators and building succession benches below them.
- Strong analytical skills: comfortable using real outcome data, including cost-per-hire, retention, and close-rate metrics, to revise standards and sourcing priorities over time.
- Exceptional (native-level or near-native) English, written and spoken. You will be tested on both.

Preferred

- Prior recruiting leadership in a staffing agency, outsourcing firm, shared services environment, or BPO, or a comparable high-volume recruiting environment. Strongly preferred.
- Experience owning both client-facing (agency-side) recruiting and internal corporate talent acquisition.
- Experience hiring or managing talent across Latin America, the Philippines, or South Africa.
- Experience hiring for U.S.-hours roles from global talent pools.
- Experience in a fully remote, fast-scaling company.

What We Offer

- Fully remote position with a stable, growing company.
- Competitive base salary plus annual performance bonus and anniversary loyalty bonuses.
- Company-sponsored health insurance.
- Generous PTO that increases with tenure (up to 30 days per year), birthday PTO, 7 U.S. paid holidays, 5 paid sick days, and bereavement leave.
- Home office stipend, computer replacement stipend, and monthly internet allowance that increases with tenure.
- Professional development, training programs, and education support for high performers.
- Real visibility: your function and your numbers are in front of executive leadership every month, and we promote from within.

How to Apply

Complete the job application in full: https://ats.rippling.com/rls/jobs/30fded47-9bfc-4f39-ad39-6d99f172dff2/apply?st=f77700b8-cdf1-457e-ae89-dc1141675682&jobBoardSlug;=rls&jobId;=30fded47-9bfc-4f39-ad39-6d99f172dff2&step;=application

📌 Director of Recruiting (México)
🏢 Remote Legal Staff
📍 México