Talent Acquisition Lead

Location: (Remote Canada)
Recruiting • Remote – Canada; Calgary, AB; Montreal, QC; Ottawa, ON; Toronto, ON; Vancouver, BC • Full time • Remote
Employment Type: Full-Time
Reports To: Chief Operating Officer

About Juris Digital

Juris Digital is a digital marketing agency built specifically for law firms.

We help law firms grow through integrated strategies across SEO, paid media, content, website development, and digital strategy. But our work goes beyond rankings, leads, and marketing metrics. We believe sustainable growth comes from strong relationships, clear strategy, accountability, and teams that genuinely understand the businesses they serve.

Our vision is simple:
Be the most trusted growth partner for law firms. Make brand and case growth simple, visible, and reliable.

We are a remote-first company that values excellence, innovation, empathy, relationships, transparency, and having fun while doing great work.

As Juris Digital continues to grow, we are looking for an experienced Talent Acquisition leader who can help us build the team required for our next stage of growth.

Role Summary

The Talent Acquisition Lead is a strategic, hands-on leader responsible for helping Juris Digital attract, identify, hire, and retain exceptional talent.

You will own critical searches yourself while also helping build the systems, processes, standards, and recruiting infrastructure that allow Juris Digital to hire consistently and effectively as we scale.

You will partner directly with executives, directors, and hiring managers to understand workforce needs, establish hiring strategies, define what great talent looks like, and efficiently move qualified candidates through the hiring process.

This role requires someone who can operate strategically while still being willing to source candidates, conduct interviews, follow up with hiring managers, improve scorecards, manage recruiting technology, analyze hiring data, and jump into difficult searches when needed.

You will be expected to bring structure and accountability to the entire recruiting lifecycle—from workforce planning through signed offer.

Key Responsibilities

Talent Acquisition Leadership

• Own and continually improve the Talent Acquisition function at Juris Digital.
• Establish clear recruiting goals, hiring priorities, processes, KPIs, and accountability.
• Lead regular hiring pipeline reviews with executives and hiring managers.
• Help develop recruiters or recruiting resources as the company grows.
• Create a recruiting culture built around urgency, quality, transparency, and ownership.
• Ensure every open position has a clear hiring strategy, timeline, owner, scorecard, and next step.
• Identify hiring bottlenecks early and take ownership of resolving them.

Full-Cycle Recruiting

• Personally manage full-cycle recruiting for high-priority, specialized, leadership, and executive-level positions.
• Manage the recruiting lifecycle from intake and job development through sourcing, interviewing, references, offer negotiation, and close.
• Proactively source high-quality candidates rather than relying solely on inbound applicants.
• Develop talent pipelines for anticipated future hiring needs.
• Utilize LinkedIn, referrals, recruiting platforms, Boolean search, networking, industry relationships, and creative sourcing strategies.
• Conduct structured interviews that evaluate experience, technical competency, leadership ability, communication skills, values alignment, and overall role fit.
• Maintain consistent candidate communication throughout the hiring process.
• Step directly into searches when additional recruiting support is needed.

Hiring Manager & Executive Partnership

• Serve as a trusted Talent Acquisition advisor to executives, directors, and hiring managers.
• Lead intake meetings to clearly define the role, business need, responsibilities, experience requirements, scorecard, compensation parameters, and interview process before recruiting begins.
• Challenge unclear or unrealistic hiring expectations when necessary.
• Provide hiring managers with market feedback regarding compensation, candidate availability, talent competition, and recruiting difficulty.
• Maintain consistent communication regarding candidate pipelines, interview progress, bottlenecks, and risks.
• Hold hiring managers accountable for timely interviews, scorecards, feedback, and decisions.
• Provide executive leadership with regular reporting on all open positions and recruiting performance.

Recruiting Operations & Process Ownership

• Own and optimize the systems used to manage Juris Digital’s recruiting process.
• Ensure job descriptions, interview plans, scorecards, candidate stages, templates, and hiring workflows are standardized and consistently followed.
• Maintain accurate recruiting data across all active searches.
• Develop recruiting dashboards and reporting for leadership.
• Track hiring KPIs, including:
  • Time to Fill
  • Time to Hire
  • Candidate Pipeline Health
  • Candidate-to-Interview Conversion
  • Interview-to-Offer Conversion
  • Offer Acceptance Rate
  • Source Effectiveness
  • Quality of Hire
  • Hiring Manager Satisfaction
  • Candidate Experience
• Identify process bottlenecks and implement improvements that increase speed without lowering the quality bar.
• Create scalable recruiting SOPs that allow Juris Digital to grow without creating unnecessary administrative complexity.

Marketing Agency Talent Expertise

This role will frequently recruit for specialized digital marketing and professional-services positions, including:

• Search Engine Optimization
• Local SEO
• Paid Search / Google Ads / LSA
• Paid Social
• Content Marketing
• Social Media
• Account Management
• Client Strategy
• Web Development
• Web Design / UX /AI
• Creative
• Marketing Operations
• Sales
• Operations
• Leadership and Executive Roles

You should understand that strong agency talent requires more than technical competency.

Candidates must also be able to meet deadlines, communicate clearly, collaborate effectively, take ownership, manage multiple priorities, and deliver excellent work in a client-service environment.

Employer Brand & Candidate Experience

• Create a candidate experience that accurately reflects Juris Digital’s culture and expectations.
• Ensure candidates receive clear, professional, and timely communication.
• Build consistency across interviews and candidate evaluation.
• Partner with leadership and Marketing to strengthen Juris Digital’s employer brand.
• Help communicate why exceptional people should choose Juris Digital.
• Maintain a high hiring bar while ensuring candidates feel respected throughout the process.
• Identify new recruiting channels and communities where high-quality agency talent can be found.

Strategic Workforce Planning

• Partner with executive leadership on hiring forecasts and workforce planning.
• Help leadership distinguish between immediate hiring needs and longer-term organizational needs.
• Develop proactive pipelines for roles the company expects to hire repeatedly.
• Monitor compensation trends, talent availability, competitive hiring activity, and recruiting market conditions.
• Identify opportunities to improve recruiting efficiency, hiring quality, and organizational scalability.
• Provide leadership with data that helps determine when, where, and how the company should hire.
• Support organizational design and headcount planning as Juris Digital continues to grow.

What You Bring

Required Qualifications

• 4+ years of Talent Acquisition or recruiting experience in a fast-paced organization.
• 1+ years of recruiting leadership, management, or senior recruiting ownership experience.
• Strong experience recruiting within a digital marketing agency, technology company, professional-services organization, or similarly specialized environment.
• Demonstrated experience recruiting digital marketing professionals.
• Experience managing full-cycle recruiting from sourcing through offer acceptance.
• Proven success in recruiting leadership, specialized, and difficult-to-fill positions.
• Strong sourcing capabilities, including LinkedIn sourcing, networking, referrals, market mapping, and proactive outreach.
• Experience building structured interview processes and candidate scorecards.
• Experience working with an Applicant Tracking System and recruiting technology.
• Strong understanding of recruiting analytics and hiring funnel metrics.
• Exceptional stakeholder-management skills.
• Ability to confidently advise and challenge senior leaders when necessary.
• Strong organizational and project-management skills.
• Ability to manage multiple open positions and competing priorities simultaneously.
• Excellent written and verbal communication skills.
• High attention to detail and follow-through.

Preferred Qualifications

• Recruiting experience within an SEO, digital marketing, advertising, or legal marketing agency.
• Experience recruiting SEO, PPC, Content, Development, Design, Account Management, Sales, and Operations professionals.
• Experience recruiting remote employees across the United States.
• Experience helping a growing company build or mature its Talent Acquisition processes.
• Experience developing recruiting dashboards, KPIs, SOPs, and hiring-manager training.
• Experience supporting workforce planning and organizational growth.

What Success Looks Like

Within this role, success means you:

• Consistently deliver qualified candidates for high-priority positions.
• Reduce unnecessary delays throughout the hiring process.
• Establish clear visibility into every open role and candidate pipeline.
• Build trusted relationships with executives and hiring managers.
• Improve Time to Fill without sacrificing Quality of Hire.
• Increase hiring-manager accountability and participation throughout recruiting.
• Build proactive pipelines for difficult and frequently hired positions.
• Create an excellent candidate experience regardless of whether a candidate is ultimately hired.
• Establish recruiting data leadership can trust.
• Build scalable hiring processes that support Juris Digital’s continued growth.
• Recruit people who raise the talent bar of the organization rather than simply filling vacancies.

Ultimately, your job is not simply to fill positions.

Your job is to help Juris Digital consistently put the right people in the right seats at the right time.

How You Operate

Ownership

You don’t wait for someone else to identify a recruiting problem. You identify it, communicate it, and work toward a solution.

Trusted Advisor

You build credibility with leaders through data, preparation, follow-through, and sound judgment.

High Accountability

You are comfortable working in an environment where owners, numbers, deadlines, and commitments matter.

Bias Toward Action

You understand when additional analysis is valuable—and when it is time to make a decision and move.

Relationship Focused

You understand that recruiting is fundamentally about people. Candidates and hiring managers should feel respected, informed, and supported throughout the process.

High Standards

You would rather continue searching than lower the hiring bar simply to close a position.

Adaptable

Priorities can change quickly in a growing company. You can adjust without losing organization, accountability, or momentum.

Collaborative

You work effectively across departments and understand that hiring great people is a shared responsibility between Talent Acquisition and company leadership.

Our Culture

At Juris Digital, we care about the quality of our work and the quality of the relationships behind it.

Our values include:

Excellence — We hold ourselves to a high standard and continuously look for ways to improve.

Innovation — We challenge assumptions, explore better approaches, and embrace change.

Empathy — We seek to understand our clients, coworkers, and candidates.

Relationships — We believe strong businesses are built on strong relationships.

Fun — We take our work seriously without taking ourselves too seriously.

Transparency — We communicate clearly, address problems directly, and believe accountability creates stronger teams.

Benefits & Work Environment

Juris Digital is a remote-first organization.

Team members collaborate primarily through virtual meetings, Slack, and our internal technology platforms.

Benefits for eligible full-time employees include:

• Medical and dental benefits
• Unlimited PTO
• Paid company holidays
• Remote work environment
• Professional growth opportunities
• Collaborative company culture
• Opportunities to grow alongside a rapidly evolving organization

This position requires reliable internet access and the ability to effectively collaborate within a distributed remote team.

Equal Employment Opportunity

Juris Digital is committed to maintaining an inclusive workplace and providing equal employment opportunities.

Employment decisions are made based on business needs, job requirements, qualifications, and individual merit without discrimination based on legally protected characteristics.

Reasonable accommodations may be provided to qualified individuals with disabilities throughout the application and employment process.

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