Job Description

Hi 👋 We’re Legl.

Legl is building the operating system for modern legal services.

We help law firms and regulated businesses replace manual, fragmented workflows with intelligent software from client onboarding and compliance to payments, risk, and reporting.

Legal work is high-stake - it’s regulated, complex, and deeply impactful - and our mission is to help regulated firms grow faster, run their businesses more profitably, manage risk intelligently, and deliver great client experiences

We’re backed by leading European VCs, scaling quickly, partnered with over 600 law firms including 50 of the UK’s top 200, launched in the UK and Australia - and entering our next phase of growth.

We Work Best When

• AI is the central-operating model: not a tool or a future plan - but the way we run.

• Decisions live with people: you're trusted to make calls and own them.

• Think deeply, execute quickly: speed and rigour, not speed or rigour.

What You’ll Do

As a Talent Partner 6m FTC at Legl, you’ll:

• Own hiring from challenging success criteria & role needs, through to role briefing, first hellos, and through to signed offers; managing screens to an exceptionally high talent-bar, judging skills and fit, and operating a world-class candidate experience machine.

• Partner deeply with our hiring managers across all areas of the business - from Engineering, Product, Sales, Marketing, Customer Success, Finance & Operations; shaping what each org actually needs, collaborating through the process and having a real say in who we hire.

• Spot a high-potential candidate early in the process: identifying who can quantify their impact, deeply understand customer problems, and who like to move innovatively & fast with their adoption of AI.

• Execute against PeopleOps tasks from onboarding, offboarding & more.

• Keep a constant eye on the data: tracking pipeline, comparing candidates, and giving the team an evidence-based view so we can decide quickly.

This Role Is a Great Fit If…

• You love the whole craft of hiring; from challenging the business on the hiring rationale, through to a great first conversation, rejecting with tangible feedback, and hiring great talent.

• You're comfortable having a point of view and pushing back on a hiring manager when the evidence says so.

• You genuinely enjoy the people side beyond recruiting, including onboarding, culture, and being someone the team trusts to go to.

• You thrive in a small, fast, AI-native team where you own your area and figure things out without a big playbook handed to you.

This Role Is Not a Great Fit If…

• You prefer a big, structured talent function with layers of process, rigid pay bands, and a narrow, single-function remit.

• You want to focus purely on sourcing and scheduling and would rather not touch onboarding, culture, or wider people work.

• You're uncomfortable making judgement calls and standing behind them, or you'd rather defer every decision to the hiring manager.

• You like a slow, deliberate pace and find daily change and ambiguity draining rather than energising.