Senior Talent Partner - Legal Engineering
New York, NYFull-timePosted 1w agoStill listed 4 days ago
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At a glance
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Job overview
Wordsmith AI is hiring a Senior Talent Partner to recruit legal engineers, including senior associates, in-house counsel, and legal operations leads. The role focuses on finding and assessing candidates’ legal judgment, technical aptitude, and ability to work with customers and engineers, then making the case for a career move. The partner will build talent pipelines, run a fair and fast recruiting process, collaborate with stakeholders, and use funnel data to improve hiring.
Skills & qualifications
Skills
Qualifications
Full job description
Wordsmith Wordsmith is building the legal operations platform for in-house teams, and we are growing fast. We believe in-house legal is becoming one of the most important functions in the AI era. Every business is moving faster, but legal work is still too often scattered across inboxes, chats, documents, and disconnected systems. Wordsmith brings that work into one system. Requests come in from across the business, AI agents handle the routine, lawyers stay in control where judgment matters, and every step is captured as work happens. We are built for in-house legal, not law firms. Our goal is to help legal teams move faster, reduce unnecessary external counsel spend, and become a function the business can run with.
The Role Legal engineers are how Wordsmith wins: lawyers who shape the product, deploy it with customers and prove what AI can do for an in-house team. The best of them are not looking for jobs. They're senior associates, in-house counsel and legal ops leads who haven't yet heard a strong case for leaving law. You'll find them, assess both their legal judgment and their technical aptitude, and convince them this is the next step in their career. This is not a coordination role.
What You'll Do
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Deliver bar-raising legal engineers each quarter
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Own a robust, fair and fast recruiting process that is optimized to hire the best talent vs the best interviewers.
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Map legal talent across law firms, in-house teams, legal ops and legal tech, and build pipelines before roles open
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Assess what matters: legal judgment, comfort with AI and data, and the ability to work with customers and engineers
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Work with stakeholders on how the archetype of who we hire changes as the market does
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Report on your funnel every week and fix what the data shows
What We're Looking For Essential
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5+ years of full-cycle recruiting, with at least some exposure of hiring in legal
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You are quick at onboarding into a new area; you are able to get a deep understanding of a new role and/or new area and quickly present yourself as a knowledgeable voice
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A track record you can put numbers on: hires per quarter, offer acceptance, how your hires performed
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Most of your recent hires sourced by you
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Fluency with Ashby or a similar ATS, and real use of AI in your own workflow
Valued
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Hired for a legal tech or AI company
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Hired hybrid roles that blend a profession with product or engineering
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A legal background yourself
How this job compares
Set against the 2,873 open Talent Acquisition jobs on Olive Jobs, counted November 10, 2026.
- Pay
- This postingNot listed
- New York median$123–170K/yr215 salary ranges
- New York median$28–34/hr29 hourly ranges
- Openings
- Olive Jobs lists 334 open Talent Acquisition jobs in New York and 2,873 across the US. 9% of them nationwide are listed as remote or flexible.
- Hiring the most in New York
- Legora11 open
- Heidrick and Struggles, Inc9 open
- Brex8 open
- Experience
- This posting asks for at least 5 years of experience; Talent Acquisition postings that state a minimum ask for 4 years at the median (2,299 postings).
- Education
- 417 of the 2,873 open Talent Acquisition jobs (15%) ask for a bachelor's degree or higher.
Counted across the open, public US postings on Olive Jobs on November 10, 2026. Pay medians are the middle values of the low ends and of the high ends of postings that list both ends of a range in the same cadence (a yearly salary or an hourly rate); a range's midpoint is halfway between its ends. Pay and experience figures resting on fewer than 20 postings are left out.
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