Legal Talent Partner

About the role

We’re looking for a Legal Talent Partner to take ownership of some of our most important (and honestly, hardest-to-fill) hires as we scale across the UK and US. You’d own the strategy and the day-to-day for recruiting our Legal Engineers and Legal Solutions Architects: the specialists who pair deep real estate legal expertise with the ability to shape market-leading AI products.

Responsibilities

• Hiring for our legal specialist roles
• Work closely with Product, GTM, and leadership to define what “great” looks like for each Legal Engineer and Legal Solutions Architect role.
• Run full-cycle hiring that balances speed with proper depth of assessment, often across several roles and hiring managers at once.
• Credibility in a niche market
• Talk to lawyers, legal professionals, and ex-practitioners in their own language. Understand their specialties, and get a real read on their real-estate-law depth.
• Talk to lawyers as career-changers. You get their motivations, their hesitations, and what excites them about tech.
• Build pipelines where they don’t already exist: engaging passive candidates, mapping specialist communities, and turning a bit of curiosity into real interest.
• Coach interviewers on how to assess both legal and technical ability.
• Bring the market insight: who’s out there, what they expect, what they’re paid, and who else is chasing them.
• Help the team make confident calls, backed by data and good judgment.

Requirements

You don’t need to tick every box. But the people who’ll thrive here tend to:

• Have recruited lawyers before, whether in-house, in an agency, or in legal tech, and know how to spot the real thing.
• Know real estate law, or be the kind of person who’ll learn it fast. You don’t need to be a lawyer, but you do need enough fluency to judge specialty, seniority, and relevance.
• Be comfortable talking to lawyers as career-changers. You get their motivations, their hesitations, and what excites them about tech.
• Build pipelines where they don’t already exist: engaging passive candidates, mapping specialist communities, and turning a bit of curiosity into real interest.
• Hire in fast-moving, high-growth places, and can balance speed with rigor without dropping either.
• Tell a good story. You can explain why Orbital is different, and why these roles are a smart move for a lawyer.
• Be structured and data-led. You build clear processes, and you’re comfortable talking numbers with senior people.

Qualifications

• Nice-to-haves (don’t worry if not)
• You’ve hired for legal tech, legal engineering, legal operations, or other product-adjacent legal roles.
• You know your way around US state bar and/or UK qualification routes, and the real estate legal world.
• You’ve hired across multiple jurisdictions, or helped scale a team through a Series B startup.

Skills

• Structured and data-led
• Comfortable talking to lawyers as career-changers
• Market insight
• Ability to coach interviewers

Benefits

• A competitive salary of $110,000 to $170,200, plus equity.
• 401(k) with a 100% match on your contributions up to 4% of salary.
• Medical, dental, and vision cover, with Orbital paying 100% of your employee premium.
• 20 days’ PTO, plus 11 public holidays and 40 hours of paid sick time.
• A generous parental leave policy for all parents and caregivers.
• Flexible, hybrid working from our Los Angeles office.
• Top-quality equipment, a $1,200 yearly professional development stipend, and ongoing training.
• Pre-tax commuter benefits.
• Regular team off-sites, shared meals, and socials.

Pay

A competitive salary of $110,000 to $170,200, plus equity.

Schedule

Fully remote, with occasional in-person meetings in our Los Angeles office.