Talent Acquisition Partner
before sections? The instruction: "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., implying those are examples, but we should only use those headings when appropriate. Probably we should stick to those headings. The posting includes a "Job Description" with sections: The Role, Who You Are, The Role (again), What You’ll Do, Qualifications, What We’re Looking For, Even Better If You Have, Additional Information (Why Join Us?). We need to map to allowed headings.
We have responsibilities: "What You’ll Do" list. Also earlier "The Role" description maybe responsibilities. We'll combine.
Requirements/Qualifications: "Qualifications What We’re Looking For You Bring" plus "Even Better If You Have". Also "Who You Are" maybe skills/attributes.
Skills: maybe "Strong LinkedIn Recruiter skills..." etc.
Benefits: "Full benefits: Medical, Dental, Vision, 401(k) with match". So we can create Benefits section.
Pay: not mentioned, so omit.
Schedule: not mentioned, omit.
Thus we will have sections: About the role? Could be the initial description of role (maybe "The Role" paragraphs). We'll use About the role
with paragraphs summarizing role.
Responsibilities: Responsibilities
with of duties.
Qualifications: Qualifications
with of required qualifications.
Skills: maybe Skills
with of skills (LinkedIn Recruiter, Boolean, ATS, communication, managing multiple roles).
Benefits: Benefits
with of benefits.
We must not repeat job title as heading. No Job ID.
We must preserve all substantive information; not invent or summarize away detail. Must not omit details. So we need to include all details from posting.
Let's extract details:
Company Description: Expert Institute is the #1 technology platform connecting litigation attorneys with expert witnesses, operating in a multi-billion-dollar market with less than 5% share today. We've evaluated 200,000+ cases, built a network of 1 million+ experts, and helped attorneys recover more than $500 billion in settlements and verdicts — on cases involving Google, Uber, Microsoft, Facebook, the NFL, the MLB, and many others. Our mission is simple: give attorneys the experts and intelligence they need to win high-stakes cases for the people, families, and businesses harmed by someone else's negligence or wrongdoing. Every hire we make is in service of that — including this one.
We can include this as a before sections (no heading). That's okay.
The Role (first): "This role owns full-cycle hiring for sales and technology, our two most strategic and fastest-growing hiring priorities. You'll partner directly with hiring managers to build pipelines before roles open, run the full search process end to end, and close candidates — becoming the person who can tell our story better than anyone."
Then "Who You Are": bullet-like paragraphs describing traits.
Then second "The Role": "You’ll own full-cycle hiring for our most strategic and specialized roles — sales, software engineering, product, legal nurse consulting, and marketing — partnering directly with hiring managers and the VP of People to build the team that powers our next phase of growth."
Then "What You’ll Do": list of duties.
Then "Qualifications What We’re Looking For You Bring": list of required qualifications.
Then "Even Better If You Have": list of preferred.
Then "Additional Information Why Join Us?": benefits.
We need to ensure we don't lose any detail.
Let's compile responsibilities list:
- Meet with hiring managers to understand what they actually need (not just what’s in the job description) and build a search strategy from there
- Source candidates proactively, LinkedIn outreach, networking, referrals, so you’re never starting from zero when a role opens
- Keep a live sales talent pipeline at all times; sales is always recruiting, and you’ll be the engine that makes that possible
- Screen candidates over the phone, use AI to complete full assessments, and give hiring managers a real recommendation, not just a summary
- Coordinate interviews, prep candidates, and keep everyone on track so the process doesn’t slow down unnecessarily
- Administer pre-employment assessments for applicable roles and help interpret results alongside the hiring team
- Conduct structured reference checks for finalist candidates
- Extend and negotiate offers; close candidates with confidence and honesty
- Keep SmartRecruiters (our ATS) organized and current, so nothing falls through the cracks
- Track your metrics, time-to-fill, source of hire, offer acceptance rate, and use the data to keep improving
- Represent Expert Institute well to every candidate, every time, regardless of the outcome
Also earlier responsibilities: partner directly with hiring managers to build pipelines before roles open, run the full search process end to end, and close candidates — becoming the person who can tell our story better than anyone. Also "You’ll own full-cycle hiring for our most strategic and specialized roles — sales, software engineering, product, legal nurse consulting, and marketing — partnering directly with hiring managers and the VP of People to build the team that powers our next phase of growth." Might be part of role description.
We'll include those in responsibilities as well.
Now qualifications list (required):
- At least 2–3 years of full-cycle recruiting experience, either in-house or at an agency
- A real track record closing candidates for specialized or technical roles — not just high-volume, easy-to-fill positions
- Strong LinkedIn Recruiter skills and comfort with Boolean search and AI tools to make the process efficient
- Experience working in an ATS — SmartRecruiters is a plus
- Communication skills that work at every level: a skeptical senior candidate, an impatient hiring manager, a nervous new grad
- The ability to manage multiple open roles at once without losing detail or momentum on any of them
Preferred (Even Better If You Have):
- Background in legal tech, SaaS, or professional services
- Familiarity with structured pre-employment assessments (Criteria, OMG, Kolbe, or similar)
Skills maybe we can extract from qualifications and who you are: "Thinks in pipelines, not just requisitions. You’re always sourcing, even when there’s no open role yet. Owns the outcome. You’re not waiting for candidates to find you. You go get them, passive outreach, creative Boolean searches, referral networks, all of it. Builds real relationships with hiring managers, not just transactional status updates. You push back when a job description is unrealistic and earn trust by delivering. Has range. You’re as comfortable recruiting a software engineer as you are a sales rep or a licensed nurse consultant. You learn what good looks like in each function and apply it. Moves with urgency and doesn’t let candidates go dark. You know a slow process loses great people. You've closed candidates for specialized or technical roles, not just high-volume, easy-to-fill ones. You push back on unrealistic job descriptions and earn hiring managers' trust by delivering anyway. You've worked in a fast-paced, high-growth technology company and want more of it — not less. You can juggle multiple open roles, competing priorities, and a full inbox without dropping detail on any of them. Keeps your house in order. Your ATS is current, your pipelines are documented, and you can tell a hiring manager exactly where every candidate stands without hesitating."
These are more like attributes/skills. We could put them under Skills section.
Now Benefits: "Full benefits: Medical, Dental, Vision, 401(k) with match". Also maybe "Work in a dynamic, fast-paced environment where you can have a voice", "Be part of a team that values curiosity, innovation, and professional growth". Those are also benefits/perks. We'll include them.
Now we need to output HTML fragment only.
We'll start with a
for company description.
Then
About the role
with paragraphs combining the two role descriptions.
Then Responsibilities
with list.
Then Qualifications
with list (required).
Then Skills
with list (attributes).
Then Benefits
with list.
We must not include Pay or Schedule.
Check that we didn't miss any substantive info: The company description included numbers etc. We'll keep that.
The "Who You Are" content we moved to Skills.
Check that we didn't duplicate.
Let's craft.
HTML:
Expert Institute is the #1 technology platform connecting litigation attorneys with expert witnesses, operating in a multi-billion-dollar market with less than 5% share today. We've evaluated 200,000+ cases, built a network of 1 million+ experts, and helped attorneys recover more than $500 billion in settlements and verdicts — on cases involving Google, Uber, Microsoft, Facebook, the NFL, the MLB, and many others. Our mission is simple: give attorneys the experts and intelligence they need to win high-stakes cases for the people, families, and businesses harmed by someone else's negligence or wrongdoing. Every hire we make is in service of that — including this one.
About the role
This role owns full-cycle hiring for sales and technology, our two most strategic and fastest-growing hiring priorities. You'll partner directly with hiring managers to build pipelines before roles open, run the full search process end to end, and close candidates — becoming the person who can tell our story better than anyone. You’ll own full-cycle hiring for our most strategic and specialized roles — sales, software engineering, product, legal nurse consulting, and marketing — partnering directly with hiring managers and the VP of People to build the team that powers our next phase of growth.
Responsibilities
- Meet with hiring managers to understand what they actually need (not just what’s in the job description) and build a search strategy from there
- Source candidates proactively, LinkedIn outreach, networking, referrals, so you’re never starting from zero when a role opens
- Keep a live sales talent pipeline at all times; sales is always recruiting, and you’ll be the engine that makes that possible
- Screen candidates over the phone, use AI to complete full assessments, and give hiring managers a real recommendation, not just a summary
- Coordinate interviews, prep candidates, and keep everyone on track so the process doesn’t slow down unnecessarily
- Administer pre-employment assessments for applicable roles and help interpret results alongside the hiring team
- Conduct structured reference checks for finalist candidates
- Extend and negotiate offers; close candidates with confidence and honesty
- Keep SmartRecruiters (our ATS) organized and current, so nothing falls through the cracks
- Track your metrics, time-to-fill, source of hire, offer acceptance rate, and use the data to keep improving
- Represent Expert Institute
Qualifications
with- of required qualifications.
Skills: maybe
- Meet with hiring managers to understand what they actually need (not just what’s in the job description) and build a search strategy from there
- Source candidates proactively, LinkedIn outreach, networking, referrals, so you’re never starting from zero when a role opens
- Keep a live sales talent pipeline at all times; sales is always recruiting, and you’ll be the engine that makes that possible
- Screen candidates over the phone, use AI to complete full assessments, and give hiring managers a real recommendation, not just a summary
- Coordinate interviews, prep candidates, and keep everyone on track so the process doesn’t slow down unnecessarily
- Administer pre-employment assessments for applicable roles and help interpret results alongside the hiring team
- Conduct structured reference checks for finalist candidates
- Extend and negotiate offers; close candidates with confidence and honesty
- Keep SmartRecruiters (our ATS) organized and current, so nothing falls through the cracks
- Track your metrics, time-to-fill, source of hire, offer acceptance rate, and use the data to keep improving
- Represent Expert Institute
Skills
with- of skills (LinkedIn Recruiter, Boolean, ATS, communication, managing multiple roles).
Benefits:
Benefits
with- of benefits.
We must not repeat job title as heading. No Job ID.
We must preserve all substantive information; not invent or summarize away detail. Must not omit details. So we need to include all details from posting.
Let's extract details:
Company Description: Expert Institute is the #1 technology platform connecting litigation attorneys with expert witnesses, operating in a multi-billion-dollar market with less than 5% share today. We've evaluated 200,000+ cases, built a network of 1 million+ experts, and helped attorneys recover more than $500 billion in settlements and verdicts — on cases involving Google, Uber, Microsoft, Facebook, the NFL, the MLB, and many others. Our mission is simple: give attorneys the experts and intelligence they need to win high-stakes cases for the people, families, and businesses harmed by someone else's negligence or wrongdoing. Every hire we make is in service of that — including this one.
We can include this as a
before sections (no heading). That's okay. The Role (first): "This role owns full-cycle hiring for sales and technology, our two most strategic and fastest-growing hiring priorities. You'll partner directly with hiring managers to build pipelines before roles open, run the full search process end to end, and close candidates — becoming the person who can tell our story better than anyone." Then "Who You Are": bullet-like paragraphs describing traits. Then second "The Role": "You’ll own full-cycle hiring for our most strategic and specialized roles — sales, software engineering, product, legal nurse consulting, and marketing — partnering directly with hiring managers and the VP of People to build the team that powers our next phase of growth." Then "What You’ll Do": list of duties. Then "Qualifications What We’re Looking For You Bring": list of required qualifications. Then "Even Better If You Have": list of preferred. Then "Additional Information Why Join Us?": benefits. We need to ensure we don't lose any detail. Let's compile responsibilities list: - Meet with hiring managers to understand what they actually need (not just what’s in the job description) and build a search strategy from there - Source candidates proactively, LinkedIn outreach, networking, referrals, so you’re never starting from zero when a role opens - Keep a live sales talent pipeline at all times; sales is always recruiting, and you’ll be the engine that makes that possible - Screen candidates over the phone, use AI to complete full assessments, and give hiring managers a real recommendation, not just a summary - Coordinate interviews, prep candidates, and keep everyone on track so the process doesn’t slow down unnecessarily - Administer pre-employment assessments for applicable roles and help interpret results alongside the hiring team - Conduct structured reference checks for finalist candidates - Extend and negotiate offers; close candidates with confidence and honesty - Keep SmartRecruiters (our ATS) organized and current, so nothing falls through the cracks - Track your metrics, time-to-fill, source of hire, offer acceptance rate, and use the data to keep improving - Represent Expert Institute well to every candidate, every time, regardless of the outcome Also earlier responsibilities: partner directly with hiring managers to build pipelines before roles open, run the full search process end to end, and close candidates — becoming the person who can tell our story better than anyone. Also "You’ll own full-cycle hiring for our most strategic and specialized roles — sales, software engineering, product, legal nurse consulting, and marketing — partnering directly with hiring managers and the VP of People to build the team that powers our next phase of growth." Might be part of role description. We'll include those in responsibilities as well. Now qualifications list (required): - At least 2–3 years of full-cycle recruiting experience, either in-house or at an agency - A real track record closing candidates for specialized or technical roles — not just high-volume, easy-to-fill positions - Strong LinkedIn Recruiter skills and comfort with Boolean search and AI tools to make the process efficient - Experience working in an ATS — SmartRecruiters is a plus - Communication skills that work at every level: a skeptical senior candidate, an impatient hiring manager, a nervous new grad - The ability to manage multiple open roles at once without losing detail or momentum on any of them Preferred (Even Better If You Have): - Background in legal tech, SaaS, or professional services - Familiarity with structured pre-employment assessments (Criteria, OMG, Kolbe, or similar) Skills maybe we can extract from qualifications and who you are: "Thinks in pipelines, not just requisitions. You’re always sourcing, even when there’s no open role yet. Owns the outcome. You’re not waiting for candidates to find you. You go get them, passive outreach, creative Boolean searches, referral networks, all of it. Builds real relationships with hiring managers, not just transactional status updates. You push back when a job description is unrealistic and earn trust by delivering. Has range. You’re as comfortable recruiting a software engineer as you are a sales rep or a licensed nurse consultant. You learn what good looks like in each function and apply it. Moves with urgency and doesn’t let candidates go dark. You know a slow process loses great people. You've closed candidates for specialized or technical roles, not just high-volume, easy-to-fill ones. You push back on unrealistic job descriptions and earn hiring managers' trust by delivering anyway. You've worked in a fast-paced, high-growth technology company and want more of it — not less. You can juggle multiple open roles, competing priorities, and a full inbox without dropping detail on any of them. Keeps your house in order. Your ATS is current, your pipelines are documented, and you can tell a hiring manager exactly where every candidate stands without hesitating." These are more like attributes/skills. We could put them under Skills section. Now Benefits: "Full benefits: Medical, Dental, Vision, 401(k) with match". Also maybe "Work in a dynamic, fast-paced environment where you can have a voice", "Be part of a team that values curiosity, innovation, and professional growth". Those are also benefits/perks. We'll include them. Now we need to output HTML fragment only. We'll start with a
for company description. Then
About the role
with paragraphs combining the two role descriptions. ThenResponsibilities
with- list.
Then
Qualifications
with- list (required).
Then
Skills
with- list (attributes).
Then
Benefits
with- list.
We must not include Pay or Schedule.
Check that we didn't miss any substantive info: The company description included numbers etc. We'll keep that.
The "Who You Are" content we moved to Skills.
Check that we didn't duplicate.
Let's craft.
HTML:
Expert Institute is the #1 technology platform connecting litigation attorneys with expert witnesses, operating in a multi-billion-dollar market with less than 5% share today. We've evaluated 200,000+ cases, built a network of 1 million+ experts, and helped attorneys recover more than $500 billion in settlements and verdicts — on cases involving Google, Uber, Microsoft, Facebook, the NFL, the MLB, and many others. Our mission is simple: give attorneys the experts and intelligence they need to win high-stakes cases for the people, families, and businesses harmed by someone else's negligence or wrongdoing. Every hire we make is in service of that — including this one.
About the role
This role owns full-cycle hiring for sales and technology, our two most strategic and fastest-growing hiring priorities. You'll partner directly with hiring managers to build pipelines before roles open, run the full search process end to end, and close candidates — becoming the person who can tell our story better than anyone. You’ll own full-cycle hiring for our most strategic and specialized roles — sales, software engineering, product, legal nurse consulting, and marketing — partnering directly with hiring managers and the VP of People to build the team that powers our next phase of growth.