Full-Cycle Legal Talent Recruiting & Pipeline Ownership: Take direct ownership of end-to-end recruiting of legal talent across attorney, litigation paralegal, case manager, medical records/lien specialist, intake specialist, and administrative operations seats—writing compelling postings, actively sourcing passive legal talent (LinkedIn Recruiter, Indeed, direct outreach), conducting structured multi-gate screening, verifying references, and closing A-players without relying on external contingency recruiters. 2. Onboarding, SOPs & 30/60/90-Day Ramp Architecture: Audit every seat on the organizational chart, diagnose root causes of pre-start no-shows and first-90-day turnover, and build and enforce structured 30/60/90-day onboarding plans, training checkpoints, and weekly KPI scorecards so every new hire reaches full seat productivity cleanly and stays.