Ovation Law Firm

Performance Marketing

• Own and optimize Google Ads and YouTube campaigns focused on lead generation
• Develop and refine campaign structures based on intent, geography, and performance data
• Conduct ongoing search term analysis and implement strong negative keyword strategies
• Monitor Auction Insights, impression share, and competitive positioning
• Lead keyword research, write high-performing ad copy, and align creative with optimized landing pages to drive conversions
• Drive campaign structure development, A/B testing, and automation strategy to maximize performance
• Use GA4 and Google Search Console to analyze performance trends and surface opportunities
• Evaluate performance based on true CPA and signed cases, not just CPL
• Track lead flow and monitor lead quality across platforms
• Partner with the intake team to identify trends and recommend improvements to lead targeting and ad strategies
• Lead landing page improvements and conversion-rate optimization efforts
• Own PPC reporting, including weekly and monthly performance and lead-quality reports, and ensure accurate data collection across campaigns
• Organize and analyze marketing data using tools like GA4, Looker Studio, and Excel
• Manage external lead generation partners by coordinating assets, sharing feedback, and tracking lead results
• Provide strategic input on budget allocation and channel mix to the Growth Marketing Director
• Mentor junior team members and contribute to PPC best practices, testing frameworks, and team knowledge-sharing

Senior PPC Specialist

Human Resources

• Manage the day-to-day people function
• Oversee talent acquisition and employee experience
• Manage the HR and Recruiting teams
• Handle employee relations matters and sensitive situations
• Support firm leadership and culture programs
• Administer benefits programs and compensation processes
• Ensure compliance with applicable employment laws
• Maintain and optimize HR systems, reporting, and people analytics

Human Resources Manager

• Serve as strategic HR advisor to firm leadership; participate in leadership meetings and support compliant employment decisions across a multi-country workforce.
• Lead, develop, and mentor the Human Resources and Recruiting teams; establish clear responsibilities, escalation paths, service standards, and performance expectations.
• Lead and oversee the firm’s recruiting function, including management of the recruiting team, workforce planning, hiring processes, recruiting performance metrics, employer branding, and talent acquisition strategy to support continued growth.
• Establish and monitor recruiting KPIs including time-to-fill, quality-of-hire, candidate experience, source effectiveness, and hiring manager satisfaction.
• Partner with department leaders on workforce planning, organizational design, succession planning, and executive-level hiring initiatives.
• Advise on escalated employee relations matters, performance concerns, workplace investigations, and sensitive employee situations; coach leaders through corrective action, performance improvement plans, and separations.
• Drive the firm’s culture strategy, building programs that strengthen connection across in-house and remote teams and support engagement, retention, and employee satisfaction.
• Design and continuously improve firm-wide training and development programs, including onboarding, compliance, leadership development, management training, and professional growth initiatives.
• Oversee benefits programs, including health insurance, PTO, leave administration, and employee wellness initiatives.
• Ensure effective administration of leave programs, including FMLA, ADA accommodations, disability-related matters, and related compliance requirements.
• Lead compensation strategy, salary administration, bonus planning, and total rewards initiatives to ensure internal equity, market competitiveness, and alignment with business objectives.
• Own the company handbook, HR policies, employee-facing documentation, and HR operating procedures; identify risk areas and recommend scalable improvements.
• Ensure compliance with applicable federal, state, and local employment laws and employment-related regulations across multiple jurisdictions.
• Manage relationships with benefit providers, HR vendors, payroll partners, recruiting vendors, and other employee service providers.
• Maintain and optimize HR systems, reporting capabilities, and people analytics to support leadership decision-making.
• Create internal communication standards including newsletters, bulletins, announcements, and video communication channels.
• Analyze workforce productivity metrics such as turnover, absenteeism, retention, engagement, and hiring trends to identify opportunities and drive data-informed decisions.
• Ensure HR systems, processes, and reporting capabilities scale effectively with the firm’s continued growth.

Director of Human Resources

Business Intelligence Developer

• Own the Looker Studio environment.
• Build, maintain, and continuously improve dashboards, data sources, reporting standards, and visualization best practices across the firm.
• Build executive KPI dashboards.
• Give leadership clear visibility into marketing performance, intake productivity, operational KPIs, and firm-wide metrics.
• Analyze marketing & lead generation.
• Measure performance across Meta Ads, Google Ads, and other channels, and connect spend to outcomes.
• Track the full client journey.
• Report on lead flow and conversion from generation through intake, retention, and case outcomes, including conversion, qualification, contact, and retained rates, plus agent and team productivity.
• Reconcile data & safeguard accuracy.
• Validate and reconcile data across Salesforce, HubSpot, RingCentral, advertising platforms, Filevine, and other systems; proactively surface and resolve discrepancies.
• Design data models & automate reporting.
• Build models that support consistent analytics, and automate recurring reports to cut manual effort.
• Deliver insights to leadership.
• Produce weekly, monthly, quarterly, and ad hoc reports; present findings and recommendations clearly; identify trends, bottlenecks, and opportunities.
• Support strategy.
• Partner with leadership to define key metrics, and assist with forecasting, capacity planning, and goal-setting.

Senior Business Intelligence Analyst

Learning and Development

• Own the end-to-end training and coaching strategy for Lemon Law and Personal Injury Intake teams, partnering with leadership to align training outcomes with business goals.
• Design, deliver, and continuously improve new hire onboarding programs covering case type fundamentals, script mastery, objection handling, Salesforce and Hubspot workflows, and call flow expectations.
• Conduct ongoing training sessions, team huddles, and skill-building workshops to reinforce best practices, roll out new scripts or processes, and address emerging performance trends across both intake teams.
• Monitor live calls and review recorded calls to identify coaching opportunities, validate training effectiveness, and reinforce best practices.
• Partner closely with the Quality Assurance department, using QA scores, trends, and insights to shape training priorities, target individual coaching plans, and close identified skill gaps.
• Deliver individualized 1-on-1 coaching sessions focused on tone, empathy, consultative selling, assumptive closing techniques, and case qualification accuracy.
• Create and maintain training materials, call scripts, objection-handling guides, knowledge base articles, and role-play scenarios in both English and Spanish.
• Partner with intake leadership to identify skill gaps, design improvement plans, and track coaching outcomes against team KPIs such as conversion rate, retainer rate, and overall call quality.
• Support Performance Improvement Plans (PIPs) when needed, working closely with managers and the QA team to help underperforming agents reach expectations.
• Build the foundation for a growing training function — including documentation, SOPs, and team structure — in preparation for hiring and managing additional trainers and coaches as the firm scales.
• Stay current on lemon law and personal injury intake processes, Salesforce and Hubspot best practices, and consumer-focused sales techniques to ensure training content remains accurate, relevant, and effective.

Intake Training Manager – LATAM

Recruitment

• Develop and post job ads across multiple platforms (LinkedIn, Indeed, Glassdoor, ZipRecruiter, niche job boards, etc.).
• Source, headhunt, and engage passive candidates through LinkedIn Recruiter, Boolean searches, and networking.
• Screen resumes, conduct initial interviews, and manage candidate pipelines.
• Operate and optimize our ATS (create requisitions, workflows, scorecards; keep stages clean; run reports; maintain data hygiene).
• Partner with department directors to understand role requirements and align recruiting strategies.
• Maintain an organized applicant tracking process to ensure a smooth candidate experience.
• Track and analyze recruiting metrics (time-to-fill, source-of-hire, pipeline health) to improve efficiency and quality of hire.
• Promote Ovation Law Firm’s employer brand to attract top talent.

Talent Acquisition Specialist – LATAM

Talent Acquisition Specialist, LATAM

Attorney

• Respond to incoming inquiries via phone, web forms, and chat in real time, providing rapid, attentive support to individuals seeking legal help after an injury.
• Conduct concise (5–8 minute), compassionate discovery calls to gather and assess essential case details such as incident information, injuries, liability, and insurance status.
• Apply proprietary scripts and strict qualification criteria to quickly determine whether a case is a fit for partner legal teams.
• Use an assumptive, sales-minded approach to perform live warm transfers to our partner legal teams or schedule timely callbacks for qualified leads.
• Accurately document all caller information, case details, and outcomes in Salesforce, ensuring data accuracy and completeness.
• Manage follow-ups for pending leads, maintaining an organized pipeline and re-engaging prospects who were not ready to proceed on initial contact.

Legal Intake Specialist – Personal Injury

• Own and manage Google Ads campaigns across Search, Performance Max, Display, and YouTube for both our Lemon Law and Personal Injury practices.
• Develop and execute lead generation strategies that prioritize qualified lead quality, cost per retained case, and return on ad spend — not just cost per lead.
• Build, launch, and continuously optimize campaigns, ad groups, audiences, and ad copy across Google Ads.
• Conduct keyword research, negative keyword management, and search term analysis tailored to legal intent and geographic targeting.
• Develop and execute A/B tests across ad copy, landing pages, bidding strategies, and audience segments to continuously improve performance.
• Collaborate with creative and content partners to brief, review, and iterate on ad creative and landing page experiences.
• Partner with the intake and marketing teams to close the loop between ad performance and lead quality — adjusting targeting, keywords, and messaging based on what's converting to signed clients.
• Monitor daily budgets, pacing, and performance; proactively flag issues and opportunities to leadership.
• Prepare clear, insight-led performance reports that tie Google Ads metrics to business outcomes (retained cases, cost per acquisition, ROAS).
• Manage tracking implementation, conversion setup, and attribution, including Google Tag Manager and Google Analytics.
• Ensure full compliance with Google Ads policies and legal advertising rules, including state-specific restrictions on attorney advertising.
• Stay current on Google Ads platform updates, betas, privacy changes, and legal industry PPC trends — and bring those insights back to the team.
• Scale winning campaigns aggressively while protecting lead quality and budget efficiency.

PPC Specialist

• Serve as strategic HR advisor to firm leadership; participate in leadership meetings and support compliant employment decisions across a multi-country workforce
• Lead, develop, and mentor the HR team; establish clear responsibilities, escalation paths, and service standards
• Advise on escalated employee relations matters, performance concerns, and sensitive workplace situations; coach leaders through corrective action, PIPs, and separations
• Drive the firm's culture strategy, building programs that strengthen connection across in-house and remote teams and support engagement and retention
• Design and continuously improve firm-wide training and development programs, including onboarding, compliance, leadership development, and management training
• Oversee benefits programs, open enrollment, compensation philosophy, and total rewards strategy across multiple countries
• Own the company handbook, HR policies, and employee-facing documentation; identify risk areas and recommend scalable improvements
• Partner with hiring managers on select strategic hires and support workforce planning and employer branding
• Create internal communication standards including newsletters, bulletins, and video channels
• Lead monthly salary reviews and oversee bonus plans, salary administration, and historical data reporting
• Analyze workforce productivity metrics such as turnover and absenteeism to identify trends and solutions

• Serve as strategic HR advisor to firm leadership; participate in leadership meetings and support compliant employment decisions across a multi-country workforce.
• Lead, develop, and mentor the HR team; establish clear responsibilities, escalation paths, and service standards.
• Advise on escalated employee relations matters, performance concerns, and sensitive workplace situations; coach leaders through corrective action, PIPs, and separations.
• Drive the firm's culture strategy, building programs that strengthen connection across in-house and remote teams and support engagement and retention.
• Design and continuously improve firm-wide training and development programs, including onboarding, compliance, leadership development, and management training.
• Oversee benefits programs, open enrollment, compensation philosophy, and total rewards strategy across multiple countries.
• Own the company handbook, HR policies, and employee-facing documentation; identify risk areas and recommend scalable improvements.
• Partner with hiring managers on select strategic hires and support workforce planning and employer branding.
• Create internal communication standards including newsletters, bulletins, and video channels.
• Lead monthly salary reviews and oversee bonus plans, salary administration, and historical data reporting.
• Analyze workforce productivity metrics such as turnover and absenteeism to identify trends and solutions.

Senior PPC Specialist

Human Resources Manager

Director of Human Resources

Senior Business Intelligence Analyst

Intake Training Manager – LATAM

Talent Acquisition Specialist – LATAM

Talent Acquisition Specialist, LATAM

Legal Intake Specialist – Personal Injury

PPC Specialist

PPC Specialist

Director of Human Resources

Director of Human Resources

Director of Human Resources

Director of Human Resources

PPC Specialist, LATAM