Remote Legal Staff

Data Analyst

• Pull and structure operational data from ATS, CRM, Monday.com, and Bloom Growth for recurring metrics such as close rate, retention, and escalations
• Use Claude to clean and QA data before it reaches leadership
• Maintain dashboards and in-system metrics, proactively identifying blanks, duplicates, and inconsistencies
• Document recurring reports and dashboards, including data sources, calculation logic, refresh cadence, and known quirks
• Build a shared, living knowledge base for reporting processes
• Use Claude to build lightweight automations for repetitive reporting tasks
• Handle diagnostic requests, including stage-by-stage funnel analysis and preparing clean data for stakeholder sessions
• Support the Weekly Leadership Dashboard by pulling, cleaning, and refreshing underlying data
• Raise data gaps and quality issues directly
• Own recurring reports end-to-end and maintain the routine reporting cadence independently

AI-Powered Data Analyst

Sales

• Team leadership: Manage, coach, and develop the team, manage 1:1s, deal reviews, and weekly forecast/pipeline calls. Build a culture of accountability, urgency, and continuous improvement. Define what 'great' looks like and raise the team's bar.
• Active selling: Personally own a portfolio of strategic / higher-value deals. Demonstrate excellence in discovery, objection handling, and closing: model the behaviors you expect from the team.
• Pipeline and forecasting: Maintain pipeline hygiene in our CRM; own accurate weekly forecasts, and report KPIs to leadership.
• Playbook and process: Refine and document our sales motions across outbound and inbound. Identify gaps and ship improvements.
• Short-term strategy: Translate revenue targets into territory plans, ICP refinements, and segment-level priorities for the next 12–24 months.
• Cross-functional partnership: Work closely with Marketing on lead quality, Operations on client delivery handoffs, and People & Culture for training and performance management.

Sales Manager

Recruitment

• Lead, coach, and develop the recruiting team, setting clear expectations and helping each person grow.
• Own the full-cycle recruitment process across roles: from intake and screening through profiling and clean, deliberate handoff to client placement advisors.
• Sit in on live interviews, audit screening decisions, and correct execution directly, staying close enough to the work to know what good looks like.
• Own the recruiting team's close rate and assessment pass-rate integrity as personal metrics — not just track them, but be accountable for why they move, and act before a slow quarter becomes a trend.
• Diagnose the tradeoff between speed and quality directly — when pipeline volume is up but placements aren't following, find out whether it's a screening problem, a client-fit problem, or a handoff problem, and fix the right one.
• Personally close the gap between who interviews a candidate and who decides they're a fit for a client — screening and profiling are not separate, disconnected steps; the recruiter closest to the candidate owns the call, with you auditing the judgment behind it.
• Partner with client placement advisors and leadership to forecast staffing needs, prioritize open roles, and build capacity plans.
• Define, track, and enforce the recruiting team's KPIs and metrics, and use them to keep the team aligned, fast, and focused without sacrificing quality.
• Keep the team aligned, fast, and consistent: running cadenced reviews, removing bottlenecks, and balancing speed against the quality bar so neither slips.
• Run regular calibration sessions to keep screening standards consistent across the team, and address underperformance on a clear timeline rather than letting it drift.
• Build and refine screening frameworks and staffing workflows suited to cross-border legal placement.
• Constantly improve how we recruit, championing better tools, calibration practices, and profiling rigor as the team scales.
• Champion an excellent candidate experience and a strong, consistent employer brand at every touchpoint.
• Report on team performance, screening quality, and pipeline health to the CEO, translating findings into clear, actionable recommendations.

Recruitment Manager

Marketing

• You'll own marketing end-to-end: strategy, team, budget, and results, reporting directly to the founder
• You'll lead a multi-disciplinary team: media buyers, SEO specialists, creatives, copywriters, and more
• Set the bar across every channel, hold people accountable, and drive performance through the team you build
• This is a performance marketing operation, and you need to be deeply data-driven
• Every decision you make — budget allocation, channel mix, creative direction, team performance — needs to be backed by data
• Should live in dashboards, know your numbers cold, and be able to diagnose what's broken from the metrics alone
• Your team will look to you to make the right calls when something breaks or a budget needs to shift
• Ensure tight alignment with sales to make sure marketing is driving real pipeline

Marketing Manager

Financial Planning and Analysis

• Maintain accurate, up-to-date financial records across all accounts
• Handle monthly close activities, reconciliations, and variance checks
• Manage AR, AP, invoicing, collections tracking, and vendor payments
• Support payroll processing and ensure accurate allocation of expenses
• Prepare monthly financial reports, cash flow updates, and summaries for leadership
• Review transactions for accuracy, consistency, and proper categorization
• Maintain clean books in Xero/QuickBooks (or similar accounting systems)
• Identify discrepancies, flag issues early, and resolve them proactively
• Improve accounting processes, documentation, and internal controls over time
• Support budgeting, forecasting, and ad-hoc finance requests as needed

Accountant – Finance Specialist

Account Manager

• Client Management
• Serve as the primary point of contact for a portfolio of senior or higher-complexity client accounts, managing the relationship from onboarding through ongoing engagement
• Run client-facing calls: kickoffs, candidate reviews, interviews, and check-ins; with the polish and judgment expected of a senior team member
• Set clear expectations with clients, surface issues early, and proactively resolve problems before they escalate
• Build strong, long-term relationships that drive retention and client satisfaction
• Team Leadership
• Lead a team of Account Managers, owning their day-to-day performance, development, and quality of client work
• Run regular 1-on-1s, coaching sessions, and call reviews with your direct reports
• Serve as the escalation point when a client situation on your team needs a more senior voice, stepping in directly when needed
• Review your team's client communication and account hygiene, raising the standard and giving direct feedback
• Help onboard and ramp new Account Managers as the team grows
• Coordinate with the recruiting team and other internal functions on behalf of your team, removing friction so your AMs can focus on their clients
• Spot patterns across accounts: recurring issues, training gaps, process breakdowns; and bring them forward so we can fix them at the system level

Senior Account Manager

Customer Retention Specialist

• Lead a team of Retention Specialists, owning their day-to-day performance, development, and the quality of their client interventions
• Run regular 1-on-1s, call reviews, and coaching sessions with your direct reports; give direct, specific feedback and hold a high standard
• Serve as the escalation point for situations your team cannot resolve independently; step in directly on major escalations that require a more senior presence and see them through to resolution
• Onboard and ramp new Retention Specialists as the team grows
• Identify gaps in your team's skills and close them through coaching, training, and process improvement
• Own the retention function at RLS: define how it works, what it measures, and how it improves over time
• Build and maintain the playbooks, frameworks, and scripts your team uses to approach at-risk accounts, and update them as you learn what works and what doesn't
• Monitor client health signals at a portfolio level, ensuring at-risk accounts are identified and assigned before they reach a crisis point
• Report on retention outcomes to leadership: churn trends, intervention success rates, patterns in why clients leave, and recommendations for systemic fixes
• Identify root causes of client dissatisfaction that go beyond individual accounts and surface them to the relevant teams
• Partner with Client Success and leadership to ensure the retention function is integrated with, not siloed from, the broader client experience
• Step in personally on the highest-stakes escalations: situations where the client relationship is at serious risk, where a Senior Account Manager has reached their ceiling, or where the outcome has a material impact on the business
• Lead those conversations with composure, authority, and a clear plan; you are the most senior voice the client encounters in a crisis, and you need to be the reason they stay

Retention Manager

• Serve as the primary point of contact for assigned clients, managing relationships from onboarding through long-term engagement
• Run client-facing calls: kickoffs, candidate reviews, check-ins, with professionalism and clarity
• Coordinate closely with internal teams to ensure quality and fit at every step of the client experience
• Manage multiple active accounts simultaneously, keeping things organized and moving without details slipping
• Set clear expectations with clients, surface issues early, and resolve problems before they escalate
• Build strong, long-term client relationships that drive retention and satisfaction
• Facilitate smooth handoffs and transitions so clients always feel informed and supported