We’re on a mission to make real estate transactions smarter, faster, and friction-free.
Real estate is the world’s largest asset class, yet the legal processes and tools behind it remain slow, manual, and underinvested. Lawyers must review dense documents line by line and piece together information across silos, all while clients demand faster, more transparent due diligence.
That's where we come in. Orbital Copilot is the AI assistant built exclusively for commercial real estate law. Developed with former practicing real estate lawyers, it accelerates complex due diligence by up to 70% while delivering legal-grade precision.
We’ve just raised a $60m Series B to accelerate our UK/US expansion.
We're trusted by leading firms like Goodwin and BCLP to remove the busywork so legal teams can focus on what they do best: applying sharp legal judgment, delivering standout client service, and getting deals over the line faster.
Working at Orbital means joining a team that's reimagining how real estate transactions get done - moving fast, working collaboratively, and giving people the ownership to make a real impact from day one.
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. There’s a pipeline of 15+ specialist roles waiting over the next 12 months, so there’s plenty to get your teeth into.
This one’s hands-on. It’s perfect for someone who loves the hunt, speaks the language of lawyers, and gets a kick out of helping brilliant people see a different kind of career. You’ll be part advocate, part educator, part matchmaker, showing qualified lawyers that there’s a genuinely exciting, non-practising path waiting for them in legal tech.
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 specialisms, and get a real read on their real-estate-law depth.
Be the face of Orbital’s legal talent brand.
Talent attraction that actually lands
Position Orbital as the place lawyers go when they want meaningful, applied, non-practising work in AI and legal tech.
Build the outreach, campaigns, and stories that connect with what makes a lawyer want to make a move.
A candidate experience people talk about (for the right reasons)
Guide people through a big career shift, from private practice or in-house into legal tech. Take their questions seriously, set expectations clearly, and show them what they could grow into.
Run a structured, consistent process where nobody’s left wondering where they stand.
A real partnership with hiring teams
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 judgement.
You don’t need to tick every box. But the people who’ll thrive in this role 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 specialism, 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.
Have hired in fast-moving, high-growth places, and can balance speed with rigour 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.
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.
These hires sit right at the heart of how Orbital is built and sold. They shape how our technology gets made, adopted, and scaled across the legal world. Get this right and you’ll unlock a rare pool of specialists, and directly speed up our growth in the markets that matter most to us. It’s about as high-impact as a talent role gets here, with a lot of ownership from day one.
A competitive salary of £66,000 to £107,000, plus equity. We share salary ranges upfront. It builds trust, cuts bias, and makes the whole thing fairer.
Matched pension contributions to help you build long-term security.
25 days’ paid holiday, plus bank holidays.
A generous parental leave policy for all parents and caregivers.
Flexible, hybrid working from our London office (around three days a week, with more time in when it matters).
Top-quality kit, a £1,000 yearly personal development budget, and ongoing training.
Cycle to Work scheme.
Regular team off-sites, shared lunches, and socials.
Security is everyone’s responsibility at Orbital. We ask all team members to follow our security policies, complete regular awareness training, and handle sensitive data with care in line with ISO 27001 standards. Spot something unusual? Reporting risks or incidents quickly helps us maintain the strong culture of security and compliance we all depend on.
At Orbital, we’re committed to building a diverse and inclusive team. We especially welcome applications from people who are traditionally underrepresented in tech. Even if you don’t meet every single requirement, or if the right role isn’t listed yet, we’d still love to hear from you.
This hiring range is a reasonable estimate of the base pay range for this position at the time of posting. Pay is based on several factors, which may include job-related knowledge, skills, experience, and business requirements.
