The Director of Associate Recruitment is a key member of the recruiting leadership team and is charged with directing recruiting strategy and creating and implementing programs and policies to attract, recruit, and retain associates and associate-level specialists in the U.S. Offices of Hogan Lovells Cadwalader.
The Director reports to the Global Head of Recruitment and Chief Legal Talent Officer - Americas.
ESSENTIAL DUTIES & RESPONSIBILITIESNATIONAL LAW SCHOOL ENGAGEMENT & RECRUITMENT
- Work closely with firm leadership to determine and implement a strategic approach to law school recruitment, including recruiting initiatives and sponsorships at law schools, and developing a strategy to broaden the firm's network of law school sources for talent. Staying ahead of industry norms and updates to the recruiting process.
- Establish and maintain strong relationships with law schools and colleagues in the legal community to understand trends and the firm's position in the marketplace.
- Direct Hogan Lovells Cadwalader U.S. campus law student recruitment programs and liaise with firm colleagues on multi-office law school programs. Work with chairs of the Hogan Lovells Cadwalader Recruiting and Summer Associate Recruitment Committees, office managing partners and practice area leaders to understand hiring needs and direct the candidate decision-making process and direct law student candidate follow-up activities and events.
- With the U.S. Office Summer Associate Committee chairs/attorneys and recruiting staff, periodically review and maintain effective and efficient procedures for summer associates' work assignments and evaluations.
Lateral Associate and Law Clerk Recruiting- Work with practice groups and recruitment leadership to establish an effective lateral hiring program that meets the needs of the U.S. offices and considers utilization of existing and potential staffing resources before going to market.
- Direct the implementation of the global lateral associate approval process and ensure effective and standardized processes.
- Maintain and create positive and effective relationships with outside recruiters to ensure smooth lateral associate searches that yield a strong pipeline of candidates
- Direct the development and implementation of direct sourcing of candidates for certain lateral searches.
- Periodically assess the judicial clerk recruitment program to ensure a cohesive and strategically integrated approach across Hogan Lovells Cadwalader U.S. offices, considering associates starting at different levels of seniority and the existing pipeline of summer associates who may join the firm after clerkships.
NATIONAL SUMMER ASSOCIATE PROGRAM & OPERATIONS
- Direct and maintain U.S. associate recruiting policies, operational procedures, and practices consistent with the goals and objectives of the firm.
- Develop and implement U.S. office support and information-sharing systems. Guide and direct efforts to implement new technology, platforms, and efficient processes.
- Stay updated on new technology and resources in the recruiting space. Investigate, analyze, assess, and make proposals for new resources.
- Stay updated on recruiting trends in the market to ensure Hogan Lovells Cadwalader remains competitive in the market, i.e., stipend programs, clerkship bonus amounts, etc.
- Direct the development and management of the U.S. recruiting brand, including social media presence and other opportunities to promote the recruiting brand. Opportunity to work with the global recruitment effort to ensure the employee branding and candidate experience are consistent across markets, to the extent applicable.
- Direct the development and management of annual experienced associate and law school recruitment, onboarding, and summer program budgets. Investigate, analyze, and develop a budget for new initiatives.
- Direct the ongoing development of the National Summer Program for Hogan Lovells Cadwalader, ensuring summer associates are receiving an integrated and meaningful experience across all offices. Ensure robust development programming, as well as an effective staffing process and networking opportunities.
- Negotiate, review, and approve search firm agreements with outside vendors.
- Establish and maintain strong working relationships with other Hogan Lovells Cadwalader administrative departments.
- Design, prepare, and maintain statistical metrics and reports regarding recruiting and retention. Assess the efficiency and effectiveness of recruiting strategy and practices and facilitate and lead information sharing among firm management and committees, offices, and administrative departments.
- Work with the Global Head of Recruitment and Chief Legal Talent Officer - Americas and employment counsel to ensure recruiting processes and offer letters follow firm policies and local laws and regulations.
- Address hiring-related queries promptly, maintaining confidentiality and professionalism.
- Other duties as assigned.
SUPERVISORY RESPONSIBILITIES
- Provide work direction and professional development for recruitment team members in U.S. offices.
- Conduct periodic performance evaluations and annual reviews for recruitment team members.
- Along with the Global Head of Recruitment and Chief Legal Talent Officer - Americas, responsible for hiring and training members of the team.
- Demonstrate skills in leadership and team building.
QUALIFICATIONSSKILLS
- Highly networked and exceptionally knowledgeable about the law firm recruiting industry.
- Demonstrated ability to be innovative and curious about recent changes in the industry.
- Proven ability to juggle, direct, and implement detailed and complex projects and be detail-focused.
- Excellent leadership, communication, negotiation, and interpersonal skills.
- Ability to effectively work with all levels of Hogan Lovells Cadwalader decision-makers and personnel.
- Proficient in recruitment software, candidate databases, and other legal technology.
- Sound judgment and reasoning, using data-driven insights to evaluate alternatives and drive effective, strategic solutions.
- Demonstrated independent work ethic and ability to work well under pressure.
- Expertise in coaching and motivating a team and creating a productive and professional department atmosphere.
EDUCATION & EXPERIENCE
- Ten (10)+ years of experience in large law firm legal recruitment or related industry, with progressively more senior roles and responsibilities.
- Experience managing a team of at least two (2) direct reports and providing mentorship, coaching, and professional development.
- Bachelor's degree required; Advanced degree advantageous.
- Equivalent combination of education and experience.
HOURSCore hours are Monday through Friday, 9:00 a.m. to 6:00 p.m. Must have a willingness to work additional hours as needed.
In Washington, D.C., the expected base salary range for this role is $254,000 to $358,000 per year.
In New York, the expected base salary range for this role is $272,000 to $384,000 per year.
This range reflects a good-faith estimate of pay at the time of posting; the actual compensation offered may vary depending on factors such as the candidate's qualifications. This position is eligible for additional forms of compensation, which may include annual discretionary bonuses. Employees in this role are also eligible for benefits offered by the firm, subject to applicable plan terms and conditions, which currently include medical, dental, and vision insurance; a 401(k) retirement plan; and paid time off. Please review this link for more information regarding employee benefits in the United States.
This job description sets forth the responsibilities of this position and may be changed from time to time as shall be determined.
