About the Role Responsible for the management and execution of all non-partner lateral attorney hiring across the firm's US offices. This role will develop hiring strategies and manage searches in support of the Firm's strategic growth goals, all while delivering an exceptional candidate experience. The Manager, Lateral Recruitment should work collaboratively in achieving the firm's and Legal Personnel and Development Department's goals and objectives, with primary responsibility of domestic non-partner attorney hiring.
Demonstrates a strong commitment to professionalism by setting clear expectations and ensuring the delivery of high - quality service. Fosters and reinforces a positive, solution - oriented ('can - do') approach across the team. Ensures effective support of internal departments, external clients, and vendors by modeling and requiring clear, courteous communication through electronic correspondence, telephone, and in - person interactions. What You Will Be Doing - Manages and drives the start-to-end recruitment process and recruitment lifecycle for lateral attorney recruitment
- Maintains, monitors and tracks recruitment records and metrics, including tracking lateral submission sources and overall agency spending
- Partners with the Director, Legal Recruitment, to build excellent relationships and deliver quality hires under the direction of firm leadership, hiring partners, department leaders and sponsoring partners
- Utilizes databases to market map prospective recruits and coordinate direct outreach through LinkedIn, social media and job boards
- Coordinates with search firms and communicates hiring needs as needed
- Liaises with internal firm functions to ensure a seamless onboarding experience
- Manages the lateral hiring process including reviewing candidate resumes, coordinating interview schedules (with local support), assessing evaluations, and negotiating offers
- Collaborates with Legal Personnel, Professional Development department and other stakeholders to develop and manage orientation and onboarding and integration program for lateral hires.
- Serves as a resource to lawyers throughout their hiring and due diligence process (conflicts process, background checks etc.)
- Co-supervises members of the recruiting team to include objective setting, task delegation, coaching, mentoring and performance management
Required Skills
What You Will Bring to This Position - Experience working within all legal compliance requirements related to hiring, and experience executing inclusion and opportunity strategies
- Working knowledge of applicant tracking systems, LawCruit preferred but other systems helpful
- Strong communication skills, with a focus on attention to detail, client service and responsiveness
- Ability to work in a fast-paced environment, coordinating multiple projects/initiatives simultaneously while meeting deadlines and business objectives
- High level of interpersonal skills to handle sensitive and confidential situations with poise, tact and diplomacy
- Remains open to technological change as generative AI becomes more integrated into the firm's practice, actively develop comfort with new tools, and adapt how work is performed to support efficiency and innovation.
Required Experience
- A minimum of five years of recruiting experience related law firms. Candidates without legal recruiting/talent management experience will be considered if they have a J.D. and at least 3 years of experience as a practicing lawyer at a large law firm.
Education: Bachelor's degree required.
Why Join Us? - A values-driven firm that fosters collaboration and respect
- The hiring range for this position is $171,000 - $213,200 annually, with final compensation based on experience, qualifications and internal equity.
- This position is eligible for a Hybrid Schedule
- Medical, dental, and vision insurance
- 401(k) with company match and profit-sharing options
- Paid time off and holidays
- For additional information about our benefits, please click here
This job description is intended to describe the general nature and level of the work being performed by employees in the position. It is not intended to be a complete list of all responsibilities, duties, and skills for positions. The firm reserves the right at all times, in its sole discretion, to add or subtract duties and responsibilities, as it deems necessary.
