Manager of Non-Partner Lateral Recruiting

• Work with Section Chairs, DAPs, and Hiring Partners to identify and define lateral hiring needs.
• Circulate search checklists and opening announcements to appropriate stakeholders.
• Manage relationships with preferred recruiters; communicate firmwide hiring needs and facilitate high-level recruiter/partner conversations.
• Work closely with Research Recruiting Coordinator to identify and source candidates.
• Address visa issues in coordination with Immigration Counsel.
• Handle HR and compensation questions and strategy for lateral candidates.
• Manage fee agreement issues and negotiate terms with search firms.
• Send evaluation emails to interviewers and recommend next steps to decision-makers.
• Negotiate offer terms and compensation packages with Hiring Partners for lateral candidates.
• Draft and send offer letters and offer emails to candidates and search firms.
• Introduce new lateral attorneys to the Manager of Attorney Integration.
• Oversee lateral hiring budget and maintain comprehensive hiring statistics.
• Work with firm management on lateral process and strategy changes.

• Coordinate with Attorney Integration team on lateral new hire onboarding.
• Ensure smooth handoff of new lateral attorneys to integration and Professional Development teams.

• Collaborate with entry-level team on shared processes and firm strategy.
• Participate in city group activities and industry events.
• Contribute to quarterly board reports and firmwide hiring statistics.

• Stay current on lateral market trends, compensation benchmarks, and competitor activity.
• Represent the firm at lateral recruiting events and industry conferences.
• Perform additional duties as assigned by the Director of Attorney Recruiting.

Reports to: Senior Manager of Lateral Recruiting

Subordinate Staff: Lateral Recruiting Coordinators, Lateral Recruiting Assistants

• Thorough knowledge of lateral legal recruiting.
• Understanding of law firm compensation structures, partnership tracks, and practice group economics.
• Knowledge of conflicts clearance processes, background screening, and immigration/visa requirements.
• Proficiency with applicant tracking systems (viRecruit), HRIS (Workday), and recruiting platforms

Core Competencies (Manager Level):

• Organization & Planning: Oversees lateral attorney hiring and onboarding processes; develops search firm relationships; manages due diligence and conflicts processes; develops and tracks lateral hiring budgets; keeps abreast of lateral market trends and compensation data.
• Communication: Explains information clearly and directs team toward outcomes; provides feedback on candidate fit; engages with search firms to build candidate pipelines; presents lateral hiring metrics and reports to leadership.
• Relationship Building: Builds relationships with Section Chairs, DAPs, and Hiring Partners; manages search firm relationships; mentors and develops lateral team members; collaborates with Attorney Integration and HR.
• Professionalism: Sets and models confidentiality and conduct standards; maintains composure managing sensitive compensation and personnel matters; delivers difficult messages with empathy regarding candidate decisions; fosters an inclusive hiring culture.

• Bachelor's degree required.
• Minimum 4-5 years of legal recruiting experience, with lateral hiring focus preferred.

• Primarily sedentary work performed in an office environment.
• Occasional travel to firm offices or recruiting events.
• Ability to work extended hours as lateral searches require.

• Professional office environment with hybrid/remote flexibility as applicable.
• Fast-paced work with unpredictable timing driven by lateral candidate availability and partner decision-making.
• Regular interaction with attorneys, firm leadership, search firms, and candidates.
• Handling of highly confidential compensation, personnel, and strategic information.