Legal Recruiting Manager

Key Responsibilities: Strategic Talent Acquisition Develop and implement the firm's short- and long-term recruiting strategy for lateral partners, associates, and professional staff. Partner with firm leadership to assess current and future hiring needs aligned with practice group and business development strategies. Track industry trends and provide strategic insight on market shifts, compensation benchmarks, and competitor movements. Attorney Recruitment Oversee the full lifecycle recruitment process for all levels of legal talent including sourcing, interviewing, selection, offer negotiations, and onboarding. Cultivate and maintain relationships with legal search firms, law schools, and professional organizations. Lead lateral partner and associate recruiting efforts with a focus on identifying candidates who align with the firm's values and practice needs. Campus & Summer Associate Programs Manage campus recruiting and summer associate programs, ensuring a strong pipeline of entry-level talent. Coordinate with law school career services, organize on-campus interviews (OCI), and manage the candidate evaluation and selection process. Oversee the design and execution of summer programs including assignments, evaluations, events, and conversion rates. Collaborate with HR leadership on staff and business professional recruitment strategies and hiring processes. Ensure hiring practices align with firm culture and promote professional growth and retention. Leadership & Team Management Supervise a team of recruiters and coordinators; mentor, train, and develop team members to achieve high performance. Establish and track KPIs and metrics to measure recruiting effectiveness and optimize processes.

Diversity, Equity & Inclusion: Partner with the firm's DEI team to implement recruiting strategies that attract and retain diverse talent. Ensure inclusive hiring practices and candidate experiences. Technology & Process Improvement Evaluate and implement recruiting technology platforms (e.g., applicant tracking systems). Continuously improve recruiting workflows and candidate experience.

Qualifications: Bachelor's degree required; JD or advanced degree a plus. Minimum of 8-10 years of recruiting experience, with at least 5 years in a leadership role within a law firm or legal recruitment agency. Deep understanding of the legal market, law firm structure, and attorney career paths. Proven experience managing high-level lateral partner and associate recruitment. Strong leadership, interpersonal, and communication skills. Ability to influence senior stakeholders and manage confidential information with discretion. Demonstrated commitment to diversity, equity, and inclusion in recruitment practices. Proficiency in applicant tracking systems and recruiting tools (e.g., viRecruit, LawCruit, LinkedIn Recruiter).