- Work collaboratively with Managing Partner, Attorney Recruitment Partner, Executive Director, Business Development Director, and other firm leadership as necessary, to develop and implement strategic recruitment goals.
- Manage full-cycle recruitment process for all attorney hiring.
- Conduct proactive lateral searches by utilizing a variety of search methods including prospecting, internal referrals, networking, search firms, and online research tools.
- Review resumes and make recommendations to appropriate firm leadership.
- Schedule and attend interviews; collect feedback from interviews.
- Act as main contact for candidates and referral sources throughout recruitment, onboarding, and integration.
- Work collaboratively with Executive Director, Managing Partner, and Human Resource Director to manage offer approval process.
- Collaborate with Human Resources on due diligence process and background checks, following up as appropriate on data collected.
- Responsible for ensuring timely completion and review of lateral partner and other questionnaires and reference checks. Ensuring completion of thorough conflict checks and following up as appropriate.
- Manage onboarding and integration processes for lateral partners, non-equity partners, associates, and interns in collaboration with Human Resources and Practice Group Chairs.
- Develop and manage search firm relationships to maximize firm position. Collaborate with Managing Partner and Executive Director on negotiation of search firm agreement terms.
- Develop and maintain relationships with local law schools and affinity bar associations. Identify and coordinate internship opportunities firm-wide.
- Work with Diversity, Equity, and Inclusion Committee on initiatives to broaden candidate pool.
- Collaborate with Human Resources to continuously update legal recruiting database and candidate tracking tools.
- Responsible for maintenance of appropriate recruitment and hiring records in applicant tracking system.
- Create, maintain, and report on strategic growth metrics relative to attorney recruitment.
- Develop relationships in the legal community. Stay up to date on legal industry changes and competitive intelligence. Identify potential opportunities for growth.
- A minimum of five years of recruitment experience in a law firm.
- Proven record of accomplishment of successful attorney recruiting and strategic growth planning and development.
- Knowledge of Boston, MA and New England legal market preferred.
- Experience working with search firms, law schools, and internship programs.
- Technical skills in applicant tracking systems and online job board platforms.
- Strong organization and collaboration skills.
- Superior judgment and discretion.
- Excellent written, verbal, and interpersonal communication skills.
- Ability to prioritize competing demands and work under pressure.
- Positive and proactive with the ability to work collaboratively and individually.
- Ability to maintain highly confidential and sensitive information.
- Bachelors Degree and/or Advanced Degree from accredited college or university required.
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Legal Recruitment Manager - Boston, United States - Rubin and Rudman LLP
Description
Job DescriptionJob Description
Rubin and Rudman LLP is seeking a self-motivated Legal Recruitment Manager who is responsible for managing the full cycle recruiting process for lateral partner, non-equity partner, and associate candidates, as well as development and implementation of internship programs, law school recruitment, and affinity bar partnerships.
This position will also be responsible for managing the onboarding and integration of all lawyers and law school interns to the firm.
The Legal Recruitment Manager will work collaboratively with the Managing Partner, Attorney Recruitment Partner, Executive Director, and Business Development Director on the development and implementation of growth and retention and strategies.
The Legal Recruitment Manager uses judgment to assess candidate qualifications and makes recommendations in support of the Firm's strategic recruiting and retention goals.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
KNOWLEDGE, SKILLS AND ABILITIES:
