New York, NY, San Francisco, CA or Mountain View, CA


We have an opening for a Director of Attorney Recruiting who will be responsible for overseeing all aspects of attorney recruiting, including lateral attorneys, entry level attorneys and summer associates, and direct responsibility for all lateral partner hiring. Reporting to the Chief Talent Officer, this individual will also lead the attorney recruiting team, creating a collaborative team environment with an open communication culture and providing strategic and effective guidance, mentorship and professional development coaching to all team members. This position can be based in our Mountain View or San Francisco (CA) office with travel to other offices as needed.


Lateral Partner Recruiting

  • In close collaboration with firm leadership and practice group leaders, understand and identify lateral needs and define and execute recruitment strategy for meeting those needs, utilizing best practices and market research.
  • Direct all processes around lateral partner recruiting, including submission review, feedback and analysis of candidates, skillful creation of lateral partner candidate memos, presentation of profiles to the firm’s Executive and Compensation Committees, and final due diligence efforts.
  • Conduct market research to target best candidates for lateral partner positions.
  • Develop an interview team and optimal pairings for joint interviews based on each unique candidate. Develop partner interviewer trainings and best practices.
  • Partner with Marketing and Communications teams to elevate brand, develop marketing and media profile raising campaigns, and promote new partner hires.
  • Strategically recruit diverse talent and lead efforts to comply with the Mansfield Rule.
  • Negotiate and draft search agreements.
  • Oversee efforts to improve candidate experiences; manage interviews and evaluations.
  • Determine competitive compensation packages directly with firm leadership.
  • Develop and implement onboarding and integration strategy for each lateral, regularly assess progress, address issues and concerns and augment the approach as necessary.
  • Work collaboratively with Practice Management, Marketing and Business Development, Conflicts and other departments to ensure smooth onboarding and focused integration of lateral partner candidates.
  • Design and develop metrics to measure lateral success.

Lateral Associate Recruiting, Summer Program and Fall Recruiting

  • Work with Hiring Partners and Attorney Recruiting Team to ensure that hiring needs are met, candidates are being sourced, and written descriptions and criteria for specific lateral searches are developed when specialized expertise is targeted, in order to facilitate candidate submissions that best fit the defined need.
  • Facilitate strategic decision-making throughout the hiring process and implement scalable structures and processes for recruiting.
  • Develop attorney interviewer trainings and best practices.
  • Strategically recruit diverse talent and lead efforts to comply with the Mansfield Rule.
  • Cultivate relationships and partnership approach with preferred search firms as well as members of the business community.
  • Oversee efforts to improve candidate experiences.
  • Work collaboratively with the Legal Personnel and Practice Management departments to ensure each hire makes a smooth transition into the firm.
  • Oversee the firm’s summer associate program as well as the firm’s law school recruitment process. Make calculated recommendations for continued growth and improvement of programs.

Additional Responsibilities

  • Cultivate relationships and partnership approach with preferred search firms as well as members of the business community and serve as primary contact for search firms throughout the hiring process. Regularly communicate hiring priorities and strategy, articulating the value proposition for various key hires.
  • Manage and analyze firmwide recruiting data; prepare and deliver presentations to firm leadership on recruiting goals, successes, challenges, strategies and market trends. Propose hiring projections and analysis and general recommendations as to hiring goals and strategies. Track market trends and propose policy modifications.
  • Prepare, manage and track spend to a detailed annual budget. Accountable to Hiring committee and firm management on department costs, programing and event expenditures, search firm costs, on campus interview programs, etc. with an emphasis on strategic decisions on recruitment expenditures.
  • Represent the firm at various national and regional forums relating to hiring and recruitment.
  • Partner with Diversity & Inclusion to execute strategies that will attract diverse candidates to the firm.
  • Perform other related duties as assigned.


  • Demonstrated leadership qualities, including excellent interpersonal and collaborative skills, strategic and innovative thinking, an ability to persuade and influence.
  • Proven experience with the ability to retain, develop and motivate exceptional talent development professionals.
  • Strong managerial skills, including the ability to exercise discretion and independent judgment with respect to matters of significance.
  • Executive presence, tenacity, integrity, and professionalism that will engender confidence with attorneys, administrative leadership, and prospective candidates.
  • Strong interpersonal skills, including the ability to work effectively in a consensus-driven organization and to create consensus-based support.
  • Excellent written and oral communication skills.
  • Outstanding relationship-building skills with the ability to collaborate equally well with senior administrative managers and staff, partners and associates across the firm.
  • High proficiency in Microsoft Office applications (Word, Outlook and Excel). Experience in working with attorney recruiting databases required.
  • Strong organizational skills and ability to manage multiple projects independently with specific deadlines and adjust to changing priorities.
  • Ability to use initiative and judgment to accomplish results.
  • Strong attention to detail.
  • The ideal candidate will have a bachelor’s degree plus at least ten years’ experience in legal recruiting in law firms or law school (master’s degree or JD a plus). Experience overseeing attorney recruiting programs, including lateral partner recruiting, and a proven track record of effectively leading a team.

Salary: Competitive based on experience
Date Active: 9.9.2020
Exempt/Not Exempt: Exempt