Director of Associate Recruiting

Job Classifications

The Director of Associate Recruiting will be part of a five person team lead all Associate recruiting efforts across the Firm's US offices. This role can be based in multiple locations. The Director will report to the Chief and designated Recruiting Partnters. She/he will help develop short-term and long-term strategies for achieving the firm’s hiring goals. This will include the development and implemention of recruiting policies, procedures, programs and initiatives. The Director will have responsibility for US law school recruiting efforts, including the management of relationships with career services staff, campus interviews and outreach, and the summer associate program.
Lead lateral associate recruitment including developing strategies for sourcing, attracting, hiring and retaining highly-talented and diverse lawyers. Collaborate in the development of communication and marketing materials, including the careers site, social media, electronic communications, and other types of communications. Be a source of market intelligence and trends related to attorney recruitment to ensure recruiting program is innovative and working at full potential. Organize training in effective and appropriate recruiting and interviewing skills. Analyze post-season metrics and make improvements. Develop and execute diversity recruiting initiatives in collaboration with the Diversity Committee. Develop and track recruiting budget. Lead a high-performance team. Collaborate with Directors of Administration to lead the activities of recruiting teams in each office.

Requirements:
A bachelors degree, with a minimum of eight years of legal recruiting experience as a manager of a large office and/or oversight of multiple offices with an AmLaw 100 law firm. A consistent track record of success in defining and implementing innovative firmwide recruiting programs consistent with employer goals and objectives. Strong leadership and management skills, including the ability to motivate others and build a cohesive team. The ability to attract attorneys not necessarily in the job market. The ability to represent and market the firm effectively to various audiences. Flexibility to travel.

 
 

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