Lateral Recruiting Manager

Lateral Recruiting Manager

Husch Blackwell LLP is a full-service litigation and business law firm with multiple locations across the United States, serving clients with domestic and international operations.

At Husch Blackwell we believe that diverse, equitable and inclusive teams lead to better outcomes. Husch Blackwell is committed to retaining, recruiting, developing, and promoting talented lawyers and business professionals with diverse backgrounds and experiences. We foster an engaged, diverse, and inclusive team culture of accountability and purpose that makes our Firm and our communities better.

Our firm is committed to attracting and retaining professionals who value each other and the service we provide by embracing Teamwork, Collaboration, Client Service, and Innovation. If you are a motivated professional looking for a long-term fit where you can grow in a role, and will be valued and empowered, then we invite you to apply to our Lateral Recruiting Manager position. This position may be filled remotely, or in any of our locations.

The Lateral Recruiting Manager is responsible for managing the recruiting and hiring processes for specified lateral paralegals and attorneys. This position will work closely with the Managing Director of Growth and Director of Legal Recruiting on all attorney and paralegal hiring. The Lateral Recruiting Manager may also assist with coordination of recruiting and hiring of law students as needed. Essential functions include:

Strategic Leadership & Planning

• Responsible for implementation of our lateral paralegal and attorney recruiting and hiring efforts among selected SBUs, working closely with the Managing Director of Growth, Director of Legal Recruiting, and Firm leadership.
• Meet regularly with SBU leadership to provide updates on candidates and ensure the recruiting team is aware of current strategic industry recruiting needs.
• Collaborate with Managing Director of Growth, Director of Legal Recruiting and Chief Diversity, Equity & Inclusion Officer on industry trends related to diversity hiring and to ensure a diverse applicant pool for all positions.

Recruiting Workflow & Execution

• Oversee preparation of associate job postings.
• Review and screen resumes submitted by candidates or search firms.
• Schedule interviews for candidates and conduct screening interviews as needed.
• Ensure initial candidate application is entered into recruiting database and regular status updates are maintained.
• Organize and maintain all contact information for candidates.
• Communicate with candidates and external recruiters throughout the recruiting and hiring process.
• Work with SBU leadership to determine offer terms.
• Work with Risk Management to determine solutions to any licensing issues.
• Work with Conflicts Team to ensure lateral candidates are cleared before starting.
• Ensure that due diligence on candidates is complete and candidate offer letters are in proper form and approved.
• Use firm resources (i.e., LinkedIn, Firm Prospects), social media, and other avenues to proactively source candidates.
• Develop and implement alternative strategies for lateral attorney recruiting; assess effectiveness of recruiting efforts on a routine basis and make recommendations.
• Conduct market research on recruiting trends, best practices, and compensation and make recommendations, where appropriate.

Team Management

• Responsible for workload distribution and allocation among Lateral Recruiting Specialist(s) and Coordinator(s), as well as training and mentoring.
• Assist Managing Director of Growth and Legal Recruiting Director and in managing operations of lateral recruiting team, including hiring, assessing performance, providing feedback, delegating functional tasks, problem solving/escalated issue resolution, identifying skill gaps, maximizing efficiency, scheduling, and aligning teams.

External Communications and Relationships

• Monitor and oversee all external career postings for lateral positions.
• Communicate and establish relationships with search firms regarding lateral hires. Work with Managing Director of Growth and Director of Legal Recruiting to manage fee agreement process, including negotiating ad establishing new fee agreements.
• As requested, update the Firm's website content and publications.

Budget

• Assist the Managing Director of Growth and Director of Legal Recruiting in developing and monitoring the recruiting budget, approving recruiting/hiring related expenses, paying invoices for same, and ensuring expenses stay within budget.

Data Management and Analytics

• Communicate and report performance statistics to upper management and, when necessary, recommend strategic changes.
• As needed, support completion of recruiting related surveys and the updating of NALP forms.
• Maintain accurate and up-to-date recruiting records and files.
• Work with Legal Recruiting Manager and other business professionals in firm to maintain recruiting database, produce reports, and troubleshoot as needed.
• When necessary, train others on recruiting team in use of recruiting database and department processes.
• Help track and monitor lateral recruiting results for purposes of Mansfield certification.

Miscellaneous

• Participate in professional associations for recruiting.
• Travel to other Firm offices to attend events or provide support as needed.
• Assist with the Firm's recruiting and hiring processes for law students and summer associates on an as-needed basis.
• Special projects as required.

Position Requirements

• 4‐year degree required preferably in a related field
• 5 years of progressive experience in law firm recruiting required. Internal candidates must have demonstrated history of progressively responsible experience.
• Excellent written and oral communication skills.
• Excellent organizational skills.
• Strong initiative and self-motivation.
• High degree of attention to detail.
• Ability to maintain confidentiality regarding candidates, Firm matters, and recruiting matters.
• Ability to work under pressure, to handle conflicting priorities, and to meet deadlines.
• Ability to represent the Firm in a favorable and businesslike manner.
• Ability to work effectively with a variety of professional personalities, both inside and outside the Firm.
• Ability to work collaboratively and effectively with the Director of Legal Recruiting, Senior Legal Recruiting Specialist, and the administrative and lawyer leadership of the Firm.
• Demonstrated knowledge of Microsoft Word and Excel; knowledge of all MS Office products strongly preferred.
• Ability to work after hours, as needed.
• Ability to travel to other offices as needed.

The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of essential functions, responsibilities, or requirements. The Firm will provide reasonable accommodations as necessary to allow an individual with a disability to apply for and/or perform the essential functions of a position. If you need assistance to accommodate a disability, please contact HR.

Compensation and Benefits

Employees are entitled to compensation commensurate with skill and experience. The exact compensation will vary based on skills, experience, location, and other factors permitted by law. The expected compensation ranges for this position in various states and jurisdictions are as follows:

• State of California: $116,000 - $237,000
• State of Colorado: $107,000 - $191,000
• State of Illinois: $105,000 - $204,000
• State of Massachusetts: $116,000 - $222,000
• State of Maryland: $113,000 - $171,000
• State of Minnesota: $116,000 - $192,000
• Jersey City, NJ: $126,000 - $229,000
• State of New York: $108,000 - $234,000
• State of Vermont: $115,000 - $220,000
• State of Washington: $113,000 - $214,000
• Washington, D.C.: $150,000 - $220,000

The above salaries do not include a discretionary bonus, however bonus opportunities are non-guaranteed, and are dependent upon individual and firm performance. Full-time employees receive benefits including: medical and dental coverage; life insurance; short-term and long-term disability insurance; pre-tax flexible spending account for certain medical and dependent care expenses; an employee assistance program; Paid Time Off; paid holidays; participation in a retirement plan program after meeting eligibility requirements; and more.