Senior Manager

Senior Manager, Legal Recruiting is a high-impact leadership opportunity to build and execute attorney talent acquisition strategies that directly support firm growth. You’ll own full-cycle recruiting for associate hiring while partnering closely with internal stakeholders to strengthen lateral recruiting outcomes and candidate experience.

Role Overview This senior leadership role is responsible for developing, implementing, and executing comprehensive attorney recruiting strategies to support organizational growth objectives. You will oversee full-cycle legal recruitment, build strong stakeholder relationships, and lead a recruiting team in a fast-paced, high-caliber environment.

Key Responsibilities

• Develop and execute strategic initiatives for attorney lateral and associate recruiting, aligned to firm growth plans and hiring priorities
• Manage the full recruitment lifecycle—from requisition intake through offer and onboarding with primary focus on associate hiring and support for partner recruiting efforts
• Build proactive sourcing strategies using search firm partnerships, legal industry networks, referrals, market research, and online legal recruiting platforms
• Review resumes, conduct preliminary assessments, and evaluate candidate qualifications for strategic fit and alignment with firm hiring standards
• Coordinate interview workflows, including schedule management, feedback collection, candidate evaluation, and presentation of hiring recommendations to leadership
• Serve as the primary point of contact for candidates, external search firms, and referral sources—ensuring a positive, high-touch recruiting experience
• Conduct market research to identify lateral hiring targets, monitor industry trends, and gather competitive intelligence to inform talent acquisition decisions
• Represent the organization at legal industry events and law school engagement opportunities to strengthen employer brand and recruiting pipeline
• Lead, mentor, and develop recruiting team members by establishing best practices, setting performance goals, and supporting professional development
• Oversee conflicts clearance, background screening, and onboarding coordination with relevant internal teams to ensure a seamless hiring process
• Support strategic growth initiatives and collaborate cross-functionally with HR, marketing, and business stakeholders to achieve talent acquisition objectives

Core Qualifications & Requirements

• Bachelor’s degree required; JD preferred 8–9+ years of legal recruiting experience in AmLaw or comparable law firm environments.
• Proven success managing full‑cycle attorney recruiting programs, including lateral and associate hiring.
• Leadership experience mentoring and developing recruiting teams.
• Strong interpersonal, written, and verbal communication skills; ability to engage stakeholders at all levels.
• Demonstrated relationship‑building experience working with attorneys, law school administrators, search firms, and HR professionals.
• Exceptional organizational and project management skills; ability to manage multiple priorities in a fast‑paced environment.
• Discretion and professionalism when handling sensitive and confidential information.
• Proficiency with applicant tracking systems, including Workday and legal recruiting platforms such as LawCruit and Leopard Solutions.
• Knowledge of conflicts resolution, background screening, and onboarding processes.

Nice‑to‑Have Qualifications

• Experience supporting broader talent acquisition initiatives beyond legal recruiting
• Familiarity with law firm branding and marketing support for recruiting

Core Technical Skills

• Applicant Tracking Systems (ATS): Workday, LawCruit, Leopard Solutions
• Candidate sourcing: LinkedIn Recruiter, legal industry networks, search firm collaborations
• Conflicts clearance & background screening workflows
• Microsoft Office Suite: Word, Excel, PowerPoint, Outlook
• Data analysis & reporting tools

Career Impact

Lead strategic legal recruiting initiatives that shape the organization’s attorney talent landscape, influence growth outcomes, and strengthen long‑term hiring success.

Compensation and Benefits

• $185,000 – $220,000 base salary; bonus eligibility (Exempt employees happen in January; non‑exempt employees happen in July).
• Merit increases and performance review eligibility apply.

The Phoenix Group Advisors is an equal opportunity employer. We are committed to creating a diverse and inclusive workplace and prohibit discrimination and harassment of any kind based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. We strive to attract talented individuals from all backgrounds and provide equal employment opportunities to all employees and applicants for employment.