Description

As a member of Fox Rothschild’s Talent Management team, the Manager of Legal Recruitment manages the full-cycle recruitment process for law students, summer associates, lateral associates and counsel firm-wide. This team member can sit in the Firm’s Chicago, Denver, Los Angeles, Minneapolis, New York City, Philadelphia, Pittsburgh, San Francisco, Seattle, or Washington, D.C. office.

ESSENTIAL FUNCTIONS:

• Manage the entry-level recruitment cycle; track and manage candidates from the resume screening stage through callback interviews; manage and track all interview feedback; facilitate the offer discussion meetings.

• Participate in law school campus events to increase and improve visibility at targeted law schools. Develop and foster key contacts with law schools.

• Manage and execute the summer associate program, including helping to organize and attend various internal and external events; organize trainings with the Professional Development team, ensure access to assignments, and conduct evaluations. Support the Summer Associates’ engagement and transition throughout the process.

• Manage 1L Diversity Fellowship Program hiring process.

• Coordinate the orientation and successful integration of summer associates into the Firm.

• Track and assist with analysis of results of Summer Associate class outcomes to create meaningful data for a better understanding of future success factors.

• Guide candidates and hiring partners through the recruiting process.

• Facilitate entire lateral recruitment process for non-partner candidates, from sourcing through onboarding.

• Ensure the due diligence process is conducted for all potential hires.

• Draft offer letters.

• Ensure compliance with Firm’s hiring policies and guidelines.

• Analyze attorney recruiting trends and recommend strategies to enhance the recruiting efforts of the Firm.

• Support Director in overseeing Coordinators and Assistants to ensure effective collaboration and successful project execution.

• Develop and sustain relationships with attorneys, administrative departments, law schools, search firms, and legal industry colleagues to support recruiting efforts.

ADDITIONAL FUNCTIONS:

• Maintain relationships with peers at competitive firms, including membership in National Association for Law Placement.

• Special Projects, as assigned.

QUALIFICATIONS (EXPERIENCE, KNOWLEDGE, SKILLS AND ABILITIES):

Education:

• Bachelor’s degree required.

Experience:

• Minimum five years of experience in legal recruitment.

• Prior legal recruiting experience required. Ability to manage recruiting efforts across multiple locations. Experience with sourcing and hiring law students and lateral attorneys. Prior experience with entry-level recruiting, callbacks, and summer associate programs.

• Experience managing and delegating to others across various time zones

• Experience with LinkedIn Recruiter, viDesktop and Flo Recruit preferred.

Knowledge, Skills, & Abilities:

• Possess excellent interpersonal and communication skills, a strong commitment to client service and the ability to thrive in a fast-paced, professional environment.

• Possess confidence and the capability to interact with the Firm's Leadership on a regular basis.

• Ability to handle multiple assignments simultaneously under strict time constraints.

• Requires occasional travel.

• Proficiency in Outlook, Word, Excel and PowerPoint.

WORK ENVIRONMENT & PHYSICAL DEMANDS:

This job operates in a clerical, office setting. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.

PHYSICAL REQUIREMENTS

Medium Work: Exertion of physical strength to lift, carry, push, pull, or otherwise move objects 20 to 50 pounds frequently, and/or greater than negligible up to 10 pounds.

VISUAL ACUITY

Worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading.

COMPENSATION & BENEFITS

The salary ranges for this position apply to the respective listed locations. The salary range reflects a variety of factors that are considered in making compensation decisions, including but not limited to experience, education, licensure and/or certifications, geographic location, market demands and other business and organizational needs. It is not typical for an individual to be hired at or near the top of the range for a position. Reasonable estimates of the current ranges for this position are:

• Chicago, Denver, Minneapolis: $115,000 to $155,000

• Los Angeles, Seattle, Washington, D.C.: $125,000 to $165,000

• New York City, San Francisco: $135,000 to $175,000

For information on Fox Rothschild's compensation and benefits visit: Compensation & Benefits (foxrothschild.com) (https://www.foxrothschild.com/careers-for-staff/compensation-benefits)

DISCLAIMER

Fox Rothschild LLP is under no obligation to provide sponsorship for this position. Applicants must be currently authorized to work in the United States on a full-time basis now and in the future.

The above is intended to describe the general content of and requirements for the performance of this job. It is not a contract or employment agreement and is not to be construed as an exhaustive statement of all functions, responsibilities, or requirements the employee may be required to perform, and the employee may be required to perform additional duties. Additionally, management reserves the right to review and revise the job description at any time. Employment with the firm is at-will. Employees must be able to satisfactorily perform all of the essential functions of the position with or without a reasonable accommodation. If an accommodation request would cause an undue hardship or a safety concern, the individual may not be eligible for the position.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)