Lateral Legal Recruiting Manager at Sidley Austin LLP – New York, New York

Lateral Legal Recruiting Manager

US-NY-New York

Department: Human Resources

Summary

The Lateral Legal Recruiting Manager will be responsible for all aspects of lateral lawyer and judicial clerk recruiting as needed firmwide.

Duties and Responsibilities

• Oversight of Non-Partner Lateral Lawyer Hiring: With primary oversight over the New York, Boston, and Miami offices, and coordinating with the Lateral Recruiting Team regarding other offices, manage the non-partner lateral lawyer hiring process, including recruiting of Tax and International Lawyer candidates through relevant LLM recruiting programs, and judicial clerk hiring.
• Strategic Planning and Market Awareness: coordinate with group heads and other firm departments to identify/project needs for lateral associates and judicial clerks; develop, prepare, and analyze relevant reports and projections; monitor market trends in lateral associate and judicial clerk hiring.
• Approval and Maintenance of Lateral Lawyer Job Requisitions: coordinate with the practice groups/practice area teams and the Lateral Legal Recruiting Director to seek Management Committee and other approval of requests to open new lateral lawyer requisitions; post approved requisitions to LawCruit, with assistance from the Lateral Legal Recruiting Coordinators; work with the Coordinators to monitor applications to lateral and judicial clerk requisitions.
• Agency Relationship Management: review and coordinate with Lateral Partner Recruiting to track details of the firm’s agency placement agreements and propose changes as needed; develop and maintain relationships with agencies who demonstrate a commitment to excellence and understanding the firm’s needs; ensure consistency in the firm’s agency submission processes.
• Candidate Sourcing and Marketing: work to develop creative solutions to candidate sourcing to complement the firm’s agency relationships; proactively identify high-quality candidates in the market, using innovative sourcing methods and tools; develop lateral associate recruiting sections of the firm’s Careers website.
• Interviews and Evaluations: oversee the interview and evaluation process, including selection and preparation of interviewers, scheduling, aggregation of feedback, and facilitation of decisions.
• Offer Process: oversee the lateral associate and judicial clerk offer processes including preparing offer letters, reviewing offers for consistency, and identifying liability issues and special considerations such as admission and visa status; work with practice groups and management in the negotiation of lateral hire compensation and other offer terms, using market trends and conditions that may affect compensation, bonuses, raises, and benefits; create email template to use as lateral offers are extended.
• Onboarding and Orientation: Coordinate with candidates and/or agencies and relevant internal personnel to ensure that all onboarding paperwork is sent to candidates, returned, and processed promptly; be in regular contact with candidates, agencies, and hiring partners to instill confidence that the onboarding process is progressing on schedule; oversee orientation programs for new lateral lawyer hires; review and revamp lateral orientation materials periodically as needed, including creation of a slide deck with orientation information; and assist in assigning mentors to New York, Boston, and Miami incoming laterals.
• Integration and Retention: Coordinate with other firm departments on lateral associate integration and retention; gather and analyze data on lateral associate success to help drive improvements in future lateral hiring; conduct exit interviews and identify/report on trends in that feedback.
• Data Retention and Analysis: ensure the regular maintenance of attorney applicant databases for purposes of applicant tracking and reporting
• Other: work with HRIS to drive improvements to the firm’s Applicant Management System; oversee the Legal Recruiting Department’s responses to external surveys; update New Hire page on @sidley.
• Assist with other projects as needed.

Salaries vary by location and are based on numerous factors, including, but not limited to, the relevant market, skills, experience, and education of the selected candidate. If an estimated salary range for this role is available, it will be provided in our Target Salary Range section. Our compensation package also includes bonus eligibility and a comprehensive benefits program. Benefits information can be found at Sidley.com/Benefits.

Target Salary Range
$116,800 - $160,600 if located in Illinois

Qualifications

To perform this job successfully, an individual must be able to perform the Duties and Responsibilities (Duties) above satisfactorily and meet the requirements below. The requirements listed below are representative of the minimum knowledge, skill, and/or ability required. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job. If you need such an accommodation, please email sidleytalentacquisition@sidley.com (current employees should contact Human Resources).

Education and/or Experience:

Required:

• Bachelor’s Degree.
• A minimum of 5 years of experience in legal recruiting in a large law firm environment, including lateral lawyer hiring in a variety of practice areas.
• Demonstrated experience managing people.
• Demonstrated experience managing projects.
• Demonstrated ability to analyze data.

Other Skills and Abilities:

The following will also be required of the successful candidate:

• Strong organizational skills
• Strong attention to detail
• Good judgment
• Strong interpersonal communication skills
• Strong analytical and problem-solving skills
• Able to work harmoniously and effectively with others
• Able to preserve confidentiality and exercise discretion
• Able to work under pressure
• Able to manage multiple projects with competing deadlines and priorities

Sidley Austin LLP is an Equal Opportunity Employer.

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