Director of Recruiting
San Francisco or Los Angeles Preferred
The Director of Recruiting will lead the development and execution of a comprehensive talent acquisition strategy for attorneys and professional staff, aligning recruitment efforts with the firm’s growth objectives and talent needs. This role requires a strategic thinker with a deep understanding of the legal industry and a proven track record in recruitment. This role is crucial for driving growth and maintaining the firm's reputation as a premier employer in the legal industry. This position requires the individual reside in California, and will have a designation to Hanson Bridgett’s San Francisco or Los Angeles offices.
Core Responsibilities
Strategic Leadership
- Collaborate with Section Leaders, Department Heads, and Executive Leadership to shape long-term recruiting strategies aligned with the firm’s strategic goals.
- Lead the integration of staff recruitment into the firm’s broader talent acquisition framework, ensuring that both attorney and staff hiring meets the firm’s evolving needs.
- Anticipate future hiring demands and implement proactive recruitment strategies to meet the firm’s staffing goals across all levels, including attorneys, administrative professionals, and specialized roles.
- Foster strategic relationships with external search firms, recruitment networks, and industry leaders to position the firm as a preferred employer in competitive markets.
Attorney Recruitment
- Lead the Strategic Growth and Lateral Partner Recruiting Committee, driving the strategic identification and recruitment of high-value lateral partners, and ensuring alignment with the firm’s growth objectives and culture.
- Manages all aspects of the lateral partner hiring process, including performing department/practice group specific needs assessments; engaging appropriate search firms; identifying partner candidates and appropriately vetting them; facilitating strategy meetings and calls with Section and Practice Group leadership.
- Develops and manages relationships with preferred search firms to promote the Firm and lateral opportunities; works with Practice Groups and Marketing to develop lateral recruitment collateral for search firms and candidates.
- Collaborate with Professional Development and Section and/or Practice Group Leaders to facilitate seamless integration for lateral hires and support their long-term success.
Professional Staff Recruitment
- Oversee the professional staff recruitment efforts, working closely with department heads to identify and address hiring needs in alignment with business goals.
Team Management
- Oversee and mentor the recruiting team, providing strategic direction and support for recruiting prioritization.
- Foster a high-performance culture focused on results, collaboration, and innovation in recruitment practices.
Diversity, Equity, and Inclusion (DEI)
- In collaboration with the DEI team, execute DEI recruitment initiatives, ensuring alignment with the firm’s DEI goals and compliance with standards such as the Mansfield Rule.
- Work closely with the DEI team and firm leadership to implement programs that enhance diverse candidate pipelines and foster an inclusive hiring environment.
Recruitment Data and Trends
- Analyze internal and external recruitment data to identify trends, forecast hiring needs, and provide strategic insights to firm leadership.
- Monitor industry trends, including compensation, offer structures, and market demand, to ensure the firm remains competitive.
Employer Branding
- Enhance the firm's reputation as an employer of choice by collaborating with industry associations, law schools and professional organizations to increase visibility and promote the firm as a top employer in key talent pools.
- In collaboration and partnership with HR, design and optimize a best-in-class candidate journey from initial engagement through to onboarding, ensuring that every touchpoint reflects the employer brand and fosters a positive experience.
Budget and Resource Management
- Develop and manage the recruiting budget, ensuring resources are allocated efficiently to support recruitment goals and events.
Required Skills, Abilities, and Qualifications
- 8+ years of experience in recruiting, preferably within a professional services or law firm environment. 5+ years of management experience.
- Bachelor's degree. A JD or advanced degree is a plus.
- Proven experience in developing, implementing, and iterating a strategic talent acquisition plan(s) that aligns to a firm's overall strategic plan.
- Strong leadership capabilities with an ability to influence and build trust across all levels of the firm.
- Demonstrated commitment to diversity, equity, and inclusion in all aspects of recruitment and talent strategy.
- Effective communication skills, both written and verbal, and interpersonal skills to effectively engage with firm leadership, candidates, and external partners.
- Proficient in applicant tracking systems and recruitment software.
- Strong analytical skills and experience with metrics-driven decision-making.
Salary
Hanson Bridgett offers a competitive salary and benefits package. The annual salary for this California-based role is anticipated to be in the area of $250,000 - $290,000, and represents the firm’s good faith and reasonable estimate of possible compensation at the time of posting. Actual compensation is negotiable, and will depend upon a number of factors, including but not limited to, the candidate’s years of experience, qualifications, and skill set.
