Attorney Recruiting and Development Manager

Bowman and Brooke•Minneapolis, MN

20h•$130,000 - $150,000•Hybrid

About The Position

Bowman and Brooke LLP is a national product liability boutique law firm with more than 200 lawyers in 17 offices known for defending household name manufacturers of motor vehicles, medical devices, pharmaceuticals and consumer products in high exposure, technically intricate lawsuits and mass torts throughout all 50 states. We have surpassed our 1,000th trial milestone, affirming our rank as one of the foremost product liability trial firms in the country. We are growing! Due to continued growth across our 17 offices nationwide, we are adding a new position to our administrative team, located in our Minneapolis, MN office. The Attorney Recruiting and Development Manager will lead, manage and implement all aspects involved in attorney recruiting firmwide to ensure we have the necessary experience and talent to achieve client and firm goals within our case teams. Strategically source and attract qualified associate, senior counsel and non-equity partner level candidates, for open positions by individual outreach, position postings, recruiting events and interviewing candidates. Additionally, this role is responsible for managing the firm’s associate development and training programs, ensuring newly recruited lawyers are integrated and supported with training and mentoring.

Requirements

Ability to work independently and as a team member; anticipate needs and problem solve effectively.
Able to manage high volume, fast-paced role. Must have strong organization and prioritization skills with demonstrated ability to multi-task to meet deadlines and deliver desired results.
Assertive workstyle, plays well with others.
Stay up-to-date on industry trends and best practices in recruitment.
Maintain accurate records of candidates and the recruitment process.
Collaborate with hiring partners to understand job requirements and develop effective recruitment strategies.
Excellent written and verbal communication skills.
Strong interpersonal skills to build rapport with candidates and hiring partners.
Active listening skills to understand the needs of both the candidates and the hiring partners.
Well-developed networking skills to build and maintain relationships with potential candidates and industry contracts.
Persistence, determination and the ability to follow through with candidates and hiring managers to secure the best talent.
High proficiency in Microsoft Office applications, including Word, Outlook and Excel.
Ability to work effectively and efficiently under pressure.
Ability to manage multiple projects with specific deadlines and adjust to changing priorities in a professional manner.
Commitment to professional growth and development.
Bachelor’s degree in a business-related field required.
Five years related recruiting experience in a professional services environment required, law firm preferred.
Three years of managerial experience desired.

Responsibilities

Manage all attorney recruiting efforts for non-equity partner, of counsel, senior counsel and associate hires nationwide.
Active involvement and support of lateral equity partner candidate recruiting process with managing partners.
Act as single point of contact internally for attorney recruiting, and serve as liaison between executive committee, firm leadership, and human resources.
Develop and implement sourcing strategies including identifying candidates through online job boards, social media, networking, direct outreach, position postings and building relationships with key attorney associations.
Track and maintain current openings, potential candidates and active candidate discussions.
Screen and evaluate potential candidates with a focus on clearly communicating the firms’ unique strengths, culture, and adopted core values.
Manage the interview process ensuring all interested parties are involved in candidate selection.
Draft all hiring motions for review by managing partner and human resources.
Manage, maintain, and build relationships with third-party recruiters, including contract and fee negotiations, with the goal of reducing the need for third-party involvement.
Meet with office hiring partners and practice group leaders and/or their designees to determine hiring requirements for attorney openings and/or lateral needs.
Work collaboratively with leadership to develop and implement attorney integration, education, and training programs.
Develop engagement strategies for associate retention.
Establish, maintain, and build relationships with top-tier law schools and oversee law student recruiting process for both 1L and 2L candidates.