Attorney Recruiting Manager

Holland & Hart LLP • Denver, CO

50d • $85,594 - $142,656 • Hybrid

About The Position

The Recruiting Manager leads strategic recruiting initiatives and program
development to support the firm's growth objectives through lateral partner,
attorney, paralegal, and select professional acquisition. This role is
responsible for developing comprehensive recruiting strategies, conducting
market analysis, and overseeing program leadership for lateral hiring and
onboarding initiatives. The Recruiting Manager partners with firm leadership to
position the firm competitively in the legal talent market while ensuring
operational excellence in recruiting processes.

Requirements

• Bachelor’s degree required or equivalent experience.
• Five (5) years of attorney recruiting experience. Two (2) years of leadership experience preferred.
• Vendor and search agency negotiation experience.
• Excellent interpersonal skills and attitude.
• Independent thinker; ability to be flexible.
• Ability to handle multiple projects in fast-paced environment.
• Ability to adapt to changing circumstances and maintaining positive attitude.
• Enjoys new challenges; ability to think constructively and creatively to adapt to unforeseen challenges.
• Excellent oral and written communication skills.
• Presentation and public speaking abilities.
• Strong organizational skills and ability to work under pressure, and meet deadlines.
• Strong work ethic and ability to maintain strict confidentiality.
• Experience coordinating programs for multi-office locations.
• Excellent computer and software skills in MS Word, Excel, Outlook required.
• Ensure a high level of customer service, internal and external, throughout recruiting and hiring processes.

Nice To Haves

• Preferred experience with viDesktop and FloRecruit.

Responsibilities

• Strategic Growth Leadership: Lead strategic development of firm growth and lateral partner recruiting strategies in partnership with the Strategic Growth Committee (SGC) and Practice Group Leaders (PGLs). Develop long-term recruiting roadmaps aligned with firm expansion goals and market opportunities.
• Market Analysis and Competitive Positioning: Conduct comprehensive market analysis to identify lateral hiring opportunities and competitive positioning strategies. Analyze competitor recruiting practices, compensation trends, and market dynamics to inform strategic decision-making for lateral hires.
• Strategic Planning and Execution: Design and implement multi-year recruiting strategies for lateral partners and senior associates. Collaborate with firm leadership to establish recruiting priorities, target markets, and resource allocation for optimal growth outcomes.
• Lateral Attorney Recruiting Program: Provide program leadership for lateral attorney recruiting and onboarding strategies across all practice areas and offices. Oversee the development and execution of comprehensive recruiting programs that attract top-tier legal talent.
• Onboarding Strategy Development: Lead the strategic development of onboarding programs for lateral attorneys, ensuring seamless integration and early success. Design comprehensive onboarding strategies that support retention and accelerate productivity.
• Cross-Functional Program Management: Direct cross-departmental collaboration with Human Resources, Financial Services, Information Technology, Ethics and Business Intake, Learning & Development, and other key stakeholders to ensure cohesive recruiting and onboarding experiences.
• Team Leadership: Provide strategic direction and leadership to the recruiting support staff. Establish performance standards, provide mentorship, and ensure operational excellence across all recruiting functions.
• Stakeholder Management: Serve as primary liaison with PGLs, hiring partners, and firm leadership on recruiting matters. Facilitate strategic recruiting meetings and provide regular updates on recruiting initiatives and market conditions.
• Process Innovation: Drive continuous improvement in recruiting processes and methodologies. Implement best practices, leverage technology solutions, and optimize workflows to enhance recruiting effectiveness and candidate experience.
• Industry Relationships: Cultivate and maintain strategic relationships with search firms and industry contacts to enhance the firm's recruiting capabilities and market presence.
• Competitive Intelligence: Monitor and analyze legal market trends, competitor activities, and industry developments to inform recruiting strategies and maintain competitive advantage in talent acquisition.
• Brand Management: Collaborate with Marketing to develop and maintain the firm's employer brand and recruitment materials. Ensure consistent messaging and positioning across all recruiting touchpoints.
• Metrics and Analytics: Establish key performance indicators for recruiting success and regularly analyze recruiting data to drive strategic improvements. Provide comprehensive reporting to firm leadership on recruiting outcomes and market trends.
• Special Projects: Lead special recruiting initiatives and projects as directed by firm leadership. Contribute to firm-wide strategic planning processes and growth initiatives.
• Perform additional duties and tasks assigned, demonstrating flexibility and a commitment to supporting the firm’s overall objectives.

Benefits

• Holland & Hart works hard to promote work/life balance with a 37.5-hour scheduled work week for most staff employees, a robust wellness program, and generous PTO and holiday pay for eligible employees.
• Full-time employees become eligible for benefits on the date hire, with a benefits offering that includes medical, dental, vision, life, AD&D, EAP, STD, and LTD.
• Also available are voluntary income protection benefits such as supplemental life, accident, critical illness, and hospital indemnity insurances, as well as a 401(k)-retirement plan with a company match.
• In addition, the firm has programs that may provide for educational assistance, free or discounted legal services, and opportunities through the Holland & Hart Foundation, which is a non-profit organization dedicated to creating volunteer opportunities for lawyers, staff, families, and friends of Holland & Hart LLP.
• Part-time employees may have access to some of these benefits, which may be on a pro-rated basis.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level