Legal Talent Acquisition Specialist

Bressler Amery & Ross•Florham Park, NJ

8d•$70,000 - $82,000

About The Position

Bressler, Amery & Ross, P.C. is seeking an organized, proactive, and collaborative Legal Talent Acquisition Specialist for its administration team. Reporting to the Director of Human Resources, this role owns day-to-day full-lifecycle recruitment operations for attorneys and staff, coordinates early-career attorney and internship programs, and delivers firm-wide onboarding and employee experience initiatives across the firm’s offices. The role partners with practice group leaders, principals, hiring committees, and department managers to manage hiring workflows and candidate experiences.

Requirements

2–4 years of full-cycle recruiting experience.
At least 1–2 years focused on legal recruitment or corporate in-house talent acquisition.
Solid understanding of law firm structure, billable practice areas, lateral partner and associate hiring conventions, and conflict check requirements.
Hands-on proficiency with applicant tracking systems.
Strong technical proficiency with sourcing platforms and enterprise scheduling and collaboration software.
Exceptional executive communication and interpersonal skills, including the ability to partner with law firm partners, senior counsel, and candidates.
Ability to coordinate high-volume, complex partner interview schedules accurately under tight deadlines.
Strong organization, initiative, and ability to manage concurrent searches independently.
Discretion, sound judgment, and commitment to confidentiality regarding candidate identities, compensation, and hiring decisions.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, Communications, or a related field.
Direct exposure to attorney hiring workflows, associate lateral pipelines, or law school OCI and Summer Associate program execution.
Experience with ADP Workforce Now.

Responsibilities

Manage full-lifecycle recruitment for lateral attorneys, legal support staff, paralegals, and business services professionals across practice groups and office locations.
Partner with practice group leaders, principals, and department managers to define candidate profiles, search strategies, qualifications, and interview timelines.
Source candidates through LinkedIn Recruiter, legal job boards, specialty bar associations, and referral networks.
Screen resumes, conduct initial phone or video interviews, assess credentials, and prepare candidate dossiers and interview summaries.
Coordinate attorney pre-employment due diligence, including bar admission verification, background checks, conflict questionnaires, and writing sample or deal sheet collection.
Coordinate offers for attorneys and staff, including salary verification, market alignment, offer letter preparation, and partner approval.
Manage relationships with external legal search firms, fee agreements, agency submissions, and placement guidelines.
Coordinate interview logistics and complex schedules for multi-round interviews across practices, offices, and time zones, using Zoom, Microsoft Teams, and on-site arrangements.
Build interview panels, resolve scheduling conflicts, and provide real-time calendar management.
Serve as the primary point of contact for candidates and provide itineraries, firm overviews, preparation materials, and status updates.
Track candidate stages, distribute evaluation forms, and maintain compliance records in ADP.
Coordinate the annual Summer Associate Program and Undergraduate Internship Program across all offices.
Manage law school outreach, OCI registrations, resume screening distribution, callback interviews, and hospitality logistics.
Coordinate summer cohort orientation, mock trials or exercises, social calendars, work assignments, and mid-summer and exit evaluations with principals and the Hiring Committee.
Deliver a standardized onboarding program covering firm culture, policies, benefits, and operational technology.
Coordinate new-hire start dates, orientation agendas, workspace setup, and IT provisioning with local office administrators.
Act as the HR liaison for the Culture Committee and coordinate monthly engagement initiatives, recognition events, and seasonal programming.
Maintain confidentiality and ensure recruitment and onboarding workflows comply with applicable employment laws.