Legal Talent Recruiting Manager

Troutman Pepper•Washington, DC

5d•$120,000 - $140,000•Hybrid

About The Position

The Legal Talent Recruiting Manager is a key member of the Lateral Attorney Recruiting team, responsible for managing end-to-end recruiting for a defined attorney population. The Legal Talent Recruiting Manager partners closely with firm and practice group leadership to drive strategic hiring initiatives, oversee recruiting cycles, and deliver an exceptional candidate experience.

Requirements

Familiarity with viRecruit, Firm Prospects or comparable applicant tracking and legal talent platforms required.
Strong project management skills with the ability to manage multiple priorities and deadlines simultaneously required.
Excellent interpersonal and written communication skills, with the ability to engage effectively at all levels of the firm required.
Client service orientation and professional presence.
Sound judgment and discretion in handling confidential information.
Proactive problem-solving and adaptability in a fast-paced environment.
Collaborative mindset with the ability to build trust across diverse stakeholder groups.
Attention to detail and commitment to process excellence.
Bachelor's degree.
Minimum of five (5) years of legal recruiting or professional services talent acquisition experience.
Demonstrated experience managing lateral associate hiring.

Responsibilities

Own the full recruiting lifecycle for lateral attorney population, from sourcing and outreach through offer and onboarding.
Manage lateral hiring initiatives.
Review and refine job descriptions, interview structures, and candidate assessment processes to promote consistency, quality, and equity in hiring.
Ensure all recruiting practices comply with firm policies and applicable federal, state, and local employment laws.
Build and maintain strong working relationships with partners, practice group leaders, and business services leaders to understand current and anticipated hiring needs.
Serve as a trusted advisor and primary point of contact for assigned practice groups on all recruiting-related matters.
Communicate proactively with internal stakeholders on candidate pipelines, hiring progress, and market trends.
Model best practices in recruiting operations and support the professional development of junior team members.
Foster a collaborative, high-performance team environment.
Contribute to the firm's employer branding strategy through active engagement with search firms, attendance at recruiting events, and participation in professional organizations.
Track and analyze key recruiting metrics (e.g., offer acceptance rates, time-to-fill, , yield rates) and prepare regular reports for firm leadership.
Use data to identify trends, surface insights, and recommend process improvements.