Recruiter

Law Office of Bryan Fagan•Houston, TX

11d•Onsite

About The Position

This pivotal role drives the firm's growth by managing the entire recruiting life cycle. The Recruiter will secure top-tier talent for all legal and non-legal, salaried, and hourly positions across our regional offices. Additionally, the role involves supporting the firm's strategic initiatives through project development and execution.

Requirements

Proven experience (7+ years) in full-cycle recruitment, preferably within a fast-paced corporate environment, with exposure to both legal and corporate/non-legal staffing.
Strong understanding of legal roles and recruitment best practices.
Demonstrated ability to manage projects.
Demonstrated proficiency with Applicant Tracking Systems (ATS) and HRIS platforms.
Experience with Google Workspace or MS Office is required, along with the ability to quickly master other relevant software.
Exceptional organizational, communication, and interpersonal skills.
Ability to manage multiple priorities and projects simultaneously; in a fast paced environment focused on growth.

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, or a related field preferred.

Responsibilities

Directly manage the entire recruiting lifecycle for all legal professionals (Attorneys, Paralegals, Legal Assistants) and all non-legal salary positions within the specified market
Develop and execute localized, market-specific recruitment strategies, leveraging various channels (job boards, social media, networking, career fairs) to attract a diverse and qualified pool of candidates.
Focusing on ensuring a consistent pipeline of qualified candidates prior to the staffing needs.
Conduct initial screenings, coordinate interviews, manage candidate communication, and ensure an excellent candidate experience.
Handle all aspects of offer negotiation and preparation, ensuring compliance and alignment with compensation strategy.
Maintain the integrity and accuracy of the Applicant Tracking Systems (ATS) data, generating regular reports on recruitment metrics, pipeline status, and time-to-hire for continuous improvement.
Partner closely with hiring managers and department heads to understand staffing needs, define job requirements, and develop effective interview processes.
Meet or exceed key performance indicators and metric goals as identified by management.
To include projects that support the advancement of recruiting and other department goals across the firm.