Sr. Manager, Lateral Partner Recruiting

Goodwin•Los Angeles, CA

5d•$160,000 - $210,000

About The Position

Join Goodwin’s Global Operations Team, and make a real impact on a global scale. At Goodwin, we work with some of the world’s most successful and innovative investors, entrepreneurs and disruptors in the life sciences, private equity, real estate, technology and financial industries, and where they converge. As part of the Global Operations Team – all business professionals at the firm – you’ll collaborate with colleagues from varied backgrounds and experiences, fostering an environment where cross-functional learning, networking, and collaboration are at the core of what we do. Here, we’re not just supporting a law firm; we’re partnering with attorneys and clients to deliver cutting-edge solutions in high-stakes litigation and dispute resolution, world-class regulatory compliance and advisory services, and complex transactions. Our commitment to integrity, ingenuity, agility, and ambition drives us, and we’re proud to have been recognised as the “Best Business Team” by The American Lawyer. This is your opportunity to grow professionally in a dynamic, global environment, surrounded by forward-thinking peers. The Senior Manager of Lateral Partner Recruiting ("Manager") plays a critical role in advancing the firm's global growth strategy through the identification, evaluation, and recruitment of high-impact lateral partner talent. Reporting to the Managing Director, Partner Recruiting, the Manager serves as the primary recruiting advisor for assigned industry sectors and related practices, translating firm and practice priorities into market-informed, executable recruiting plans. The Manager owns and drives the full lifecycle of assigned searches, develops deep knowledge of industry teams, clients, market dynamics, and the competitive landscape, and delivers a high-touch candidate and stakeholder experience. This role combines strategic thinking with hands-on execution and requires sophisticated judgment, commercial acumen, rigorous analysis, exceptional project management, and close collaboration with firm leaders and cross-functional partners.

Requirements

BA, BS or equivalent.
Minimum of 10 years of recruiting experience, preferably with major law firms, along with experience and interest in partner recruiting.
Significant experience with all aspects of senior executive or partner-level recruitment, including needs identification, search strategy, market mapping, direct sourcing, search firm management, candidate evaluation, business case development, offer support, transition planning, and onboarding.
Ability to develop deep industry-sector knowledge and connect firm strategy, client and market dynamics, competitive intelligence, and talent needs to practical recruiting plans.
Strategic thinking combined with operational rigor and the ability to translate broadly stated business objectives into clear priorities, executable plans, and measurable results.
Strong research, market intelligence, and analytical capabilities, including the ability to assess practice economics, interpret financial and pipeline data, identify trends, and develop well-supported recommendations.
Executive presence and credibility, with the ability to operate effectively in a partnership-driven, consensus-based environment and advise senior partners and firm leaders with confidence and discretion.
Exceptional written, verbal, and presentation skills, including the ability to synthesize complex information and create clear, concise, persuasive memos, business cases, reports, and market-facing materials.
Superior interpersonal and relationship-building skills and the ability to engage effectively, professionally, and confidently with candidates, partners, search firms, and colleagues at all levels of the firm.
Consultative, collaborative, and client service-oriented approach, with a commitment to delivering responsive, high-quality work and an exceptional stakeholder and candidate experience.
Excellent project management, organization, and attention to detail, with the ability to prioritize and advance multiple complex searches and initiatives in a fast-paced, evolving environment.
Proactive, resourceful, and self-directed, with sound judgment, critical thinking, creative problem-solving skills, and the ability to anticipate needs and operate effectively through ambiguity.
Demonstrated record of innovation and continuous improvement in recruiting practices, processes, technology, and analytics.
Demonstrated proficiency and comfort using AI-enabled tools as part of daily work to enhance productivity, efficiency, and quality. Expected to leverage AI to streamline workflows, support research and analysis, and improve written work and deliverables while applying appropriate judgment and adhering to firm policies and confidentiality requirements.
Unquestioned integrity and discretion in handling highly confidential and sensitive information.
Collaborative, team-oriented mindset and a commitment to accountability, inclusion, professional excellence, and the firm's values.

Responsibilities

Serve as the primary point of contact and trusted recruiting advisor for assigned industry sectors and related practices; develop a deep understanding of each sector's teams, leadership, internal talent pipeline, clients, growth priorities, competitive position, and candidate criteria.
Translate firm, industry, and practice growth objectives into global sector recruiting plans and targeted strategies for specific searches, with clear priorities, market positioning, timelines, and recommended sourcing approaches.
Own and drive the end-to-end lifecycle of assigned lateral partner searches, including search launch, market mapping, direct sourcing, search firm engagement, candidate assessment, interview coordination, feedback synthesis, business case development, committee materials, pre-hire diligence, offer support for transition planning, and onboarding.
Conduct market mapping of priority candidates at peer and aspirational firms and reverse searches based on current, target, and aspirational clients to build proactive, diverse pipelines for direct outreach.
Evaluate inbound and proactively sourced candidates against strategic, financial, cultural, and market criteria; identify strengths, risks, and gaps and provide clear, well-supported recommendations.
Develop high-quality financial and strategic business cases, including practice economics and analysis, and prepare persuasive presentations for Leadership Committees, as applicable.
Build strong, collaborative relationships with industry and practice leaders, practice management, client development, finance, conflicts, integration, and other cross-functional partners to advance searches efficiently and surface issues early.
Deliver a high-touch, responsive, and consistent candidate experience that reflects the firm's brand, culture, and commitment to excellence from initial contact through onboarding.
Develop and maintain productive relationships with legal search firms and talent networks; identify search firms with relevant sector and market expertise, communicate priorities clearly, and manage performance and candidate flow.
Produce timely, decision-useful reporting, including monthly industry pipeline reports, weekly search-specific candidate updates, market compensation data, trend reporting, and annual hiring analysis, including lost-offer insights.
Monitor competitive firms, partner movement, compensation, client developments, and broader market trends; translate intelligence into recruiting opportunities, risks, and recommended actions.
Create and maintain sophisticated industry and opportunity messaging, including sector decks, bespoke search materials, candidate presentations, and concise industry reference materials that clearly differentiate the firm in the market.
Maintain complete, accurate, and current information in recruiting systems, pipeline trackers, evaluation reports, and related data sources; ensure documentation supports transparency, continuity, and reliable analysis.
Identify and implement process, technology, analytics, and workflow improvements that enhance the quality, efficiency, consistency, and transparency of partner recruiting.
Apply sound judgment and common sense throughout the recruiting process, protect highly sensitive information, and ensure compliance with firm policies, confidentiality protocols, and applicable requirements.
Represent the firm effectively in the lateral partner market and contribute to a collaborative, one-firm culture that is collegial, accountable, inclusive, and committed to professional excellence.