Website Coblentz Patch Duffy & Bass LLP
Reporting and Supervisory Relationships
The Manager of Legal Recruitment reports to the Firm’s Director of Legal Talent and works closely with the Practice Group Leaders (PGLs), Managing Partners and COO on lateral recruiting initiatives.
The Manager of Legal Recruitment is responsible for the recruiting, onboarding and integration functions associated with new attorneys joining the Firm. Manages the Professional Development and Recruitment Coordinator. The role involves an ongoing assessment of the recruitment functions, ensuring best practices are in place and being executed. The Manager also supports the Director of Legal Talent and the Firm’s Diversity & Inclusion (D&I) initiatives. The role requires a strong communicator who will be an outstanding presence for Coblentz internally and externally.
Lateral Hiring. Initiates lateral hiring searches for associates, counsel and lateral partner placements, acting as the day-to-day contact with search firms and candidates; builds and maintains ongoing relationships with search firms. Screens resumes and corresponds with attorney applicants, extending invitations to interview and overseeing interview schedules. Manages communications and represents the Firm with all attorney applicants and new hires, promoting the Firm in a professional and positive manner. At a high level, reviews lateral candidate submissions.
Community Outreach. In coordination with the Director of Legal Talent, the Manager develops strategies for in-house, legal community and law school outreach to students and attorneys of diverse backgrounds. Engages with diversity focused organizations outside the Firm such as diversity job fairs, nurtures on-campus connections to advance our hiring goals and serves as a champion for our D&I initiatives and programs.
Summer Associate Program. Oversees our modest summer program and engages with law school contacts to post summer associate positions, screen and select candidates, and manage the onboarding, program development, and overall administration of the program.
Data Management and Reporting. Ensures creation and maintenance of recruiting data, tracking progress against Firm objectives. Tracks internal compensation changes, associate progression in the Firm’s lockstep system, seniority and potential progression of Associates and Special Counsel for Partnership consideration. Tracks hours for purposes of calculating annual hours-based bonuses. Translates all data into insights for review with the Director of Legal Talent and Firm management.
Manage Recruitment Lifecycle. Posts, sources and screens candidates for hire based on practice group and Firm-wide directives. Develops and maintains the recruiting section of the Firm’s website, including descriptions of the recruiting program, contact information and job postings. Develops and maintains up-to-date recruitment materials, including offer packages and collateral materials for outreach to search firms and other interested parties.
Due Diligence. Manages the due diligence process for attorneys receiving offers of employment, including conflicts review, reference and background checks.
Onboarding. Oversees new attorney, lateral attorney and summer associate arrivals and orientation. In conjunction with the Human Resources department and IT Trainer, takes steps to ensure that every attorney has a smooth transition to the Firm, learns about the Firm’s history and culture, knows how to access Firm policies and procedures, and has the support needed for successful integration to the Firm.
Financial Management. Prepares budget recommendations for the Director of Legal Talent, including expenses for attorney recruiting, moving, licensing, bar association membership, search fees, summer program expenses and charitable giving to law school organizations. Manages attorney memberships in the State Bar of California, BASF, ABA and other state and local bar associations. Monitors expenditure and discusses budget variances with the Director of Legal Talent.
Other. Develops effective relationships within the Firm, with legal recruiters and in professional legal recruiting associations (such as NALP) to positively impact the recruiting process and hiring.
• To perform this job successfully, the candidate must be able to perform each essential duty with energy and enthusiasm.
• Excellent writing skills and effective communications are vital.
• We seek a strong team player who is ready, willing and able to share fresh ideas and perspectives.
• A positive attitude and a desire to be a critical outward “face of the firm” are essential.
• The requirements listed below are representative of the education, experience, skills and abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education: A BS/BA degree or equivalent is required. A JD or Master’s degree is preferred.
Experience: Four to six years of increasingly responsible recruitment in the legal industry. Experience in management of legal recruitment is required. Supervisory experience is also required.
Expertise: The requirements listed below are representative of the knowledge, skills, and abilities required to perform this job successfully.
• Demonstrated understanding of attorney recruitment processes and current trends;
• Demonstrated understanding of diversity and inclusion systems in the legal field and current trends;
• Demonstrated management ability;
• A proactive approach and the ability to work “hands-on” as required;
• Excellent communication skills, both written and oral;
• Demonstrated ability to conduct presentations and trainings;
• Strong supervisory and teambuilding skills;
• Planning and organization skills, including the ability to manage a number of projects concurrently;
• Sound business judgment;
• Strong decision-making and problem-solving expertise;
• Strong knowledge of accounting and budgeting principles and ability to perform financial analyses;
• Strong working knowledge of computer software such as Word, Excel, and PowerPoint. Ability to become adept at using performance management software.
Level: This position exercises a high degree of discretion and independent judgment.
Working Conditions: Normal office environment and, as needed, the ability to work from home.
Physical Requirements: The physical demands described here are representative of the requirements that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee will be required to move through the work area, spend long periods of time at a desk, talk, listen, use a personal computer and telephone, read and understand documents containing text and/or numbers, and lift and/or move up to 10 pounds.
Job descriptions do not limit the tasks that an employee may reasonably be requested to perform. Substantive changes in job descriptions may be necessary as the needs of the Firm change over time. Any substantive changes to this job description will be approved by the Chief Operating Officer. This job description in no way alters the Firm’s at-will employment policy.