Attorney Recruiting Manager

Company: Stinson LLP
Location: Dallas
Posted on: January 23, 2025

Job Description:

DescriptionSummary
The Attorney Recruiting Manager leads a wide range of attorney recruiting functions, including all aspects of partner and non-partner lateral attorney recruiting. This position reports to the Director of Attorney Recruiting.
Please submit your application by no later than 45 days following the posted date. Applications received after this date may not be considered.
Required Education & Experience

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• Bachelor's degree required.
  
• 3 or more years of experience in a professional service environment.
  
• Demonstrated technology skills including Word, Excel, Outlook, and PowerPoint.
  
• Strong organization and project management skills.
  
• Excellent writing, grammar, editing, and proofreading skills; ability to communicate effectively in both written and verbal formats.
  
• Prior supervisory experience required.
  
• Have the ability to be discreet, maintain confidential information, and use sound judgment.
  
  Preferred Education & Experience
  
  • 
    
  • J.D. preferred.
    
  • 3-5 years of recruiting or talent acquisition experience, preferably in corporate or law areas.
    
  • Recruiting/search firm experience a plus.
    
  • Experience supporting diversity, equity, and inclusion initiatives preferred.
    
  • Experience with viDesktop, UKG, LinkedIn Recruiter, or other recruiting software preferred.
    
    Essential Functions
    Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
    
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    • Attorney Recruitment and Onboarding (85%)
      
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      • Responsible for all aspects of legal recruiting in accordance with strategic growth plans for the Firm.
        
      • Identify new strategies for marketing and promoting the firm to prospective candidates and manage advertising of open positions.
        
      • Oversee and serve as primary contact for lateral placements through search firms and recruiters.
        
      • Manage candidate communications, office interviews, offers, and rejections, in collaboration with Director of Attorney Recruiting, attorneys and Recruiting Committees.
        
      • Organize onboarding tasks including conflicts review, bar review, bar exam and related issues, offer materials and advances.
        
      • Handle escalated recruiting inquiries and issues to ensure appropriate resolution.
        
        
        
      • Diversity, Equity, & Inclusion (DEI) (5%)
        
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        • Work with the Recruiting Committee Chairs, Director of Attorney Recruiting, and the Diversity, Equity, & Inclusion Team as needed to support firm DEI initiatives.
          
        • Track data and prepare reports related to firm DEI initiatives and reporting.
          
          
          
        • General and Administrative (10%)
          
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          • Develop budgets and monitor expenses for outreach and recruiting efforts.
            
          • Assist with summer associate hiring and summer associate programming as needed.
            
          • Produce monthly, year-end and ad hoc recruiting reports.
            
          • Direct information management including record keeping, statistics and reports.
            
          • Maintain membership in the National Association for Law Placement to remain current on the legal industry and recruitment.
            
          • Performs other duties as assigned.
            
            
            
            Competencies
            
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            • Strong verbal and written communication skills.
              
            • Self-motivated with excellent organizational skills and attention to detail.
              
            • Highly professional with a strong customer service orientation, commitment to meeting deadlines, and ability to multitask in a fast-paced and dynamic environment.
              
            • Strong professional, independent thinking skills with strength in problem solving and the ability to offer constructive opinions and creative solutions.
              
            • A team player who motivates and educates other team members.
              
            • Regular and predictable attendance is an essential function of the position.
              
              Supervisory Responsibility
              This position includes supervisory responsibilities.
              Travel
              Travel between offices, to local law schools, and in the local area as required.
              Work Environment & Physical Demands
              This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. While performing the responsibilities of the position, these work environment characteristics are representative of the environment the person in this position will encounter. While performing the duties of this job, the employee will work in a professional, fast paced office environment that may require additional hours to complete work.
              These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the position. If an employee is unable to perform the essential functions of the position, Stinson LLP will evaluate whether a reasonable accommodation can be made to enable the employee to perform the described essential functions of the position. Generally, due to the nature of this office position, while performing the responsibilities of the position, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel. The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. The employee must regularly lift and/or move up to 10 pounds, occasionally lift and/or move up to 25 pounds. Vision abilities required by the job include close vision.
              AAP/EEO Statement
              Stinson LLP is an equal opportunity employer. We encourage qualified minority, female, veteran, disabled and other diverse candidates to apply and be considered for open positions. We offer a competitive compensation and benefits package.
              Stinson LLP is a federal contractor. Information gathered through applicant Voluntary Self-Identification will be used periodically with various government agencies for statistical reporting and to measure the effectiveness of our Affirmative Action and EEO outreach efforts. All information is requested on a voluntary basis and will be kept confidential. We will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
              Applicants with a disability that are in need of an accommodation to complete the Stinson LLP application process should contact Human Resources at 316.268.7962 or email Talent@stinson.com.
              By submitting this application, you certify the information provided is true to the best of your knowledge and belief. You understand that being untruthful in response to any of the answers provided within this application or any of the attached documents may lead to your termination in the event you are employed. If employed, you will be required to provide documentation showing you are legally authorized to work in the United States. We conduct criminal background checks of all individuals offered employment.
              
              Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

Keywords: Stinson LLP, Keller , Attorney Recruiting Manager, Executive , Dallas, Texas