The Senior Lateral Partner Recruiting Manager (“Manager”) plays a critical strategic role in the lateral partner growth for the NY and Boston offices. Guided by the firm’s goals, growth objectives and strategic plans, the Manager orchestrates the full process of lateral partner recruiting, hiring and onboarding.
Essential Duties & Responsibilities:
Develop and maintain strong relationships with legal search firms; review and negotiate fee proposals and service agreements, and engage recruiters in the identification, evaluation, and acquisition of lateral partner candidates.
Review and vet potential partner candidates with the Director of Lateral Partner Recruiting and Business Unit leaders.
In preparation for candidate interviews, prepare and circulate bios and business case materials. Collate interviewer feedback and other supporting documents, and prepare offer letters. With discretion and sensitivity, maintain clear and effective communication, keeping all stakeholders informed throughout the process.
Responsible for seamless lateral partner onboarding including, but not limited to, initiating new hire processes, scheduling transition meetings and new partner orientation, and liaising with other departments.
Monitor current market trends. Implement new methodologies, programs, and practices that support the firm’s hiring objectives and are consistent with firm culture.
Actively serve as a champion and key external representative for the firm; participate in recruiting and legal networking opportunities, including speaking and authoring articles for industry events and publications.
Participate in building and fostering a culture that is team and one-firm-oriented, collegial, and committed to professional excellence.
Assist with other projects and initiatives as identified by the Director and/or Legal Recruitment Managers.
Additional Duties & Responsibilities:
As needed and required.
Knowledge, Skills & Competencies:
Extensive experience with all aspects of the senior executive (partner-equivalent) recruitment process, including identification of needs, strategy development, management of search firms, candidate evaluation and assessment, offer negotiation, and onboarding.
An unquestioned work ethic.
Record of success in leading innovation and continuous improvement in practices and processes.
Demonstrated strategic leadership experience within a growing, client-focused environment and proven ability to develop comprehensive short-term and long-term operational plans from broadly stated business objectives.
Superior presentation, writing, and verbal communication skills.
A consultative, collaborative, and client service-oriented approach.
Highly motivated; a self-starter who is able to juggle multiple projects.
Impeccable attention to detail.
Excels and thrives in a fast-paced environment.
Strong organizational skills.
Diligent and proactive.
Strong sense of integrity, commitment, passion and sense of humor.
Superior interpersonal, relationship-building and communication skills, and the ability to interface effectively, professionally, courteously and confidently with candidates, partners, headhunters and all levels of firm personnel and staff.
Sound judgment and creative problem-solving skills; logical and critical thinker.
Ability to respect, protect and maintain highly confidential and sensitive information
Goodwin Procter LLP is an equal opportunity employer. This means that Goodwin Procter LLP considers applicants for employment, and makes employment decisions without unlawful regard to sex, race, color, religion, citizenship, national origin, ancestry, sexual orientation, age, marital or domestic partner/civil union status, military service, or veteran status, physical and mental disability, and any other characteristic covered by applicable federal, state or local nondiscrimination laws.
Minimum of 5-10 years of professional recruiting management experience, preferably with major law firms, with at least 3 years dedicated to partner recruiting.
Working Conditions/Physical Requirements:
Physical requirements: Must be able to sit for prolonged periods of time, ability to operate a keyboard, mouse and other office equipment.
Travel: Willingness to travel as needed; approximately 10-15%.
Schedule: Standard office hours.
Environment: Office setting.
About Goodwin Procter
Our mission is to help our clients achieve success by developing and delivering innovative solutions to complex legal problems.
We are a hard-driving, entrepreneurial and dynamic group, working tenaciously for clients whose problems and challenges we treat as our own.
Goodwin Procter is sustained by an entrepreneurial and meritocratic culture and is driven by a commitment to excellence, innovation and client service.