The Lateral Recruiting Specialist will provide strategic, administrative and project management support to the Senior Manager of Lateral Partner Recruitment in all aspects of the recruitment process of all lateral partners and senior counsel firmwide. Assist in implementing the firm's hiring, diversity, and retention goals.
PRIMARY JOB RESPONSIBILITIES:
Provide strategic support in the legal recruitment process of all lateral partners and senior counsel firmwide.
Ensure lateral hiring process is followed, and act as hub of information and communication regarding status of pending candidates.
Compile weekly status report for Management Committee and Practice Group Chairs.
Partner with Senior Manager of Lateral Partner Recruitment to develop, implement, and update effective hiring practices and procedures. Work together to develop hiring priorities with Practice Group Chairs and Office Managing Partners.
Communicate directly with headhunters regarding candidates, requests for additional information, scheduling and next steps. As directed by the Senior Manager of Lateral Partner Recruitment, decline candidates as appropriate.
Act as administrative firmwide representative to lateral candidates, internal partners and management, local office administration, headhunters, search firms, and other professional organizations.
Work with Practice Group Chairs to develop an appropriate list of interviewers for each candidate to facilitate broad-based perspectives on candidates.
Facilitate a high volume of interviews of varying levels, develop and send communication, seek feedback from partners, and function as the firmwide point of contact.
Provide an exceptional level of customer service to both internal and external “clients”, including lateral partner candidates and Perkins Coie partners and management.
Provide solutions to complex problems, often on very tight deadlines, to keep the process moving forward and running seamlessly.
Liaise with Professional Standards, conflicts attorneys, Benefits department, third-party background screening company, and Library Manager on critical process matters.
Advise local office and Headquarters staff as appropriate regarding pending lateral hires and their anticipated timing.
Manage legal search firm agreements, facilitate any contract negotiations, respond to both associate and partner search firm inquiries, assist other Lateral Partner Recruiting Managers with their candidate inquiries, and troubleshoot any careers portal questions.
Ensure accuracy of information in viRecruit, the Lateral Tracking Database, and the HR Affirmative Action log.
Work closely with the Senior Manager of Lateral Integration and the onboarding team during a hired candidate’s transition to the firm.
Provide department project management support, including the Lateral Partner review process, tracking regional lateral moves, creating confidential documents, and department process organization and improvement.
Review and approve all lateral hiring expenses, ensuring compliance with firm policy and lateral hiring procedures.
Maintain diverse candidate tracking and interview statistics.
SPECIFIC SKILLS REQUIRED:
Demonstrated leadership skills such as problem-solving, planning, decision-making, and listening necessary for effective management. Ability to establish effective working relationships throughout operational groups. Proven ability to work effectively and independently under time constraints; must be able to organize and implement detailed and complex projects; requires strong computer skills. Ability to express self effectively, both orally and in writing. Thorough knowledge of legal recruiting procedures.
EDUCATION AND EXPERIENCE:
Requires a BA degree in Human Resources, Business, Management, or related field and a minimum of 5 years of relevant experience. Law firm experience preferred.
PLEASE APPLY ONLINE:
This position can also be based out of WDC or CHI.
With more than 1,000 lawyers in 19 offices across the United States and Asia, Perkins Coie LLP represents great companies across a wide range of industries and stages of growth—from startups to FORTUNE 50 corporations.