Legal Recruiting Manager

The Manager, Legal Recruiting is responsible for managing the full cycle recruiting process for lateral partner, counsel, associate and/or entry-level candidates. This position works collaboratively with team members to ensure consistency across offices and delivers high-quality service. The Manager, Legal Recruiting uses judgement to assess candidate qualifications and makes recommendations in support of the Firm’s strategic recruiting goals.

A hybrid work schedule is available for this position. Reporting Relationships:

This position reports to the Senior Director, Legal Recruiting. This position directly supervises Legal Recruiting Assistants, Legal Recruiting Specialists and Legal Recruiting Coordinators. A career at Nixon Peabody is the opportunity to do work that matters. It’s the chance to use your knowledge to shape what’s ahead. To share, to innovate, to learn at a firm that taps the power of collective thinking. We’ve created a dynamic, energizing environment that promotes success for our clients and each other. We offer fast growth, connectedness and training in business as well as law. And our rigorous standards assure you are part of a diverse team of top talent at every turn. If you’re someone who’s looking toward the future, we’d love to hear from you. Location:

Albany, NY; Boston, MA; Buffalo, NY; Chicago, IL; Long Island, NY; Manchester, NY; New York City, NY; Providence, RI; Rochester, NY; Washington, DC Responsibilities: Work with legal recruiting team, Chief Talent Officer, the Senior Director, Legal Recruiting, and other firm leadership, to lead department initiatives and implement strategic recruiting goals. Manage proactive lateral searches, including but not limited to:

Use a variety of search methods (i.e. search firms, internal referrals, online research tools) and creatively source candidates to target for proactive outreach. Review resumes and conduct initial screenings with candidates or referral source and search firm to determine whether candidates meet the hiring criteria and should be advanced to firm leadership. Schedule interviews, collect feedback and manage travel arrangements. Serve as the main point of contact with candidates and referral source/search firm to lead them through recruiting process in a timely manner. Serve as contact for lateral candidates, monitor interview schedules and act as the firm ambassador. Manage offer approval process, work with firm leadership to determine offer terms, prepare offer materials and other related items. Manage complete due diligence process and background materials; follow up as appropriate on data collected. Manage conflicts clearance process by reviewing hiring questionnaire, submitting with conflicts team to run check, identifying and elevating potential issues, reporting results to sponsoring partners and candidates and managing any needed recommendations. Manage background check clearance by reviewing completed report, identifying, elevating and resolving potential issues, reporting results to necessary parties and managing any needed recommendations. Manage onboarding and integration processes for lateral partners, associates and/or entry-level candidates hired.

Manage search firm relationships and determine which best to utilize for recruiting efforts. Build and maintain those relationships to maximize firm position and negotiate agreement terms, as relevant. Train and supervise junior and new team members on processes and best practices. Update legal recruiting database and candidate files on a continuous basis. Ensure appropriate correspondence is produced and records are maintained. Manage monthly budget reports and maintain cost control measures. Stay abreast of changes in the industry and share competitive market intelligence such as hiring data and potential opportunities that could contribute to the firm’s growth. Perform other duties as assigned. To perform this job successfully, you must be able to perform each essential job responsibility listed above, satisfactorily, with or without reasonable accommodation. Nixon Peabody retains the right to change or assign other duties to this position. The requirements listed below are representative of the skills and abilities required. Job Requirements: 10-12 years of AmLaw legal recruiting experience Bachelor's degree preferred. Work experience in lieu of a degree will be considered. Experience with electronic applicant tracking systems, such as LawCruit and/or viRecruit preferred. Strong organizational and project management skills with ability to work in a fast-paced environment, managing multiple priorities and competing demands under tight deadlines. Excellent judgment, discretion and personal integrity. Excellent verbal, written, and interpersonal communication skills. Proficiency in Windows-based software applications including Microsoft Office Suite and document management systems. Client-driven team player with strong client service skills and attention to detail. Ability to work independently as well as part of a team interacting with all levels of firm personnel. Must demonstrate a high level of professionalism and the highest regard for confidentiality. Self-starter with ability to remain self-directed and self-motivated with minimal supervision strongly preferred. Must be extremely responsive to both internal and external clients. Demonstrated creativity, initiative, and enthusiasm. Ability to learn quickly and apply training to practical issues. Flexibility to work overtime as needed. In accordance with applicable Federal and State laws, the anticipated annual salary range for this position, depending on location, are as follows. Boston, MA and Washington, DC: $103,250.00 to $157,500.00 Chicago, IL: $98,950.00 to $150,950.00 New York, NY and Long Island, NY: $107,550.00 to $164,050.00 Providence, RI: $94,650.00 to $144,380.00 Rochester, NY, Buffalo, NY and Manchester, NH: $86,050.00 to $131,250.00 Albany, NY: $90,350.00 to $137,800.00 In addition to a standard benefits package, this role may be eligible for additional contingent compensation based on an array of factors, including but not limited to: work performance, geographic location, work experience, education, and qualifications. Because such contingent compensation is not yet calculable or may be zero ($0) in some circumstances, the above-listed salary range(s) are Nixon Peabody’s good faith estimate of the annual salar(ies) it reasonably expects to pay for the position at the time of this posting. Nixon Peabody LLP is an Equal Opportunity / Affirmative Action Employ

er: Disability / Female / Gender Identity / Minority / Sexual Orientation / Veteran. Pursuant to the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative, we will consider for employment qualified applicants with arrest and conviction records. To comply with Federal law, Nixon Peabody participates in E-Verify. All newly-hired employees are verified through this electronic system established by the Department of Homeland Security (DHS) and the Social Security Administration (SSA) to confirm their identity and employment eligibility. Please refer to the Notice of E-Verify Participation and the Right to Work posters on the Nixon Peabody Careers page for more information

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