Attorney Recruiting Manager

General Purpose:

The Recruiting Manager leads strategic recruiting initiatives and program development to support the firm's growth objectives through lateral partner, attorney, paralegal, and select professional acquisition. This role is responsible for developing comprehensive recruiting strategies, conducting market analysis, and overseeing program leadership for lateral hiring and onboarding initiatives. The Recruiting Manager partners with firm leadership to position the firm competitively in the legal talent market while ensuring operational excellence in recruiting processes.

Essential Duties/Responsibilities:

Strategic Development

• Strategic Growth Leadership: Lead strategic development of firm growth and lateral partner recruiting strategies in partnership with the Strategic Growth Committee (SGC) and Practice Group Leaders (PGLs). Develop long-term recruiting roadmaps aligned with firm expansion goals and market opportunities.
• Market Analysis and Competitive Positioning: Conduct comprehensive market analysis to identify lateral hiring opportunities and competitive positioning strategies. Analyze competitor recruiting practices, compensation trends, and market dynamics to inform strategic decision-making for lateral hires.
• Strategic Planning and Execution: Design and implement multi-year recruiting strategies for lateral partners and senior associates. Collaborate with firm leadership to establish recruiting priorities, target markets, and resource allocation for optimal growth outcomes.

 Program Leadership

• Lateral Attorney Recruiting Program: Provide program leadership for lateral attorney recruiting and onboarding strategies across all practice areas and offices. Oversee the development and execution of comprehensive recruiting programs that attract top-tier legal talent.
• Onboarding Strategy Development: Lead the strategic development of onboarding programs for lateral attorneys, ensuring seamless integration and early success. Design comprehensive onboarding strategies that support retention and accelerate productivity.
• Cross-Functional Program Management: Direct cross-departmental collaboration with Human Resources, Financial Services, Information Technology, Ethics and Business Intake, Learning & Development, and other key stakeholders to ensure cohesive recruiting and onboarding experiences.

Leadership and Management

• Team Leadership: Provide strategic direction and leadership to the recruiting support staff. Establish performance standards, provide mentorship, and ensure operational excellence across all recruiting functions.
• Stakeholder Management: Serve as primary liaison with PGLs, hiring partners, and firm leadership on recruiting matters. Facilitate strategic recruiting meetings and provide regular updates on recruiting initiatives and market conditions.
• Process Innovation: Drive continuous improvement in recruiting processes and methodologies. Implement best practices, leverage technology solutions, and optimize workflows to enhance recruiting effectiveness and candidate experience.

Market Intelligence and Relationship Management

• Industry Relationships: Cultivate and maintain strategic relationships with search firms and industry contacts to enhance the firm's recruiting capabilities and market presence.
• Competitive Intelligence: Monitor and analyze legal market trends, competitor activities, and industry developments to inform recruiting strategies and maintain competitive advantage in talent acquisition.
• Brand Management: Collaborate with Marketing to develop and maintain the firm's employer brand and recruitment materials. Ensure consistent messaging and positioning across all recruiting touchpoints.

 Additional Strategic Responsibilities

• Metrics and Analytics: Establish key performance indicators for recruiting success and regularly analyze recruiting data to drive strategic improvements. Provide comprehensive reporting to firm leadership on recruiting outcomes and market trends.
• Special Projects: Lead special recruiting initiatives and projects as directed by firm leadership. Contribute to firm-wide strategic planning processes and growth initiatives.
• Perform additional duties and tasks assigned, demonstrating flexibility and a commitment to supporting the firm’s overall objectives.

Competencies:

• Communication – Understands the importance of and demonstrates verbal, written, and non-verbal communications.
• Customer/Client Experience – Creates a consistent and exceptional experience for others, whether directly to external clients/customers or indirectly through internal support, that elevates the overall perception of the firm.
• Strategic Thinking – Plans and makes decisions within the framework of the firm's strategic intent.
• Team Management & Results Orientation – Creates and maintains high functioning team(s).

Supervisory Duties:

1. Develop and nurture a working environment that prioritizes inclusivity and a client-centric approach. Recognize and reward strong performance, teamwork, professionalism, and responsiveness.  Instill confidence within the team and among the firm's professionals by celebrating hard work and success.  Set clear and achievable expectations for future success.
2. Effectively organize and oversee the scheduling, workload distribution, and productivity of the team to ensure efficient operations.
3. In collaboration with the department head and in accordance with company policy, make informed hiring and selection decisions to build a high-performing team.
4. Deliver timely and constructive performance feedback. Complete performance evaluations to help team members grow and improve.
5. Actively coach, develop, and train team members to ensure they meet and exceed departmental expectations and perform their duties effectively.
6. Review and approve timecards and vacation requests for direct reports, ensuring compliance with organizational policies and procedures.
7. Efficiently manage daily responsibilities in alignment with departmental goals and objectives.
8. With the assistance of HR and the department head, manage employee discipline and, when necessary, termination in accordance with company policy and legal guidelines.

Job Qualifications (Education, Experience and Certification):

1. Bachelor’s degree required or equivalent experience.
2. Five (5) years of attorney recruiting experience. Two (2) years of leadership experience preferred.
3. Vendor and search agency negotiation experience.
4. Preferred experience with viDesktop and FloRecruit.
5. Excellent interpersonal skills and attitude.
6. Independent thinker; ability to be flexible.
7. Ability to handle multiple projects in fast-paced environment.
8. Ability to adapt to changing circumstances and maintaining positive attitude.
9. Enjoys new challenges; ability to think constructively and creatively to adapt to unforeseen challenges.
10. Excellent oral and written communication skills.
11. Presentation and public speaking abilities.
12. Strong organizational skills and ability to work under pressure, and meet deadlines.
13. Strong work ethic and ability to maintain strict confidentiality.
14. Experience coordinating programs for multi-office locations.
15. Excellent computer and software skills in MS Word, Excel, Outlook required.
16. Ensure a high level of customer service, internal and external, throughout recruiting and hiring processes.

Physical Requirements:

While performing the duties of this position, the employee must have the ability to sit, stand and/or walk for extended periods of time; manipulate (lift, carry, move) weights of at least ten (10) pounds; have repetitive wrist/hand/finger movement to work on a computer and/or related office equipment; speak clearly and concisely so listeners can understand; and regularly understand the speech of another person.

The physical demands described here are representative of those that must be met by this position to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work Environment:

Professional office atmosphere.  Sedentary work that primarily involves sitting or standing for prolonged periods.  Position may require occasional off-hour meetings and events. 

The work environment characteristics described here are representative of those this position may encounter while performing the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Note:

This job description is intended to convey information essential to understanding the scope of the job and the general nature and level of work performed by job holders within this job.  However, this job description is not intended to be an exhaustive list of qualifications, skills, efforts, duties, responsibilities or working conditions associated with the position.

Schedule:

At this time this position allows for a hybrid schedule and in-office days are expected to be Mondays and Thursdays, with flexibility to switch days as needed with approval.  Additional days in-office may be required depending on business need and the demands of specific tasks.  The hybrid work structure may change at any time, including the number of in-office days requirement.

Compensation:

Holland & Hart offers of employment take into consideration a candidate’s education, training, and experience, as well as the position's work location, external market and internal value, including seniority and merit systems, and internal pay alignment when determining the salary level for potential new employees.  The Colorado salary range is $85,593.50 - $142,655.84 per year.  A discretionary bonus may be available based upon performance. 

Application Window:

The application window is anticipated to close on or after Monday, March 16, 2026.  Holland & Hart reserves the right to close the position prior to or after this date. 

Benefits:

Holland & Hart works hard to promote work/life balance with a 37.5-hour scheduled work week for most staff employees, a robust wellness program, and generous PTO and holiday pay for eligible employees.  Full-time employees become eligible for benefits on the date hire, with a benefits offering that includes medical, dental, vision, life, AD&D, EAP, STD, and LTD.  Also available are voluntary income protection benefits such as supplemental life, accident, critical illness, and hospital indemnity insurances, as well as a 401(k)-retirement plan with a company match.  In addition, the firm has programs that may provide for educational assistance, free or discounted legal services, and opportunities through the Holland & Hart Foundation, which is a non-profit organization dedicated to creating volunteer opportunities for lawyers, staff, families, and friends of Holland & Hart LLP.  Part-time employees may have access to some of these benefits, which may be on a pro-rated basis.