About Ropes & Gray:
Ropes & Gray is a preeminent, global law firm. The firm has been ranked in the top-three on The American Lawyer's prestigious A-List for seven years and is ranked #1 on Law.com International's A-List in the U.K.rankings that honor the Best of the Best firms.
The firm has approximately 2,500 lawyers and professionals serving clients in major centers of business, finance, technology, and government in Boston, Chicago, Dublin, Hong Kong, London, Los Angeles, New York, San Francisco, Seoul, Shanghai, Silicon Valley, Singapore, Tokyo and Washington, D.C.
The firm has consistently been recognized for its leading practices in many areas, includingasset management, private equity, M&A, finance, real estate, tax, antitrust, life sciences, health care, intellectual property, litigation & enforcement, privacy & cybersecurity, and business restructuring.
Ropes & Gray is an equal opportunity employer.
Overview:
Working under the direction of the Director of Lateral Associate Recruiting Manager, the Lateral Associate Recruiting Manager will be expected to develop, implement and manage effective strategies in support of Lateral Associate Recruiting across all U.S. offices. The Manager will ensure that all activities and goals associated with the Lateral Associate Recruiting function, for the U.S. offices, interconnect globally.
Essential duties will include: working with Practice Group Leaders (PGLs) and/or Specialty Group Leaders (SGLs) to develop a plan to satisfy their lateral associate hiring needs, actively source lateral associate candidates for open searches, review resumes and make recommendations for interviews based on candidate qualifications, interact with search firms and assist the Director of Lateral Associate Recruiting to manage those relationships, promote the Ropes & Gray brand, apply the hiring process to recruit and hire candidates to the firm and connect all administrative departments including Attorney Talent, Diversity, Equity and Inclusion and Professional Development to provide seamless onboarding and integration of lateral associates.
The Manager will ensure that the relevant recruiting data and metrics are accurate for each practice group, office and region. The Manager will also administer lateral-related projects to ensure a focus on diversity and assist the Director with specific time-bounded Legal Recruiting work such as creating recruiting materials, year-end reporting and overall process improvements.
Responsibilities:
- Lead the operations support of the strategic plan on lateral associate recruiting.
- Work in partnership with the Director of Lateral Associate Recruiting in different phases of lateral associate recruiting, including participating in meetings and calls regarding candidates and strategic search efforts, updating PGLs and/or SGLs and other applicable partners regarding candidate status, generating and ensuring accuracy and consistency for all lateral associate pipeline reports.
- Under the direction of the Director of Lateral Associate Recruiting, maintain existing relationships with legal search firms including serving as liaison to search firm personnel engaged to recruit for our open searches.
- Work with recruiting specialists and administrative assistants, across the U.S. offices, to ensure candidate entries in LawCruit are current and accurate.
- Work collaboratively with PGLs, Attorney Development Managers/Specialists (ADMs/ADMs) and other members of the Legal Recruiting department to ensure adequate resources are deployed to assist with the recruitment of lateral attorneys including but not limited to reviewing schedules, completed interviewing packages and approval of offer letters.
- Track the progress of lateral associate candidates through each phase of the recruitment, on-boarding and integration process.
- Work in partnership with the Director of Lateral Associate Recruiting to facilitate the decision making process and follow-up meetings, including reviewing and instructing recruiting specialists to circulate interview packages and supporting materials to the PGLs and/or SGLs for their employment decision.
- Work with the Director of Lateral Associate Recruiting to serve as liaison to lateral candidates throughout the entire interviewing and onboarding process including answering questions candidates may have regarding their offers.
- Analyze results of internal and external background check and conflict check research including sending required disclosure forms to CICC. Use sound judgement in reviewing background checks to determine whether or not they are aligned to firm standards. Work with the Director of Lateral Associate Recruiting and the AGC on any background related concerns.
- Collaborate with applicable business support leaders to ensure effective on-boarding and integration of lateral associate hires. Coordinate with ADMs and Attorney Development Assistants (ADAs) to ensure that all necessary steps have been completed before the start of a new lateral associate.
- Ensure consistent tracking of the status of all lateral associate candidates to ensure ready access to information and data.
- Work with the Director of Lateral Associate Recruiting to gather and analyze market intelligence, and identify recruiting trends and other information regarding the status of the job market for lateral associates.
- Work with the Director of Lateral Associate Recruiting to achieve diversity hiring goals, including sourcing, proactively recruiting and maintaining accurate data on diverse lateral associate candidates.
Additional duties as assigned by the Director of Lateral Associate Recruiting.
ESSENTIAL CAPABILITIES
- Flexible in responding quickly and positively to shifting demands and opportunities.
- Driven to think strategically.
- Able to interact effectively with all levels of firm personnel.
- Team-orientation and natural ability to share information, goals, opportunities, successes and failures with the appropriate parties.
- Strong sense of judgment to recognize confidential information and to maintain strictly the confidentiality of such information.
- Attention to details and ability to take direction, follow up and follow through on tasks related to lateral associate recruiting.
- Able to multi-task, manage, and prioritize projects effectively.
- Able to work independently, under the direction of others, and as a part of a team.
- Able to work in a multi-office environment.
- Able to work effectively in a culturally and educationally diverse environment.
- Proactive learner with flexibility in adapting to new systems and processes.
Able to perform under stressful conditions in a thoughtful and professional manner.
Qualifications:
- Minimum of a Bachelor's degree
- Minimum of 5 years of lateral associate recruiting experience, preferably in a law firm or professional services firm.
- Advance in the use of computer programs including Microsoft Office (Outlook, Word, Excel, PowerPoint) and database programs (e.g., LawCruit).
- Excellent oral, written and interpersonal skills.
- Work experience in a law firm, legal recruiting department or career services office required.
- Analytics and reporting experience is a plus.
Comprehensive and Total Rewards Package:
Ropes & Gray is proud to offer a comprehensive Total Rewards package to our business support team members. The firm also offers comprehensive health and well-being benefits, personal and professional development, career growth opportunities and a collegial and supportive culture. The anticipated pay range for this role is Boston/DC: $117,000 - $175,000, NY: $122,500 - $184,000 which represents our good faith and reasonable estimate of the starting salary range at the time of posting. In addition, this role is eligible for a discretionary bonus based on performance. The actual offered rate for this position will be determined based on job-related, non-discriminatory factors, including qualifications and experience, geographic location, education, external market data and consideration of internal equity.
Working Conditions:
This position requires hybrid on-site presence as an essential function of the role. Consistent and predictable on-site presence is required for ongoing business continuity, professional development and effective collaboration with colleagues and management.