The Senior Manager of Attorney Recruiting and Diversity is responsible for developing effective strategies and implementation for recruiting and diversity initiatives at the firm. This involves the oversight and management of the full cycle attorney recruiting process, including managing law school recruiting initiatives, summer associate programs, lateral recruiting initiatives, and all firm diversity efforts.
Manage recruiting staff, including training, performance feedback and counseling.
Oversee compilation and/or preparation of hiring statistics.
Manage offer and follow-up process and ensure that all appropriate correspondence is produced and that appropriate records are maintained.
Develop ideas for and manage the execution of collateral recruiting materials, including development and updating of print materials and content of the careers and diversity sections of the firm’s website.
Work with firm’s Diversity Committee to support diversity and inclusion initiatives for the firm.
Prepare and provide oversight and management for the recruiting budget.
Continuously evaluate and improve the utility and effectiveness of all recruiting activities.
Keep abreast of current recruiting practices and maintain membership with WALRAA and the National Association for Law Placement (NALP).
Serve as firm contact with outside organizations involved in the legal recruiting process, including other law firms, law schools and legal search consultants.
Manage and maintain the recruiting database.
Manage other projects as assigned.
Provide leadership for the complete lifecycle of the summer associate experience including strategy and implementation alongside Chair of the Recruiting Committee.
Maintain regular communication with all summer associates prior to arrival.
Oversee verbal and written contact on a regular basis with summer associates regarding arrival/departure dates, housing needs, assignment preferences, travel arrangements.
Provide maximum support to summer associates to ensure that their experience at the firm is of the highest quality.
Administers all aspects of the summer program including events and training opportunities.
Act as troubleshooter for any issue that summer associates may encounter.
Monitor summer associate work flow and manage the assignment process.
Supervise and assist in preparation of offer decision meeting held by Recruiting Committee.
On-Campus Interviewing Program
Work closely with the Recruiting Committee to schedule on-campus interviews and manage all callback interviews. Prepare data and analysis for Recruiting Committee and schedule meetings for fall recruiting decisions.
Supervise preparation of all materials for on-campus interviewers.
Serve as ambassador for relationships with law schools; interact with career services offices to facilitate the on-campus interviewing process; prepare necessary reservation forms; provide firm descriptive information.
Screen all unsolicited resumes for qualified candidates attending schools we do not visit.
Organize and attend all Recruiting Committee meetings/discussions/offer decisions for next summer program.
Act as liaison between the firm and candidates by personally meeting them to ensure personal contact with future summer associates.
Manage offer and follow-up process.
Work with Recruiting Chair, Lateral Hiring Partner, and practice group heads to develop and implement appropriate recruiting strategies and searches.
Establish and maintain relationships with legal search firms.
Actively research and source possible candidates for lateral openings.
Develop research strategies and other initiatives to support lateral partner hiring efforts.
Manage firm-wide communication of current lateral openings.
Write and appropriately advertise for attorney positions.
Solicit practice group interest, extend invitations to interview and maintain regular status report.
Oversee scheduling of preliminary and full-scale interviews.
Act as liaison to lateral candidates throughout the interviewing process.
Facilitate decision making process and follow-up, including offer letters and necessary reference checks.
Work with supervising attorneys as needed when contract attorneys are requested.
Screen and on-board appropriate candidates.
Review invoices with Practice Support and supervising attorneys before processing payment.
Establish and maintain relationships with contract attorney firms.
Diversity and Inclusion Initiatives
Lead the administrative support function for all diversity and inclusion activities at the firm.
Participate and develop agendas for all diversity committee meetings.
Provide support the Firm’s Affinity groups.
Develop responses to client and other external diversity surveys; work with Accounting and Finance and Marketing as needed for completion.
Serve as an ambassador to bar associations and other external groups with a diversity focus.
Coordinate efforts with NALP/Street Law to maximize the opportunities available through this partnership.
Proactively suggest ideas and initiatives to further the firm’s diversity and inclusion efforts.
MINIMUM QUALIFICATIONS REQUIRED:
Four year undergraduate degree required.
6+ years of legal recruiting experience.
Ability to supervise, coach, work with and build a team culture.
Ability to work both independently and maintain composure under pressure.
Efficient management of large workloads and stringent deadlines.
Strong work ethic and sense of integrity.
Ability to handle highly confidential information.
Excellent grasp and understanding of law firm talent management strategies.
Exemplary communication skills, both written and oral.
Founded in 1983, Wiley Rein is a dominant presence in the nation’s capital. With more than 250 lawyers, the firm has earned international prominence by representing clients in complex, high-stakes regulatory, litigation, and transactional matters. The firm has dramatically expanded and evolved since we first opened our doors more than 30 years ago. Many of the firm’s lawyers and public policy advi...sors have held high-level positions in the White House, on Capitol Hill, and in federal agencies, including the U.S. Department of Defense, the U.S. Patent and Trademark Office, and the U.S. Department of Justice. Many of our attorneys have active high-level security clearances that allow them to quickly “read in” to matters when there is a need to access classified materials. The Legal Times has noted that the firm “represents as perfect a merging of public policy and corporate America as exists in Washington.”
The firm operates at the intersection of politics, law, government, business, and technological innovation, representing a wide range of clients—from Fortune 500 corporations to trade associations to individuals—in virtually all industries. We have demonstrated success in areas that include energy, manufacturing, defense, aerospace, intelligence, information technology, professional services, telecommunications, health care, A&E, and construction. We believe delivering consistent and successful results is achieved through building true partnerships with our clients. We do this by understanding the industries and economic climate in which they operate and the current and potential legal issues that impact their business. Most importantly, because Wiley Rein remains a Washington, DC-based firm that largely operates out of a single office, we are able to control costs and billing rates in a manner that is nearly impossible in large, multi-office or multinational law firms.