Under the direction of the Sr. Director of Strategic Growth, and in close collaboration with the Practice Group Chairs, the Sr. Lateral Partner Acquisition Manager is responsible for recruiting lateral partners primarily into the Bay Area and other California offices consistent with our lateral hiring strategy and growth targets. This position will work with the Lateral Partner Acquisition Specialists, Manager of Growth & Competition Analytics and other sources of information to conduct market research and obtain competitive market intelligence. This position will develop deep relationships with head hunters, counterparts in other firms and industries, trade groups and others, frequently communicating hiring priorities to identify desirable candidates. This position will collaborate broadly internally and externally to develop successful tactics for making the initial contact with potential candidates and determining the appropriate approach for successful recruitment. This position will collaborate closely with office leadership to ensure that the growth strategy is effectively implemented and remains in alignment with the practice group objectives.
This position is available in the following markets: - San Francisco, CA - Palo Alto, CA - Los Angeles, CA - San Diego, CA
Develops and maintains relationships with search firms and industry organizations. Regularly communicate hiring priorities and strategy, and help “sell” them on the firm, articulating the value proposition for various key hires.
Meet with practice group leaders and their designees to understand and identify the lateral needs; assist in the development of strategic initiatives to grow the firm through lateral partner hiring.
Establish a trusted advisor relationship with practice group and office leadership.
Under limited supervision, works with the Sr. Director to review initial candidate submissions and assists with drill downs on pertinent information with search firms to ensure candidate profiles align with strategic growth priorities.
Develop written descriptions and criteria for specific lateral searches when specialized expertise is targeted, to facilitate candidate submissions that best fit the defined need.
Oversee and facilitate interviews with lateral partner candidates and hiring committees. Work with Lateral Partner team members to review LPQs, business plans, evaluations, etc. to identify areas that require further diligence. Follows up with candidates directly as necessary.
Develop an interview team and optimal pairings for joint interviews based on each unique candidate. Develop partner interviewer trainings and best practices.
Oversees the lateral vetting process to ensure it is running efficiently and the appropriate data is being captured.
Works directly with the conflicts attorneys and lateral candidates to identify potential conflicts and evaluate financials and client portability.
Monitors conflicts and research team actions to ensure appropriate due diligence is being conducted on each candidate at the appropriate time.
Facilitate decision-making throughout the hiring process and ensure that we maintain momentum.
Coordinate with the Sr. Manager of Growth & Competition Analytics to evaluate and present data regarding potential merger/acquisition targets for the firm.
Create informative brochures for various practice groups and offices to be used in marketing/recruiting efforts.
Collaborate with the Chief Diversity Officer to increase the pipeline of diverse lateral partner candidates; utilize the “resume books” of diverse candidates or other resources that may become available and facilitate direct outreach when appropriate. Consult with recent non-diverse lateral hires to seek referrals for diverse candidates. Consistently implement the “Perkins Rule” for all hiring processes.
Work with the Lateral Partner Integration Team to ensure each incoming lateral hire smoothly transitions into the firm.
Responsible for the development and evolution of lateral partner acquisition/benchmarking reporting.
Assists with special projects, as needed.
Travel: This position may require some travel.
Required Skills: Excellent oral and written communications skills, including the ability to "cold call" partners, excellent customer service skills, excellent research skills, knowledge of the legal profession and law firm structures. Ability to work with Excel and Outlook. Ability to organize and manage multiple processes and tasks with competing priorities; ability to multi-task with continued attention to detail; ability to drive processes and tasks to completion and to meet deadlines. Ability to work well under pressure. Strong problem-solving skills. The ability to develop effective working relationships with all levels of firm personnel and outside industry professionals. Proven ability to exercise discretion with confidential communications.
Education & Experience: Requires bachelor's degree or equivalent and a minimum of five years of experience in attorney recruiting, attorney professional development, or relevant field, including working collaboratively in a multi-office law firm. Experience overseeing attorney recruiting programs, lateral partner or associate recruiting, and new attorney pre-arrival and integration activities required. Experience developing policies related to above areas of responsibility. Law Degree (J.D.) or MBA preferred but not required. Experience recruiting for multiple and different legal markets and specializations is helpful. Experience in a search firm is beneficial. Sales or cold-calling experience highly desired.
Internal Number: R0001661
About Perkins Coie LLP
With over 1100 attorneys in 19 offices, Perkins Coie offers a dynamic, collaborative work environment where all employees contribute in a meaningful way by adding value and providing superior service to our clients. We are a leading international law firm and have a company culture that is based on collaboration, diversity, devotion to serving our clients and mutual respect. The Firm has received numerous awards and recognition for its commitment to diversity, including being named as one of Fortune’s 100 Best Workplaces for Women, one of the Best Firms for Minority Attorneys by Law360, one of the Best Law Firms for Diversity by Vault, top rating in the Corporate Equality Index by the Human Rights Campaign Foundation, in addition to being named among the “100 Best Companies to Work For” for 16 consecutive years by Fortune Magazine.
After being hired, you will be integrated into our One Firm culture through our new hire and mentorship programs with ongoing opportunities for professional development. Apply to join the Perkins Coie team!