Director, Firmwide Recruiting & Strategic Growth

Description

Position Summary 

The Director, Firmwide Recruiting & Strategic Growth (“Director”) provides strategic leadership and oversight for all attorney and business professional recruiting across the Firm. This position is responsible for designing and implementing forward-looking recruiting strategies aligned with Firmwide growth, including the strategic expansion of practices, offices, and capabilities, as well as talent development and DEIB objectives The Director develops talent pipelines, strengthens the Firm’s recruiting brand, and ensures recruiting efforts are competitive, inclusive, and responsive to evolving market trends. 

The Director leads the Recruiting team and will provide day-to-day leadership, coaching, and strategic direction to ensure high performance and cohesion across the group. An early priority will be to assess the structure and capabilities of the current team in light of the Firm’s significant growth over the past several years and to identify opportunities for scaling and innovation. The Director will evaluate staffing needs, workflow models, and operational infrastructure to ensure the recruiting function is equipped to support continued strategic growth, consistent with best practices in talent acquisition and in a manner that positions the Firm as a market-leading, innovative employer of choice. 

As innovation continues to redefine how legal services are delivered and supported, law firms must adopt forward-looking strategies that align recruiting efforts across all roles. The Director will play a critical role in helping the Firm develop a unified vision for recruiting attorneys and business professionals, ensuring consistency, agility, and excellence throughout the entire recruiting lifecycle. This position offers a unique opportunity to join a Talent team that is deeply committed to innovation and is actively shaping the future of recruiting within the Firm and across the legal industry. 

This role collaborates closely with the Director of Human Resources on workforce planning, onboarding, integration, and compliance, and with other Talent team leaders on new hire development and engagement. 

Essential Functions and Responsibilities 

I. Strategic Leadership & Growth Planning 

• Design and drive the Firm’s attorney and business professional recruiting strategy across all offices and levels, aligned with practice area and administrative needs. 
• Develop recruiting strategies that not only address immediate hiring needs but also support long-term retention, succession planning, business growth, and market positioning across attorney and business professional roles. 
• Establish and nurture relationships with potential lateral attorneys, teams, and strategic talent in partnership with Firm leadership. 
• Build long-term attorney and business professional talent pipelines, proactively seeking opportunities to attract individuals with skills and backgrounds aligned with future needs. 
• Analyze legal market trends, peer firm practices, and compensation data to anticipate hiring needs and keep the Firm competitive. 
• Advise on strategic growth initiatives and support hiring-related due diligence. 
• Collaborate with the Recruiting Committee on planning and structure, offering strategic insights and recommendations on recruiting policies and market positioning. 

II. Recruiting Brand, Marketing & Outreach Strategy 

• Oversee the development of the Firm’s recruiting brand and digital presence in collaboration with Marketing and DEIB. 
• Ensure recruiting brand efforts reflect the Firm’s positioning as a market-leading, innovative employer of choice, with consistent messaging across all platforms and candidate experiences. 
• Guide the creation of recruiting collateral, law school materials, and job postings to ensure alignment with the Firm’s reputation and values. 
• Set Firmwide strategy for job fairs, on-campus interviews, and recruiting event participation, evaluating return on investment and visibility opportunities. 
• Establish candidate engagement and pre-onboarding touchpoint strategies, executed by the Recruiting Team. 
• Maintain high-level relationships with law schools, search firms, and professional organizations to enhance outreach and visibility. 

III. Recruiting Operations & Execution Oversight 

• Provide oversight and direction for all recruiting efforts, including law school, lateral, strategic growth, and business professional hiring. 
• Supervise the Recruiting Team, which is responsible for execution, coordination, and hiring logistics. 
• Collaborate with the Senior Manager, Talent Operations & Innovation to drive innovation in recruiting systems, workflows, and reporting. 
• Set and monitor success metrics including time-to-hire, candidate engagement, pipeline strength, and the long-term performance and retention of new hires. 
• Conceptualize and oversee the development of dashboards to track key recruiting KPIs, and analyze data to identify trends, propose process improvements, conduct equity checks, and inform pipeline strategy. 

IV. Cross-Functional Collaboration 

This role is inherently cross-functional and requires strong collaboration with leaders across the Firm. The Director will work closely with Chiefs, senior administrative leaders, and attorney leadership to ensure that recruiting strategies are aligned with the Firm’s long-term growth and talent priorities. Building and maintaining trust across these relationships will be essential to effectively anticipate needs, communicate recommendations, and implement change. 

Key partnerships include: 

• Firmwide Managing Principal, Management Committee, Recruiting Committee Co-Chairs, and Office Managing Principals on firmwide and office-level hiring strategies, market positioning, and pipeline planning. 
• Chiefs and administrative counterparts on integration of recruiting strategy with Firm operations, infrastructure, growth strategy, and innovation initiatives. 
• Director of Human Resources on onboarding processes, policy compliance, and business professional transitions. 
• Director of Professional Development & Coaching to ensure smooth integration of new hires into development programs and progression pathways. 
• Senior Manager, Talent Operations & Innovation to implement improvements to recruiting technologies, workflows, and data reporting. 

V. Budget Management & Compliance 

• Develop and oversee the recruiting budget, ensuring alignment with strategic objectives. 
• Ensure compliance with equal employment opportunity (EEO) laws, ADA requirements, and Firm policies; delegate day-to-day tasks to the Recruiting Team. 

VI. Leadership & Team Development 

• Lead the Recruiting Team, including current staff and future roles, with responsibility for shaping the team’s structure and capacity to align with the Firm’s expanding recruiting priorities. 
• Foster a team culture that reflects the Firm’s commitment to being an innovative employer of choice, encouraging new ideas, experimentation, and a deep understanding of what attracts and retains top talent. 
• Champion a growth mindset and forward-looking approach to talent acquisition by fostering a culture of collaboration, innovation, and continuous improvement across the recruiting function. Leverage technology, market insights, and internal partnerships to advance strategic recruiting initiatives. 
• Provide professional development opportunities, coaching, and mentorship to support continuous growth and innovation. 

Requirements

• Bachelor’s  degree required; JD or advanced degree preferred.
• Minimum10 years of legal or professional services recruiting experience, including lateral and law school hiring.
• Proven  strategic leadership in talent acquisition, recruiting marketing, and team management.
• Ability  to collaborate effectively across teams and with Firm leadership.
• Proficiency in applicant tracking systems (LawCruit/Litera preferred) and recruiting data analysis.
• Demonstrated  ability to lead collaborative teams with a growth mindset, champion innovation in recruiting strategy, and effectively leverage technology and data to drive results.  
•  This position requires up to 10% travel, primarily to Firm offices and select external recruiting events.  

Additional Information  The above description reflects the general duties and responsibilities required for this role and is not intended to be an exhaustive list. Employees may be required to perform additional duties as assigned. In accordance with the laws of the jurisdictions in which this position may be filled, the base salary range for this position is $190,000 - $225,000 annually depending on qualifications and experience. 

 Benefits Summary 

Beveridge & Diamond, P.C. offers a comprehensive benefits package to support the health, financial security, and well-being of our employees. Benefits include: 

Health & Insurance Coverage:  Medical, prescription drug, and dental coverage; life and AD&D insurance; disability insurance; and voluntary coverage options such as supplemental life and AD&D insurance, vision coverage, identity protection, accident insurance, critical illness insurance, hospital indemnity insurance, and long-term care insurance. 

Retirement & Savings:  401(k) retirement savings plan; flexible spending accounts (health care and dependent care); a health savings account; and a Section 529 college savings plan. 

Additional Benefits:  Pre-tax transportation program; employee assistance program (EAP); and temporary back-up care for children, adults, and elders. 

Generous Paid Time Off:  We believe in the importance of work-life balance and time to recharge. Our paid leave benefits include a generous allotment of vacation days, paid sick leave, along with paid holidays. We also provide various types of leave to support life’s important moments, including parental leave, bereavement leave, and other leaves of absence in accordance with applicable laws and firm policies. 

Other Compensation:  In addition to base salary, employees may be eligible for other forms of compensation, such as overtime pay (if applicable), bonuses, and other performance-related incentives. 

Beveridge & Diamond, P.C. is an equal opportunity employer and all inquiries are kept strictly confidential