Manager of Non-Partner Lateral

Manages the firm's lateral non-partner attorney hiring process, search firm relationships, offer negotiation, and coordination of due diligence and onboarding. Works closely with Section Chairs, Department Administrative Partners (DAPs), and Hiring Partners to identify and fulfill lateral hiring needs firmwide.

Essential Duties Lateral Program Work with Section Chairs, DAPs, and Hiring Partners to identify and define lateral hiring needs.

Circulate search checklists and opening announcements to appropriate stakeholders.

Manage relationships with preferred recruiters; communicate firmwide hiring needs and facilitate high-level recruiter/partner conversations.

Work closely with Research Recruiting Coordinator to identify and source candidates.

Address visa issues in coordination with Immigration Counsel.

Handle HR and compensation questions and strategy for lateral candidates.

Manage fee agreement issues and negotiate terms with search firms.

Send evaluation emails to interviewers and recommend next steps to decision-makers.

Negotiate offer terms and compensation packages with Hiring Partners for lateral candidates.

Draft and send offer letters and offer emails to candidates and search firms.

Introduce new lateral attorneys to the Manager of Attorney Integration.

Oversee lateral hiring budget and maintain comprehensive hiring statistics.

Work with firm management on lateral process and strategy changes.

Attorney Integration Program Coordinate with Attorney Integration team on lateral new hire onboarding.

Ensure smooth handoff of new lateral attorneys to integration and Professional Development teams.

Firmwide Programming Collaborate with entry-level team on shared processes and firm strategy.

Participate in city group activities and industry events.

Contribute to quarterly board reports and firmwide hiring statistics.

Other Duties Stay current on lateral market trends, compensation benchmarks, and competitor activity.

Represent the firm at lateral recruiting events and industry conferences.

Perform additional duties as assigned by the Director of Attorney Recruiting.

Reporting Relationship

Reports to:

Senior Manager of Lateral Recruiting Subordinate Staff:
Lateral Recruiting Coordinators, Lateral Recruiting Assistants Qualifications Knowledge Thorough  knowledge of lateral legal recruiting.

Understanding of law firm compensation structures, partnership tracks, and practice group economics.

Knowledge of conflicts clearance processes, background screening, and immigration/visa requirements.

Proficiency with applicant tracking systems (vi Recruit), HRIS (Workday), and recruiting platforms

Skills

Core Competencies (Manager Level):

Organization & Planning:
Oversees lateral attorney hiring and onboarding processes; develops search firm relationships; manages due diligence and conflicts processes; develops and tracks lateral hiring budgets; keeps abreast of lateral market trends and compensation data.

Communication:
Explains information clearly and directs team toward outcomes; provides feedback on candidate fit; engages with search firms to build candidate pipelines; presents lateral hiring metrics and reports to leadership.

Relationship Building:
Builds relationships with Section Chairs, DAPs, and Hiring Partners; manages search firm relationships; mentors and develops lateral team members; collaborates with Attorney Integration and HR.Professionalism:
Sets and models confidentiality and conduct standards; maintains composure managing sensitive compensation and personnel matters; delivers difficult messages with empathy regarding candidate decisions; fosters an inclusive hiring culture.

Education Bachelor's degree required.

Minimum 4-5 years of legal recruiting experience, with lateral hiring focus preferred.

Physical Demands Primarily sedentary work performed in an office environment.

Occasional travel to firm offices or recruiting events.

Ability to work extended hours as lateral searches require.

Working Conditions Professional office environment with hybrid/remote flexibility as applicable.

Fast-paced work with unpredictable timing driven by lateral candidate availability and partner decision-making.

Regular interaction with attorneys, firm leadership, search firms, and candidates.

Handling of highly confidential compensation, personnel, and strategic information.

At Haynes and Boone, our people are the driving force behind our success. Because we value the role every individual plays in how we deliver exceptional legal services, we hire people who will…