Partner Recruiting Manager

We are always seeking talented, motivated, growth-minded, and creative individuals. Our firm is committed to providing employee support and advancement, while embracing inclusion and innovation as keys to a stronger future.

We invite you to explore the position below and to submit your application to join our team!

The Partner Recruiting Manager will work with the partner recruiting team to further develop and manage the lateral partner hiring process for the Firm including identifying, assessing and recruiting lateral partners for the Firm. This is a firmwide position with preferred residence in Atlanta, Boston, Chicago, Charlotte, Philadelphia, Richmond, Washington, DC or Texas offices.

• Collaborate with the Strategic Growth Committee, Department Chairs, Practice Group Leaders, Industry Group Leaders and Office Managing Partners to develop the Firm’s partner recruiting strategy in alignment with the Firm’s growth objectives.
• Serve as primary point of contact for candidates and search firms throughout the lateral hiring process and guide them through the recruiting and onboarding process.
• Work with the Firm’s competitive intelligence team to conduct market research and obtain competitive intelligence to proactively build candidate pipeline in support of lateral hiring priorities and strategic growth plan.
• Develop and maintain search firm relationships to keep the Firm, and our growth priorities, top-of-mind with leading search firms.
• Track and maintain accurate recruiting data and metrics, prepare reports and analysis as needed for internal and external purposes.
• Consult with internal branding and marketing professionals to create effective marketing materials to support the Firm's lateral partner recruiting objectives.
• Collaborate with the legal talent team and other firm administrative departments to ensure streamlined processes for lateral partner recruiting.
• Coordinate with the lateral attorney recruiting team to collaborate on all of the above where appropriate.
• Manage candidate meetings and travel.

• Collaborative and results-oriented, with excellent interpersonal, written and oral communication, organizational and analytical skills.
• Highly responsive with a strong sense of time management and attention to detail to manage multiple projects concurrently and meet aggressive deadlines efficiently and effectively.
• Ability to build relationships quickly and collaborate with attorneys and staff at all levels.
• A self-starter with the ability to exercise independent judgment and demonstrate flexibility to navigate the unplanned and unexpected, and exhibit a highly professional demeanor.
• Ability to comfortably and competently handle sensitive and confidential information.
• Ability to accommodate a flexible work schedule, including periodic travel as needed.
• Strong management, presentation, facilitation, research, problem-solving, and critical thinking skills.
• Strong computer skills including proficiency in Word, Excel, and PowerPoint; working knowledge of recruiting databases and web technology would be beneficial; familiarity with vi Recruit or similar recruiting systems strongly preferred.

• Bachelor’s degree.
• Minimum of five (5) years of recruiting experience in a large law firm, preferably with multi-office experience supporting lateral partner hiring.

The Firm will comply with any applicable city or state workplace mandates in effect in regards to Covid-19.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

By applying for this position, you agree and understand that Troutman Pepper Locke will process your Personal Information pursuant to the terms of our Worker and Applicant Global Privacy Notice. If you have questions about our data handling practices, or you are a resident of California, the United Kingdom, or the European Union and wish to exercise your privacy rights, please contact us at

Troutman Pepper Locke adheres to a policy of equal opportunity and will make all employment decisions, which include hiring, promotion, transfer, demotion, evaluation, compensation and separation, without regard to race, color, religion, sex, age, sexual orientation, gender identity or expression, national origin, pregnancy, citizenship, disability, genetic information, marital or armed forces status and any other classification as protected by law.

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