Sign In
 [New User? Sign Up]
Mobile Version

Managing Director, Legal Recruiting and Professional Development

Allen Matkins Leck Gamble Mallory & Natsis LLP

Job Type:
Job Status:
Full Time
  • Legal
  • Employment/Recruitment
  • Training/Development
Allen Matkins Leck Gamble Mallory & Natsis LLP
  • Save Ad
  • Email Friend
  • Print

Job Details

Allen Matkins has begun a search for a Managing Director, Legal Recruiting and Professional Development. This is an exempt salary senior management position reporting directly to the firm's Chief Operating Officer. This is a position with Firm wide responsibility thus regular travel to our 5 offices in California is required.  The position can be resident in any of our 5 offices.

Allen Matkins is a premier California law firm, with more than 200 attorneys and legal professionals practicing in four major metropolitan areas of California: Los Angeles, Orange County, San Francisco and San Diego. We pride ourselves on our team, our focus on creating a well-run business and our exceptional relationships with clients.  We are incredibly proud of what we’ve built, and look forward to welcoming new people who are similarly passionate and excited about what they do. 

Our Core Values are expressed as follows:  Ethics, Commitment to Quality Work, Commitment to our Clients, Teamwork, Respect, People, Balance, Successful and Profitable Business Enterprise.


About the Position

The Managing Director is responsible for delivering all facets of recruiting success throughout the organization and is intended to be a strategic advisor to the Management Committee and other Firm Leadership.  Success will be achieved through the development of local and national recruiting plans with a deep understanding of the market for talent and of the competition we face, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas, while building trust and effective relationships with the Management Committee, Practice Leadership, Office Leadership, Diversity Committee, Partners and Associates.  The individual must have a strong knowledge and capability for business case development and assessment.  The individual must also have extensive knowledge of the recruiting landscape, including good relationships with national recruiters and recruiters in many of the major markets throughout the United States.  In many instances, this position will be the first person potential candidates will encounter, thus, excellent communication skills and relatability will be key to ensuring the Firm is marketed most effectively to candidates.  The position will play a critically central and accountable role in ensuring we are hiring and retaining the best possible talent.

Responsibilities of the position:

Lateral Attorney Recruiting

• Align attorney recruiting strategies with the Firm's strategic plan and work collaboratively with Leadership to set overall talent acquisition objectives.

• Innovate and manage lateral recruiting, including developing and applying the criteria used for selecting candidates, outreach to candidates, initial practice need and business case assessment of candidates, and an annual analysis of all the predictors of success.

• Direct the hiring process, onboarding, and orientation and integration process for new attorneys.  Periodically evaluate all aspects of the lateral process from initiation to recruitment to integration for improvement and efficiencies.

• Develop consistency in communications to candidates.

• In all lateral recruiting endeavors, work closely with the Diversity Committee to ensure fidelity of the Firm's recruiting efforts to the Firm's commitment to diversity.

Law School Recruiting

Ensure a top notch summer associate program, including orientation and training program for all new Summer Associates.  Oversee all aspects of summer associate program, including implementation of law firm training, coordination of firm-wide and local summer activities (and oversight of all budgets related thereto), establishment of uniform review process and completion of exit interviews of all summer associates.

• Develop Campus Relations teams to oversee relationships with career services offices, leverage alumni attorneys and strategies for same, and oversee firm sponsorships of student groups.

• Develop and implement recruiting policies, procedures and initiatives, including updating the Firm’s academic guidelines.

• Oversee on campus recruiting including training interviewers before on campus interviews, managing on campus interviewing season, updating and overseeing hospitality suites and creative giveaways, managing callback decisions, receptions,  post-offer events and follow up.  Develop consistency in communications to candidates.

• Plan Law School events, offeree events, and other key recruiting events.

• Create unique marketing materials, regularly upgrade career pages on the Firm’s website, and work relentlessly to elevate the Allen Matkins brand.

• Oversee external reports including NALP Directory, Vault Reports, American Lawyer Surveys, and others.

• Prepare and analyze reports and projections regarding law school recruiting success and other pertinent issues/matters for committee review.

• In all the Firm's law school recruiting efforts, work closely with the Diversity Committee to ensure fidelity of the Firm's recruiting efforts to the Firm's commitment to diversity.

Professional Development Program

• Direct all aspects of the training and orientation of new associates and lateral lawyers. Develop on-boarding plan for all new hires and laterals.

• Counsel lawyers and paralegals on job and career matters. Assist associates in working with their Departmental Leaders to create individual career development plans.

• Work with Human Resources, Department and Office Leaders and Firm management in giving appropriate input for evaluations of individuals.

• Direct all aspects of the Firm's professional development for all legal personnel, including non-partner retreats.

• Conduct formal exit interviews with exiting associates as needed and report results and recommend changes where appropriate.

• Oversee and manage the budget for continuing legal education and professional development.

• Work with the Mentoring Committee and Associates Committee to develop annual goals and plans, monitoring the programs.

• Work with the Diversity Committee to develop annual goals and plans.


About the Process

The Firm desires to fill the position promptly and, therefore, an expedited search process is anticipated. This process will include a review of résumé qualifications, an interview with the Firm's Chief Operating Officer, a series of telephone and personal interviews with the Firm, as well as a comprehensive résumé verification, including background and reference checks.

Allen Matkins is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, national or ethnic origin, ancestry, citizenship, age, marital status, medical condition, physical or mental disability, veteran status, all other characteristics prohibited by law, or gender identity and/or expression.


The successful candidate will have a bachelor's degree in an appropriate area and six to ten years of progressively responsible legal recruiting, business management, leadership, and professional development experience. A J.D. or J.D./MBA is preferred.

The successful candidate should possess strong interpersonal and leadership skills including the ability to effectively collaborate and communicate with individuals at all levels of the organization in stressful situations. Through demonstrated experience, the candidate should appreciate the level of urgency required in a law firm environment.

The candidate should have excellent organizational and project management skills with the ability to handle multiple priorities simultaneously. In dealing with their staff, the successful candidate should display strong leadership and team building skills. The individual should have the resourcefulness to analyze problems or needs, evaluate alternatives, and propose and implement solutions. The individual selected should be a good businessperson with the ability to communicate complex business issues to members of the partnership and relate them to consequences and results.  The individual must have a strong capability to market and position the Firm in an advantageous way in the marketplace for talent.

Powered ByLogo

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy and stability of its content for a particular purpose. Disclaimer