Director of Legal Recruiting

Husch Blackwell LLP is a full-service litigation and business law firm with multiple locations across the United States, serving clients with domestic and international operations.

At Husch Blackwell we believe that diverse, equitable and inclusive teams lead to better outcomes. Husch Blackwell is committed to retaining, recruiting, developing, and promoting talented lawyers and business professionals with diverse backgrounds and experiences. We foster an engaged, diverse, and inclusive team culture of accountability and purpose that makes our Firm and our communities better.

Our firm is committed to attracting and retaining professionals who value each other and the service we provide by embracing Teamwork, Collaboration, Client Service, and Innovation. If you are a motivated professional looking for a long-term fit where you can grow in a role, and will be valued and empowered, then we invite you to apply to our Director of Legal Recruiting position. This position may be filled remotely, or in any of our locations.

The Director of Legal Recruiting will manage all aspects of legal recruiting of all paralegal and attorney lateral candidates. This position will oversee the administration of the law school recruiting process and the summer associate program carried out firm wide. Essential functions include:

Strategic Leadership

• Work with the Managing Director of Growth and firm leadership to design and implement annual recruiting strategies to support the firm’s strategic growth objectives and culture.
• Partner with firm leadership to assess hiring priorities and talent needs.
• Analyze recruiting metrics and market data to inform strategic decisions and adjust hiring priorities. 
• Champion diversity, equity, and inclusion initiatives within recruiting strategies to strengthen the firm’s culture. 
• Evaluate competitive positioning in the legal talent market and recommend strategies to attract top-tier candidates. 
• Lead change management efforts related to recruiting process improvements and technology adoption.

Process Direction

• Oversee the full attorney hiring lifecycle, ensuring compliance with firm protocols and timelines. 
• Review and evaluate due diligence materials to support informed hiring decisions. 
• Coordinate with relevant internal departments to ensure proper candidate due diligence and seamless onboarding
• Serve as the primary point of contact for stakeholders throughout the hiring process, ensuring clear communication and alignment.
• Oversee the year-round summer associate recruiting cycle, including planning and execution of the summer program.
• Continuously review recruiting processes and workflows to identify opportunities for efficiencies. 

Team Management 

• Lead, mentor, train and manage a team of legal recruiting professionals to ensure the team's effectiveness in delivering quality results. 
• Foster an environment of teamwork, engagement, inclusivity and professional growth.

External Partnerships

• Cultivate and maintain strategic relationships with law schools, external recruiters, and other key industry partners to strengthen the firm’s talent pipeline. 
• Negotiate and manage agreements with search firms.

Market Trends

• Stay up to date with industry best practices, market data, and emerging trends to ensure the firm remains competitive and innovative in its attorney recruiting approach.

Recruiting Marketing & Communications

• Collaborate with Managing Director of Growth to create, maintain and disseminate high-quality marketing materials that effectively showcase the firm’s brand and value proposition. 
• Ensure all externally facing content—including the firm’s website, brochures, and digital assets—reflects a consistent, professional, and engaging brand image. 
• Regularly audit and refresh website and marketing materials to keep information accurate, visually appealing, and aligned with current branding standards.

Budget

• Lead the annual budget process for legal recruiting and be accountable for spending within approved budget allocations.

Data Management and Analytics

• Maintain accurate, organized, and up-to-date recruiting data across all systems.
• Develop clear reporting and analytics to track recruiting metrics and trends.
• In partnership with other internal stakeholders, develop and execute a comprehensive recruiting data analytics strategy to inform recruiting-related business decisions. Identify key recruiting metrics and performance indicators. Leverage technology to present information in a clear and compelling manner to support decision-making. 
• Regularly audit and update records to eliminate errors and improve decision-making. 
• Ensure all external reporting is completed in a timely and accurate manner (i.e., NALP form)

POSITION REQUIREMENTS

• 4‐year degree with major coursework in related field required
• 10 years’ progressive experience in attorney recruiting; significant experience leading firm‐wide initiatives within a law firm setting and experience with candidate sourcing and outreach. 
• Advanced knowledge of legal industry and legal recruiting best practices.
• Ability to work collaboratively and effectively with the Strategic Business Unit Leaders, Practice Specialty Center Leaders, Managing Director of Growth and other members of the Legal Recruiting Team, and all other administrative and lawyer leadership of the Firm.
• Excellent written and oral communication skills.
• Excellent organizational skills.
• Strong initiative and self-motivation.
• High degree of attention to detail.
• Ability to maintain confidentiality regarding candidates, Firm matters, and recruiting matters.
• Ability to work under pressure, to handle conflicting priorities, and to meet deadlines.
• Ability to represent the Firm in a favorable and businesslike manner.
• Ability to work effectively with a variety of professional personalities, both inside and outside the Firm.
• Demonstrated knowledge of Microsoft Word and Excel; knowledge of all MS Office products strongly preferred.
• Ability to work after hours, as needed.
• Ability to travel to other offices as needed.

The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of essential functions, responsibilities, or requirements. The Firm will provide reasonable accommodations as necessary to allow an individual with a disability to apply for and/or perform the essential functions of a position.  If you need assistance to accommodate a disability, please contact HR.

COMPENSATION AND BENEFITS

Employees are entitled to compensation commensurate with skill and experience. The exact compensation will vary based on skills, experience, location, and other factors permitted by law. The expected compensation ranges for this position in various states and jurisdictions are as follows:

• State of California: $175,000 - $357,000
• State of Colorado: $161,000 - $287,000
• State of Illinois: $158,000 - $307,000
• State of Massachusetts: $175,000 - $335,000
• State of Maryland: $170,000 - $257,000
• State of Minnesota: $175,000 - $290,000
• Jersey City, NJ: $190,000 - $345,000
• State of New York: $163,000 - $352,000
• State of Vermont: $173,000 - $332,000
• State of Washington: $170,000 - $322,000
• Washington, D.C.: $226,000 - $332,000

The above salaries do not include a discretionary bonus, however bonus opportunities are non-guaranteed, and are dependent upon individual and firm performance. Full-time employees receive benefits including: medical and dental coverage; life insurance; short-term and long-term disability insurance; pre-tax flexible spending account for certain medical and dependent care expenses; an employee assistance program; Paid Time Off; paid holidays; participation in a retirement plan program after meeting eligibility requirements; and more.

Please include a cover letter and resume when applying.

EOE/Minority/Female/Disabled/Vet. Principal Applicants Only.

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