法律招聘专员
Legal Recruiter
你是否是能在快节奏环境中茁壮成长的法律招聘专家？能否在处理多个优先事项时依然游刃有余？能否说服持怀疑态度的候选人，赢得难以捉摸的招聘经理，并在午餐前转向下一个挑战？如果这听起来像你平常的一天，我们想和你聊聊。在Jimerson Birr，这家美国最知名且屡获殊荣的律师事务所，我们正在寻找一位法律招聘专家，他们不只是填补职位空缺，更是构建人才生态系统。这不是一个需要脚本的人的职位，而是一个以策略为核心的人的职位。在这个职位上，你将从零开始推动法律人才招聘，拥有广泛的自主权来制定策略并推动工作进展！
主要职责
主动招聘
• 制定招聘策略，始终保持7-12名合格的法律候选人处于人才库中。
• 你将负责与法学院、行业协会和专业网络建立联系，建立推荐关系，在职位空缺出现之前就保持顶尖人才的关注度。
• 跟踪人才库指标，并持续优化招聘渠道，以领先于事务所的增长。
资源预测
• 与管理层合作，与律师团队负责人和部门主管共同进行季度人员分析。
• 将这些信息转化为可执行的招聘路线图，并向关键利益相关者汇报；确保事务所人员配备领先于需求，而不是落后于需求。
职位启动
• 协调与招聘经理的启动会议，明确职位要求、候选人画像和入职时间表。
• 在可能的情况下，倡导内部解决方案；如晋升、交叉培训或横向调动，再考虑对外招聘。
职位发布与候选人挖掘
• 在多个平台创建和管理职位发布，确保一致的可见性和覆盖范围。
• 以直接接触为主，而非被动申请。
• 通过标准化的高质量评估流程筛选和推进候选人。
面试协调与招聘
• 安排并支持完整的面试流程，为招聘团队提供全面的候选人资料包。
• 高效推动决策，保持严格标准，快速完成整个流程：沟通录用细节，协调背景调查，并为候选人做好顺利入职的准备。
新员工融入
• 确保每位新员工都能顺利融入。
• 你将协助入职支持，安排关键介绍，并在新成员适应过程中提供持续指导。
查看英文原文
Are you a Legal recruiter that thrives in fast-moving environments? Do you juggle competing priorities without breaking a sweat? Can you charm a skeptical candidate, close a tough hiring manager, and pivot to your next challenge... all before lunch? If that sounds like a Tuesday, we want to talk. At Jimerson Birr, one of America's most recognized and award-winning law firms, we're looking for a Legal Recruiter who doesn't just fill seats, they build talent ecosystems. This isn't a role for someone who needs a script. It's a role for someone who is the strategy. In this role, you'll drive legal talent acquisition from the ground up, with wide latitude to shape strategy and make things happen!
Key Responsibilities
Proactive Recruitment
• Lead a recruiting strategy that keeps 7-12 qualified legal candidates in pipeline at all times.
• You'll own outreach to law schools, trade associations, and professional networks, building referral relationships and keeping top talent warm before a seat even opens.
• Track pipeline metrics and continuously refine your sourcing mix to stay ahead of the firm's growth.
Resource Forecasting
• Along with leadership, you will conduct quarterly staffing analyses in collaboration with attorney group leaders and department heads.
• Translate that intelligence into actionable recruiting roadmaps and present projections to key stakeholders; keeping the firm staffed ahead of need, not behind it.
Role Kickoffs
• Facilitate kickoff meetings with hiring managers to align on role requirements, candidate profiles, and placement timelines.
• Where possible, champion internal solutions; promotions, cross-training, or lateral moves, before going to market.
Job Advertising & Candidate Sourcing
• Create and manage job postings across multiple platforms, ensuring consistent visibility and reach.
• Lead with direct outreach over passive applications.
• Screen and advance candidates through a standardized, high-quality assessment process.
Interview Coordination & Hiring
• Schedule and support the full interview process, equipping hiring teams with comprehensive candidate packages.
• Drive decisions efficiently, maintain rigorous standards, and close the loop quickly: communicating offer details, coordinating background checks, and preparing candidates for a smooth start.
New Hire Assimilation
• Ensure every new hire lands well.
• You'll facilitate onboarding support, make key introductions, and provide ongoing guidance as new team members find their footing.
• Monitor early progress, gather feedback, and address friction points to ensure every new employee is set up for a strong start.
Recruiting Technology & Innovation
• Stay ahead of the curve on recruiting tools, platforms, and processes.
• Identify, recommend, and optimize technology that improves sourcing, candidate assessment, and engagement; making the entire recruiting operation faster, smarter, and more effective over time.
Skills, Knowledge and Expertise
What You’ll BringYou're energized by variety. Pressure sharpens you rather than slows you down. You're a natural communicator who can read a room, earn trust quickly, and bring people along with your vision.
You prefer to work with autonomy and hold yourself accountable. You don't need someone looking over your shoulder to get the job done!
You're also self-aware enough to know when to bring in expertise and confident enough to lead when it matters the most.
**Must have 2-3 years of Legal Recruiting Experience**
• 2–3 years of executive-level recruitment experience (required)
• 2–3 years of stakeholder management experience (required)
• Strong written and verbal communication skills
• A growth mindset and a competitive drive
• The ability to manage multiple priorities in a fast-paced environment
Benefits
Why Join UsAt Jimerson Birr, this is a role with real ownership and real impact. You'll drive the firm's attorney recruiting strategy with autonomy, backed by a leadership team invested in your success and ready to support your pipeline-building efforts. You'll work in an environment that values ownership, discipline, and results, where your placements are visible and recognized.
Originally posted on Himalayas