Director of Legal Recruiting

At Gunderson Dettmer, you’ll find people passionate about making an impact while working alongside pioneering founders and innovators.

In addition to offering competitive salaries, we also offer an excellent benefits package, which includes comprehensive medical, dental and vision coverage; 401(k) Profit Sharing Plan; Flexible Spending Account, Paid Time Off and fertility and family building support.

Gunderson Dettmer has an opening for Director of Legal Recruiting to lead the development and execution of a comprehensive talent acquisition strategy, aligning recruitment efforts with the firm’s growth objectives and talent needs. This role requires a strategic thinker with a deep understanding of the legal industry and a proven track record in legal recruitment and retention. This role reports to the Chief People Officer, and is crucial for driving growth and upholding the firm’s reputation as a premier legal employer.

The Director of Legal Recruiting will direct lateral and entry-level legal recruiting; be a strategic advisor to firm leadership; develop strong relationships across all offices, practice groups and business professional teams; lead the legal recruiting team; invest in relationships with search firms and law school career services offices to drive the attorney hiring process and related initiatives; and collaborate with the firm’s attorneys and business professionals.

This position may be based in either Northern California (Redwood City and San Francisco offices), Boston or New York City. While the firm currently offers a hybrid work arrangement, this position requires in-person presence at various offices and off-site events as required by the recruiting cycle and the firm’s business needs.

Job Responsibilities

Recruitment

• In close collaboration with Practice Group Leaders and Hiring Partners, shape long-term recruiting strategies. Identify partner, counsel, associate and summer associate needs. Define and execute recruitment strategy and processes for meeting those needs.
• Facilitate strategic decision-making throughout the hiring process and implement scalable structures and processes for recruitment and retention.
• Develop a complete understanding of the firm’s practice areas to ensure alignment on hiring criteria, requisite specialized expertise, client needs and firm culture.
• Collaborate with Hiring Partners to develop office, practice group and law school committees and teams to ensure the successful implementation of the firm’s recruitment goals. Facilitate related meetings and provide meaningful support and resources.
• Establish effective relationships with third-party search firms, regularly communicating hiring priorities and strategy and developing brand ambassadors for the firm in the marketplace. Manage search firm agreements.
• Build and deepen relationships with law school career services professionals and law student groups. Oversee communications and engagement, manage outreach efforts and develop firm law school teams and ambassadors.
• In partnership with firm leadership, Hiring Partners and the Diversity & Inclusion Committee, execute and plan for the firm’s diversity fellowship program.
• Plan and direct the firm’s summer associate program, including onboarding, work assignment system, feedback, evaluations, social events and offer process. Manage and support an environment of inclusiveness and open feedback throughout summer program.
• Collaborate with the firm’s Attorney Development team to implement trainings and provide professional development resources.
• Be a champion of the firm, its practices and its summer associate program, encouraging involvement across the firm to create the best attorney and summer associate experience possible.
  
  

Strategic Leadership

• Establish trust-based advisor relationships with firm leadership. Become the face of the legal recruiting department and go-to resource to share expertise, judgment and guidance on firm recruiting strategies.
• Lead the legal recruiting team collectively and individually. Mentor and empower team members, support growth of skills and experience, provide clear direction and guidance, and be transparent with information and feedback. Foster a high-performance culture focused on client service, collaboration, innovation and exceptional work product.
• Manage and analyze firm-wide recruiting data. Prepare and deliver presentations to firm leadership on recruiting goals, successes, challenges, strategies and market trends. Propose hiring projections and recruitment program recommendations. Track market trends and propose policy modifications to ensure the firm remains a competitive leader in the legal market.
• Develop attorney interviewer trainings for all levels of legal recruitment and maintain library of recruitment resources on the firm’s intranet for self-service by attorneys and business professionals.
• Direct efforts to consistently improve the candidate experience, from initial engagement through onboarding, ensuring every touchpoint reflects the firm’s brand and fosters a positive experience. Work collaboratively with the Talent Management Team and Practice Group Leaders to facilitate a seamless and successful transition into the firm.
• Partner in the firm’s strategic efforts to recruit and retain diverse talent and to comply with all legal recruitment regulations and guidelines. Implement programs to enhance diverse candidate pipelines and foster an inclusive environment.
• Work with the Marketing Team to develop recruitment collateral for candidates, search firms and law student outreach efforts.
• Oversee the firm’s participation in legal industry surveys and related firm profiles. Enhance the firm’s reputation as an employer of choice by collaborating with industry associations, law schools and professional organizations to increase visibility and promote the firm. Represent the firm at various national and regional forums relating to hiring and recruitment.
• Prepare, manage and track recruitment related expenses to a detailed annual budget. Be accountable to firm management on managing department costs, programing and event expenditures, search firm costs and law school programs. Exercise exceptional strategic judgment and due diligence for all recruitment expenditures.
• Implement best practices in recruiting, interviewing, hiring and offer processes. Proactively recommend improvements to policies and processes.
• Strategize and work collaborative across all groups and departments within the firm.
  
  

Experience & Education Requirements

• Demonstrated leadership qualities, including excellent interpersonal and collaborative skills, strategic and innovative thinking, an ability to persuade and influence, and strong professional presence.
• Proven experience with the ability to retain, develop and motivate exceptional talent development professionals.
• Strong managerial skills, including the ability to exercise discretion and independent judgment with respect to matters of significance.
• Executive presence, tenacity, integrity, and professionalism that will engender confidence with firm leadership, attorneys and prospective candidates.
• Strong interpersonal skills, including the ability to work effectively in a collaborative consensus-driven organization and to create consensus-based support.
• Ability to work under pressure, prioritize competing demands, manage projects from inception to completion and meet various deadlines in a fast-paced environment.
• Superior written, organizational and communication skills.
• Ability to work across multiple offices, travel and work overtime, as needed.
• Strong computer skills and experience, including knowledge of Microsoft Suite (Word, Excel, PowerPoint and Outlook), Smartsheet and viRecruit.
• A Bachelor’s degree and at least 8 years of experience in legal recruiting in law firms managing attorney recruitment and effectively leading a team. Master's Degree or JD a plus.
  
  

STATUS

• Full-Time
• Exempt
  
  

The expected base salary range for this position is $215,000 to $275,000. The actual base salary offered may depend upon a variety of factors, including without limitation, the qualifications of the individual candidate, years of relevant experience, level of education attained, certifications or other professional licenses held, and if applicable, the location in which the applicant lives and/or from which they will be performing the job.

Gunderson Dettmer is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.