Law School Recruiting Coordinator Position at MoFo San Francisco

Here is the description from the website:

Under general supervision, is responsible for providing coordination support to the law school recruiting function. Guided by department objectives and priorities, coordinates ongoing law school recruiting, including recruiting processes and on boarding. Coordinates various facets of the Summer Associate Program.

Essential Functions

Client Service
1. Consistently promote and model the Firm’s Client Service Principles in teamwork, work product, and personal interaction.
2. Ensure exemplary client service to all internal and external clients; proactively promote client service throughout department and among teams; respond to peer requests with recognition that request serves a client or Firm need.

General Recruiting and Hiring
1. Works under the direction of Law School Recruiter and with other members of the Attorney Recruiting team to implement diversity plans for attorney recruiting that support the Firm’s objectives.
2. Applying detailed knowledge, may review and screen resumes and applications; check references of select applicants; distribute paperwork of qualified applicants to appropriate parties; maintain applicant files.
3. Contributes to the building of strong relationships with prospective hires to ensure substantive, ongoing contact with the Firm, and to promote desired acceptance rates.  Under department guidance, provides ongoing applicant communications, guidance, informational and policy assistance, etc.
4. In collaboration with the Law School Recruiter, develops relationships with internal and external clients including attorneys, staff, school Career Services Counselors, outside agencies, other recruiters, etc.
5. Responsible for the coordination of all relevant PeopleSoft notices and other documentation for new hires; proactively ensure that all necessary departments and parties are informed/notified to facilitate new hires arrival and orientation.
6. Substantively participate in firmwide recruiting meetings and committees.
7. Act as ambassador for the Firm in all aspects of attorney recruiting, presenting a consistently professional and positive demeanor.

Summer Associate Program
1. Guided by the Law School Recruiter, department and Firm objectives coordinates and provides support in all aspects of the Summer Associate Program; orientation and training, scheduling, quality and quantity of all summer associate assignments; assists with the coordination of  the mid-summer and final performance review process.
2. Participates in the planning for the Summer Associate Program; coordinate meetings, assist in the development of the meeting agendas, may help execute the communication plans, may under general supervision draft communications, etc.
3. Work closely with the Law School Recruiter, Office Hiring Partner and Practice Group Recruiting Partners in the selection of associate summer liaisons; proactively provides recruiting administrative support to liaisons with appropriate information, training, strategic planning support, etc.
4. Work closely with Law School Recruiter, Hiring Partners, Summer Chairs, Summer Associate Hiring Committee and Director of Attorney Recruiting to execute the administrative functions of the Summer Associate offer process.
5. In collaboration with the Law School Recruiter, coordinates Summer Associate Program events, with availability to attend all planned events.

Fall On Campus Interviewing (OCI) Program
1. Applies developed planning and coordination skills to execute the administrative functions of the Fall On Campus Interviewing Program for the office including: resume routing; assists in the scheduling of call back interviews and gather feedback; assists in the coordination of follow up on offers and helps track the fall cultivation plan; in close collaboration with the Law School Recruiter assists in the tracking of the office recruiting funnel and acceptance rates.
2. Under the general direction of the Law School Recruiter and firmwide management, assists in the coordination of the Fall On Campus Interviewing Program for designated schools including: distribute resumes to appropriate parties upon receipt from schools; draft first version of on campus interviewers; prepare interview packets and schedules for on campus interviewers; organize call back meetings for on campus interviewers and provide the related interview paperwork.
3. Work closely with the Law School Recruiter to encourage attorney participation in the Fall On Campus Interviewing Program.
4. Responsible for providing coordination, planning assistance and in-person support to various receptions and/or dinners at various schools and as part of On Campus Recruiting.
5. Under the guidance of the Law School Recruiter, is responsible for the initial preparation of offer letters; track and compile statistics of interviews, offers made, rejections, offers declined and all other fall recruiting records.
6. In collaboration with the Law School Recruiter, may prepare and participate in OCI Interviewer Training Programs; serve as resource to On Campus Interviewers through established and developed knowledge of recruiting processes.
7. May represent the firm at various law schools at the request of firmwide management. May be asked in assist and/or lead on-campus briefing, debriefing sessions and completion of all summer associate offers.

Data Technology, Tracking and Reporting
1. Responsible for the upkeep and accuracy of all applicant records in PeopleSoft. Responsible for data entry and processing of response letters.
2. Assists in tracking and compiling statistics of attorney new hire data; generate reports upon request; track law school recruiting expenses and may assist in the preparation of the annual recruiting budget.
3. In collaboration with the Law School Recruiter, assists in the tracking of the Summer Associate Program, OCI Season and general recruiting budget; track costs; maintain appropriate cost controls to ensure budget is met and budget is appropriately allocated.
4. Responsible for the coordination and daily management of Time Trade at the local office level.

Professional Development
1. Remain current in industry trends in attorney recruiting and the legal profession.
2. Ensure expertise in relevant technology; proactively use most current technology to further teamwork, client service, and efficiency.
3. Ensure client service and performance consistently meet Career and Compensation Management Program (“CCMP”) expectations for Matrix Level 4.
4. Regularly review position against Matrix expectations and develop goals to further increase position value.

Safeguard and keep confidential any information, observations, or viewpoints regarding Firm and client business matters.

Safety Practices
Adhere to the Firm’s General Safety Practices and any unique safety practices for department and building.

Other duties as assigned.


Education and Experience
1. Bachelor’s degree plus 1-2 years of recruiting experience or equivalent combination of relevant education and experience.

Teamwork and Applied Skills
1. High client service ethic and a proven record in delivering exemplary client satisfaction to external and internal client constituencies.
2. Excellent writing skills; ability to present complex ideas succinctly and clearly.
3. Strong interactive skills and the ability to succeed in a teamwork environment.
4. Strong sense of accountability, taking ownership over projects and responsibilities and resolving issues proactively.
5. Ability to prepare accurate, highly detailed work product.
6. Ability to assess information, anticipate issues and outcomes, and make effective decisions.
7. Ability to organize time, prioritize workload effectively, and work independently.
8. High comfort level with sometimes stressful client requirements.
9. Skill to assess issues and needs and to provide responsive solutions.

Round-Up: Am Law 100 Job Listings

For my observations on this list and hiring at Am Law 100 firms, please refer to this post:  Firms Take Recruiting In-House and Other Am Law Job Observations.

Key: New jobs highlighted in green. If a firm removed any job(s), the firm’s name is highlighted in red.

— read. like. support. —


Round Up: Am Law 100 Job Listings, Backstory and Future

I’m glad so many people like the Am Law jobs round-up. I figured I owed you a long-overdue explanation about the column – why I decided to create it and where it is moving. So, stick with me and you’ll find the latest round-up at the end of the post.1

Long, long ago, when I was a job seeker, I longed for a service that compiled all the job postings in one place. Why did I have to visit Martindale, Lawjobs, Monster, Emplawyernet, PSLawNet, Craigslist, Vault, and firm websites to find jobs? No wonder they recommend to take your job search as seriously as a full-time job.

Recruiting firms have it a little easier if they subscribed to any of the products offered by Leopard Solutions, which are nothing short of amazing. (May I add that Laura Leopard is a genius?) For example, Leopard Jobs compiles a database of open jobs at over 460 firms and 80 Fortune 500 companies daily. No, wait, twice per day. Plus, they’re easily searchable by geography or practice area. Couple that with the Leopard Lists, which publishes information on every firm’s attorneys (e.g., name, e-mail, graduation year, law school, undergrad, practice area, specialty, & clients) and, you’ve got a winning solution to match openings with viable candidates.

The only problem? Well, the Leopard List is pretty pricey. To have access to the job listings in the North East only, it costs $1,250/year. For recruiting firms who compete on inside hiring knowledge, the product’s well worth the price.

But what about the everyday consumer? The qualified candidate who wants to apply on their own without a recruiter?2 Or, what about the recruiters who can’t afford the Leopard List?

With the utmost respect for Leopard Solutions, I figured I could come up with a reasonably priced alternative that would cater to the general public. And that was the beginning of the Am Law Job Listings column.

Since November, I’ve published this column for free. Those who subscribe to my newsletter gain access to the column a few days before I post it for everyone else. However, the plan is to move this column over to a members-only section of my site, as I mentioned yesterday.

Anyone who subscribes to my newsletter already and/or who subscribes to my newsletter before I implement the members-only section will have free access to the site forever. Otherwise, the cost to subscribe will be $8.00/month. My goal is to use the money that I earn from the subscriptions to update the listings more often – either by myself or hiring someone to help. (I also take donations or gifts!)

I hope you agree that this is a useful service and its just one of the many perks to which members will have access.

Now, back to the present. Here is the latest round-up of Am Law 100 job listings. I’ve switched to publishing with Zoho Reports rather than Google Documents.3 I think it’s easier for searching and sorting but let me know if you have any feedback.

1 Yes, this is the same round-up that was password protected when published last week. This was a way to show my appreciation for subscribing. Unfortunately, this past time, a few of the subscribers had trouble accessing the password-protected post. I had already started to think that I may need to change how I distribute the listings and this incident sort of sped up the process.

2 Note: If a job seeker signs up to search the Leopard List job board or to receive e-mail job alerts, they see mostly jobs posted by recruiting companies. They do not have access to the database of jobs posted by those 460+ firms and 80+ Fortune 500 companies.

3 Ironically, I saw how nicely professionally Law Shucks tracks layoffs and I got inspired. Hat tip to them!

[Jobs] Round-Up of Am Law 100 Lateral Positions

Since the last round-up, there are 29 new jobs posted! These include a few coveted “alternative” arrangements such as an hourly position at Hunton & Williams in Austin and a practice support attorney opening at Reed Smith’s offices in Pittsburgh.

My guess for 2010? You’ll see a lot more of these positions. They are smart for firms, smart for clients, and smart for employees.

Note: To keep track of the changes, I’ve highlighted the new positions in green (money, baby, money!). If a firm removed one (1) position or more, I’ve highlighted the name of the firm in red.

Still looking for feedback. Also, still considering whether to make these updates solely available for newsletter subscribers (hey, it’s a lot of work! plus, my newsletters are fun and informative!). Thoughts in the comments, please!

If you’d like to sort by city or practice area, you may view it as a Google document. Under view, change the preference to list view.

This series features job posts from around the web.

RecruiterEsq posts directly to the link where the job was found. In addition, RecruiterEsq posts pertinent information here for readers to assess interest.

Please do not apply to jobs directly through RecruiterEsq.

Please e-mail if you would like to post a relevant job in the legal industry and/or would like a job that is posted here to be removed. Thank you.


[Jobs] Round-up of AMLAW Lateral Positions

Folks, this is something special that I’ve been working on for the past week.