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Manager of Lateral Recruiting

Manhattan, NY · On-site

$125K - $140K/yr

Shape a best-in-class lateral recruiting function that supports strategic growth across the firm. Lowenstein Sandler, a leading national law firm, is seeking a Manager of Lateral Recruiting to help ...

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$37K

$99.1K

$164K

How much do director of lateral recruiting jobs pay per year?

As of Sep 14, 2026, the average yearly pay for director of lateral recruiting in the United States is $99,093.00, according to ZipRecruiter salary data. Most workers in this role earn between $70,500.00 and $125,000.00 per year, depending on experience, location, and employer.

What does a director of lateral recruiting do?

A Director of Lateral Recruiting is responsible for overseeing the recruitment and integration of experienced professionals (often attorneys) from other organizations into their firm. This role involves developing strategies to attract top talent, managing the recruitment process, and ensuring a smooth transition for new hires. They work closely with firm leadership to identify hiring needs and maintain strong relationships within the industry. Additionally, they help create and implement policies to support diversity and inclusion in hiring practices.

What are the key skills and qualifications needed to thrive as a director of lateral recruiting?

To thrive as a Director of Lateral Recruiting, you need deep expertise in talent acquisition, strategic planning, and a thorough knowledge of the legal or professional services industry, often supported by a bachelor’s degree or higher. Familiarity with applicant tracking systems (ATS), recruitment analytics tools, and HR compliance platforms is typically required. Strong relationship-building, negotiation, and leadership skills set exceptional candidates apart in this role. These skills ensure successful attraction and onboarding of high-caliber lateral hires, aligning talent strategy with organizational goals.

How does the director of lateral recruiting typically collaborate with firm leadership and practice group heads to meet hiring needs?

The Director of Lateral Recruiting works closely with firm leadership and practice group heads to understand current and future talent needs, ensuring lateral hires align with strategic goals. This collaboration often involves regular meetings to discuss practice group growth, candidate profiles, and market trends. The Director also coordinates feedback from stakeholders during the interview and selection process, keeping communication transparent and efficient. Building strong relationships with leadership is essential for anticipating hiring needs and successfully integrating new lateral hires into the firm's culture.

What is the difference between Director Of Lateral Recruiting vs Talent Acquisition Manager?

AspectDirector Of Lateral RecruitingTalent Acquisition Manager
Primary FocusOversees lateral hiring strategies and senior-level recruitmentManages overall talent acquisition processes, including entry to mid-level hiring
ResponsibilitiesDevelops lateral hiring pipelines, builds relationships with external candidatesCoordinates recruitment campaigns, manages recruiting teams
CredentialsOften requires HR or recruiting certifications, experience in lateral hiringHR or recruiting background, certifications beneficial but less specialized
Work EnvironmentStrategic, senior-level focus within HR or recruiting departmentsOperational, team management within HR or recruiting teams

The main difference is that the Director Of Lateral Recruiting focuses on high-level lateral hiring strategies, often for senior roles, while the Talent Acquisition Manager handles broader recruitment processes across various levels. The director role is more strategic and specialized, whereas the manager role is more operational and team-oriented.

What states have the most Director Of Lateral Recruiting jobs?

States with the most job openings for Director Of Lateral Recruiting jobs include:

What are popular job titles related to Director Of Lateral Recruiting jobs?

For Director Of Lateral Recruiting jobs, the most frequently searched job titles are:

Infographic showing various Director Of Lateral Recruiting job openings in the United States as of September 2026, with employment types broken down into 1% Internship, 1% As Needed, 79% Full Time, 14% Part Time, and 5% Contract. Highlights an 88% Physical, 2% Hybrid, and 10% Remote job distribution, with an average salary of $99,093 per year, or $47.6 per hour.

MANAGER OF LATERAL RECRUITING

Charlotte, NC • On-site

Moore & Van Allen
Law Firms • 501 - 1,000 employees
Learn more about Moore & Van Allenexternal

Full-time

Posted 19 days ago

Job description

Moore & Van Allen PLLC, a dynamic and fast-growing full-service law firm of more than 400 attorneys and professionals, is seeking an experienced and strategic Manager of Lateral Recruiting to lead our lateral attorney and contract attorney recruiting efforts in our Charlotte, NC office. This highly visible role partners closely with firm leadership, practice group leaders, and hiring stakeholders to develop and execute recruiting strategies that align with the firm's growth objectives.

The Manager of Lateral Recruiting will oversee the full lifecycle of lateral attorney recruitment, drive process improvements, enhance the candidate experience, provide market intelligence, manage recruiting analytics and budget oversight, and supervise a Recruiting Coordinator. This individual will play a critical role in identifying and attracting top legal talent while ensuring an efficient, compliant, and highly professional hiring process.

What You’ll Do:

Strategic Planning & Process Management

  • Develop and implement strategic recruiting initiatives aligned with the firm's business and talent objectives.
  • Monitor legal hiring market trends and provide actionable insights to the Director of Legal Recruiting and Integration.
  • Evaluate and enhance recruiting processes to improve efficiency, effectiveness, and equity.
  • Oversee the firm's lateral attorney referral program, including policy management, promotion, reporting, and program analytics.

Stakeholder Collaboration & Communication

  • Serve as a trusted advisor to practice group leaders, hiring attorneys, and firm leadership throughout the lateral recruiting process.
  • Collaborate with practice leaders to develop recruiting strategies that address current and future talent needs.
  • Partner closely with the Onboarding & Integration Specialist to ensure a seamless candidate transition from offer acceptance through onboarding.
  • Work with Marketing and Communications teams to strengthen employer branding and create engaging recruitment materials.

Candidate Experience & Pipeline Development

  • Lead and manage a best-in-class candidate experience from initial outreach through start date.
  • Build and maintain strong relationships with legal search firms, recruiting agencies, and industry contacts.
  • Develop and distribute internal referral communications and talent pipeline updates.
  • Draft and prepare lateral attorney offer letters for review and approval.

Recruiting Analytics & Reporting

  • Produce recruiting reports, hiring dashboards, market intelligence summaries, and workforce planning insights.
  • Manage the annual lateral recruiting budget and ensure responsible allocation of resources.
  • Analyze recruiting metrics and hiring outcomes to identify trends and drive continuous improvement initiatives.

Supervision & Compliance

  • Supervise and mentor the Recruiting Coordinator.
  • Ensure recruiting practices comply with firm policies, employment laws, and industry standards.
  • Review background check escalations and recommend appropriate actions.
  • Approve recruiting-related expenses and monitor budget compliance.

What We’re Looking For:

Required

  • Bachelor's degree in Human Resources, Business Administration, or a related field.
  • Minimum of four years of legal recruiting or professional services recruiting experience.
  • Demonstrated experience managing full-cycle recruiting processes and stakeholder relationships.
  • Strong analytical, project management, and communication skills.
  • Ability to thrive in a fast-paced, deadline-driven environment while managing multiple priorities.

Preferred

  • Four or more years of lateral partner/member recruiting experience.
  • Juris Doctor (JD) degree.
  • Experience working within a law firm or professional services environment.
  • Knowledge of legal market trends and attorney talent acquisition strategies.

Physical Requirements:

  • The work is primarily sedentary.
  • It requires the ability to communicate effectively using speech, vision, and hearing.
  • The work requires the use of hands for simple grasping and fine manipulations.
  • The work at times requires bending, squatting, and reaching, with the ability to lift, carry, push, or pull light weights.

Why Join Us?

Join a collaborative and high-performing team where you'll have the opportunity to directly influence the firm's growth strategy through exceptional talent acquisition. You'll work alongside respected legal professionals while helping shape the future of our organization through innovative recruiting practices and meaningful talent partnerships.

The position may occasionally require more than the regular 40 hours per week to accomplish essential duties. Interested and qualified applicants should apply via our website at https://www.mvalaw.com/careers-working-at-mva. Equal Employment Opportunity Employer.

Applicant Disclosures

Family Medical Leave Act Employer: For more information, visit Employee Rights Under the Family and Medical Leave Act

Employee Polygraph Protection Act: For more information, visit Employee Polygraph Protection Act

Employee Rights Under the Fair Labor Standards Act: For more information, visit Employee Rights Under the Fair Labor Standards Act

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