Lateral Partner Counsel Attorney Jobs (NOW HIRING)

WilmerHale is a leading, full-service international law firm with 1,000 lawyers located throughout 12 offices in the United States and Europe. Our lawyers work at the intersection of government, technology and business, and we remain committed to our guiding principles of providing quality, excellent legal and client services; developing diversity among our lawyers and staff and cultivating an environment that promotes an ambitious spirit, collaboration and collegiality by drawing on the extraordinary talents and dynamic experience of our lawyers. Our goal is to reflect the diversity of our clients and the communities in which we practice.

About the Role

The Manager, Lateral Partner Recruitment, is responsible for partnering with the Director of Lateral Partner Recruitment to drive the firm's strategic growth through the identification, recruitment, hiring, and integration of lateral partners and partner-level groups. Working closely with the Director, firm leadership, practice group leaders, finance, conflicts, business development, and external search consultants, this position manages all aspects of the lateral partner recruitment lifecycle and serves as a trusted advisor on partner hiring initiatives.

What You Will Be Doing

• Partners with Director, practice group leaders and firm management to identify strategic hiring opportunities. Coordinates targeted partner outreach initiatives.
• Manages relationships with preferred legal search firms. Engages with search firms to coordinate candidate submissions, interview scheduling, and feedback loops.
• Manages communication among candidates, recruiters, and firm leadership. Ensures recruiting processes are executed with a high level of professionalism and confidentiality.
• Coordinates and owns the scheduling of candidate interviews, across multiple practice groups and offices, often involving complex, multi-party calendars.
• Maintains awareness of partner movement trends and legal market developments. Manages a robust pipeline of qualified candidates using market intelligence, legal directories, alumni networks, and firm relationships.
• Tracks scheduling and pipeline metrics (e.g., time-to-schedule, interview volume) and report status to the Director. Tracks and analyzes lateral market trends, competitor moves, and practice group growth opportunities.
• Manages the end-to-end lateral partner recruitment process, ensuring a smooth, high-touch candidate experience.
• Assists in preparing materials for Partner Admissions/Management Committee presentations.
• Maintains accurate records in the firm's recruiting CRM/database; produces regular pipeline and metrics reports for firm leadership.
• Supports budget tracking related to search firm fees and recruiting expenses.
• Assists the Director with basic research on prospective candidates, practice groups, and market trends.

WilmerHale is a leading, full-service international law firm with 1,000 lawyers located throughout 12 offices in the United States and Europe. Our lawyers work at the intersection of government, technology and business, and we remain committed to our guiding principles of providing quality, excellent legal and client services; developing diversity among our lawyers and staff and cultivating an environment that promotes an ambitious spirit, collaboration and collegiality by drawing on the extraordinary talents and dynamic experience of our lawyers. Our goal is to reflect the diversity of our clients and the communities in which we practice.

About the Role

The Manager, Lateral Partner Recruitment, is responsible for partnering with the Director of Lateral Partner Recruitment to drive the firm's strategic growth through the identification, recruitment, hiring, and integration of lateral partners and partner-level groups. Working closely with the Director, firm leadership, practice group leaders, finance, conflicts, business development, and external search consultants, this position manages all aspects of the lateral partner recruitment lifecycle and serves as a trusted advisor on partner hiring initiatives.

What You Will Be Doing

• Partners with Director, practice group leaders and firm management to identify strategic hiring opportunities. Coordinates targeted partner outreach initiatives.
• Manages relationships with preferred legal search firms. Engages with search firms to coordinate candidate submissions, interview scheduling, and feedback loops.
• Manages communication among candidates, recruiters, and firm leadership. Ensures recruiting processes are executed with a high level of professionalism and confidentiality.
• Coordinates and owns the scheduling of candidate interviews, across multiple practice groups and offices, often involving complex, multi-party calendars.
• Maintains awareness of partner movement trends and legal market developments. Manages a robust pipeline of qualified candidates using market intelligence, legal directories, alumni networks, and firm relationships.
• Tracks scheduling and pipeline metrics (e.g., time-to-schedule, interview volume) and report status to the Director. Tracks and analyzes lateral market trends, competitor moves, and practice group growth opportunities.
• Manages the end-to-end lateral partner recruitment process, ensuring a smooth, high-touch candidate experience.
• Assists in preparing materials for Partner Admissions/Management Committee presentations.
• Maintains accurate records in the firm's recruiting CRM/database; produces regular pipeline and metrics reports for firm leadership.
• Supports budget tracking related to search firm fees and recruiting expenses.
• Assists the Director with basic research on prospective candidates, practice groups, and market trends.

What You Will Bring to This Position

• Demonstrated ability to pivot with last minute scheduling issues and multitask in stressful situations.
• Excellent written and verbal communication skills.
• High degree of discretion with sensitive and confidential matters.
• Exceptional project management and organizational abilities.
• Strong analytical and business judgment skills.
• Strong teamwork skills with a collaborative approach to working with others at all levels of seniority.
• Extensive knowledge of recruiting, law firms and practice of law.
• Detail oriented and high attention to quality.
• Remains open to technological change as generative AI becomes more integrated into the firm’s practice, actively develop comfort with new tools, and adapt how work is performed to support efficiency and innovation.

• 5–8 years of experience, including 2+ years in legal recruiting

• Bachelor’s Degree required.

Why Join Us?

• A values‑driven firm that fosters collaboration and respect
• The hiring range for this position is $155,000 - $193,000annually, with final compensation based on experience, qualifications and internal equity.
• This position is eligible for a Hybrid Schedule
• Medical, dental, and vision insurance
• 401(k) with company match and profit-sharing options
• Paid time off and holidays
• For additional information about our benefits, please click here

Our Commitment

Wilmer Cutler Pickering Hale and Dorr LLP (WilmerHale) is an equal opportunity employer and is committed to compliance with all applicable laws prohibiting employment discrimination. It is our policy to take all employment actions and make all employment decisions without regard to race, color, religion, creed, gender, sex (including pregnancy), sexual orientation, gender identity or expression, national origin, ancestry, age, marital status, citizenship status, genetic predisposition or carrier status, disability, military status, status as a disabled or other protected veteran, or any other protected status under applicable law. WilmerHale will make reasonable accommodation for qualified individuals with disabilities and otherwise as required by applicable law.

For more information about Equal Employment Opportunity, please click here .

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This job description is intended to describe the general nature and level of the work being performed by employees in the position. It is not intended to be a complete list of all responsibilities, duties, and skills for positions. The firm reserves the right at all times, in its sole discretion, to add or subtract duties and responsibilities, as it deems necessary.