Lateral and Business Professional Recruiting Specialist at Beveridge & Diamond PC

Washington, District of Columbia, United States -

Full Time

Start Date

Immediate

Expiry Date

31 Mar, 26

Salary

115000.0

Posted On

31 Dec, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Legal Recruiting, Market Awareness, Candidate Evaluation, Communication, Organizational Skills, Budget Management, Compliance Management, Social Media, Recruitment Strategy, Relationship Management, Data Analysis, Problem Solving, Team Collaboration, Project Management, Time Management, Proactive Execution

Industry

Law Practice

Description

Description The Lateral and Business Professional Recruiting Specialist is responsible for coordinating the full recruiting lifecycle for lateral associates and business professionals across the Firm’s seven U.S. offices. This position will foster strong relationships with lateral associate candidates and external recruiters, maintain market awareness, and collaborate with the Director, Firmwide Recruiting and Strategic Growth, the Recruiting Committee, Firmwide Managing Principal, and Chief Talent Officer. The Recruiting Specialist will delegate operational tasks to ensure efficiency, and work closely with the Director, Firmwide Recruiting and Strategic Growth on planning, executing, and providing key stakeholders with high-level information to effectively contribute to recruitment strategies. The Recruiting Specialist must demonstrate a high level of responsiveness and professionalism, ensuring timely communication with candidates, internal stakeholders, and external partners. The role requires strong organizational skills and a commitment to moving processes forward with promptness and precision. Essential Functions I. Strategic Recruitment & Market Awareness Strategic Recruitment: Engage lateral and business professional candidates and collaborate with team members to implement innovative recruiting strategies, including drafting targeted job postings and engaging talent on B&D’s social media platforms. Partner with marketing, attorneys and business professionals to leverage our distinct associate and employee value proposition in our talent community. Market Awareness: Stay updated on legal market trends, salary expectations, and industry best practices. Recommend recruiting strategies based on this data to keep the Firm competitive. External Recruiter Relationships: Build and maintain strong relationships with external recruiters, legal search firms, and other external stakeholders. Keep them informed about the Firm’s hiring needs and engage them proactively to ensure a steady pipeline of candidates. Shareholder Recruiting Support: Work closely with Director, Firmwide Recruiting and Strategic Growth to provide logistical and advisory support for shareholder recruiting, ensuring efficient coordination with external recruiters and managing the necessary operational tasks. Act in concert with Director to identify, recruit, and integrate lateral partner talent aligned with strategic growth goals. II. Recruitment Operations Recruitment Lifecycle Management: Oversee and drive the end-to-end recruitment process, including lateral and business professional hiring. Support the Recruiting Assistant with guidance on day-to-day logistics, such as candidate communication, scheduling, and follow-ups. Conduct intake sessions with hiring managers to align on sourcing profiles. Resume Screening & Candidate Evaluation: Facilitate the evaluation process for candidates and conduct visual resume screenings for associate and business professional candidates. Conduct business professional candidate phone screening and provide strategic recommendations to hiring managers, ensuring alignment with role requirements. Offer and Reference Process: Ensure the execution of the offer to hire process, including preparation of associate offer letters and ensure consistency with the Firm’s compensation strategy and goals. Conduct reference checks, facilitate writing sample reviews, and maintain oversight for compliance with Firm policies while delegating operational tasks. Candidate Experience: Act as the primary relationship manager for candidates, ensuring transparent and timely communication at every stage of the process. Ensure a positive candidate experience from interview through pre-onboarding. Delegate interview logistics and coordination to the Recruiting Assistant, while handling overflow as needed. Oversee the transition of new hires to the Professional Development team for onboarding and integration. Bar Review & Admissions Assistance: Oversee, track and coordinate Bar review and admissions assistance for incoming attorneys, ensuring support is provided across the recruitment process. Coordination with Conflict Staff: Coordinate with conflict staff to ensure that conflicts are cleared for all new attorneys, summer associates, and paralegal staff prior to employment. IV. Metrics Tracking, Recordkeeping & Strategic Analysis Maintain detailed recruitment metrics to inform strategies and continuously improve processes. Emphasize innovation in maintaining records and developing reports. Key metrics include: Recruitment Efficiency: Track metrics such as the number of applications received, interviews conducted, offers extended, acceptance rates, time-to-fill, and cost-per-hire. Diversity, Equity, and Inclusion (DEI): Monitor DEI metrics and ensure alignment with Firm initiatives. Propose and implement proactive strategies to improve diversity outcomes in the hiring process. Program Success: Measure the success of the recruiting program and track key performance indicators for lateral hires, including ramp-up time and revenue contributions. Applicant File Maintenance: Ensure applicant data management systems and recordkeeping processes are accurate, compliant, and continuously improved through oversight of recruiting assistant. V. Budget Management & Compliance Budget Oversight: Work closely with Director, Firmwide Recruiting to develop and manage the recruiting budget, ensuring that all expenditures align with the Firm’s strategic goals. Secure approval of requests for moving expenses, new associate stipends, and bar reimbursement, delegating where possible. Delegate routine budget monitoring and expense tracking to the Recruiting Assistant while retaining overall responsibility for budget compliance and adjustments. Compliance Management: Ensure that all recruiting practices adhere to equal employment opportunity (EEO) laws, the Americans with Disabilities Act (ADA), and other relevant legal requirements. Oversee compliance protocols and delegate routine operational tasks as needed to the team. VI. Marketing, Outreach, and Recruiting Strategy Position Outreach & Market Strategy: Working closely with the Director, Firmwide Recruiting, develop and implement targeted outreach strategies when going to market for open attorney positions. Collaborate with external recruiters, law schools, and industry partners to ensure a broad and diverse candidate pool. Use market research to align recruiting strategies with industry trends and salary expectations, positioning the Firm competitively. Social Media & Digital Presence: Work with the Marketing team to create and maintain a strong digital presence that promotes the Firm’s brand and attracts top-tier legal talent. Leverage social media platforms, job boards, and other online channels to maximize outreach efforts. Marketing Collaboration: Collaborate closely with the Marketing team to develop recruitment materials, promotional content, and campaigns that reflect the Firm’s values, culture, and DEI commitment. Ensure consistent branding across all recruitment-related content and activities. Recruitment Event Marketing: Partner with Marketing to promote the Firm’s presence at recruitment events, and job fairs. Develop strategies for post-event follow-up and engagement with potential candidates. Recruitment Communication & Decision Follow-Up: Ensure recruitment decisions are communicated clearly to candidates and provide ongoing support to those who have accepted offers. This includes regular check-ins, social invitations, and other engagement efforts to foster a sense of inclusion between the time they accept and when they officially join the Firm. Requirements Qualifications Bachelor’s degree required. 4+ years of legal recruiting experience, with 1+ years in a people management role preferred. Strong knowledge of EEO laws, ADA, and other government regulations. Expertise in applicant tracking systems (LawCruit/Litera/Paylocity preferred). Proficiency in Microsoft suite, including advanced excel and ability to analyze metrics and produce reports. Proven ability to build and maintain relationships with external recruiters, candidates, and internal stakeholders. Excellent planning, problem-solving, communication, and organizational skills. Ability to handle concurrent projects and effectively prioritize tasks in a dynamic and rapidly changing environment. Strong commitment to timely, precise, and proactive execution of responsibilities. Willingness to travel to Firm offices, industry events, and recruiting activities as needed. Work Environment Hybrid model with a minimum of three in-office days per week. Some travel may be required for training and meetings. Compensation In accordance with applicable pay transparency laws, the base salary range for this position is $80,000 - $115,000 annually, depending on qualifications and experience. The compensation for this position may also include discretionary performance and productivity bonuses. Benefits Summary Beveridge & Diamond, P.C. offers a comprehensive benefits package to support the health, financial security, and well-being of our employees. Benefits include: Health & Insurance Coverage: Medical, prescription drug, and dental coverage; life and AD&D insurance; disability insurance; and voluntary coverage options such as supplemental life and AD&D insurance, vision coverage, identity protection, accident insurance, critical illness insurance, hospital indemnity insurance, and long-term care insurance. Retirement & Savings: 401(k) retirement savings plan; flexible spending accounts (health care and dependent care); a health savings account; and a Section 529 college savings plan. Additional Benefits: Pre-tax transportation program; employee assistance program (EAP); and temporary back-up care for children, adults, and elders. Generous Paid Time Off: We believe in the importance of work-life integration and time to recharge. Our paid leave benefits include a generous allotment of vacation days, paid sick leave, along with paid holidays. We also provide various types of leave to support life’s important moments, including parental leave, bereavement leave, and other leaves of absence in accordance with applicable laws and firm policies. Other Compensation: In addition to base salary, employees may be eligible for other forms of compensation, such as overtime pay (if applicable), bonuses, and other performance-related incentives. About Us At Beveridge & Diamond, we do not just practice environmental law—we define it. With more than 150 lawyers across seven U.S. offices and a legacy spanning five decades, we are The Environmental Law Firm. We combine the sophistication and reach of larger firms with the focus and agility of a boutique, counseling the world’s largest companies, industry associations, and municipalities on complex and rapidly evolving environmental issues. Our legal and strategic guidance covers traditional areas like land, air, water, waste, and chemicals, as well as cutting-edge topics such as ESG, sustainability, environmental justice, product regulation, the circular economy, climate change, and multilateral international treaties. We regularly litigate precedent-setting cases—including before the U.S. Supreme Court—and advise clients through high-stakes investigations, crisis management, enforcement actions, and day-to-day compliance. We are consistently recognized by Chambers USA, Best Lawyers, and other leading directories, and we were proud to be named the 2025 “Law Firm of the Year” for Environmental Litigation. Our attorneys bring deep government and scientific experience to our work, offering practical, technically informed advice that helps clients drive business success and manage risk. Our impact is amplified by a strong internal culture built on mentorship, continuous learning, and professional growth—for both attorneys and business professionals. Our business team plays an essential role in our success, contributing expertise in finance, operations, technology, talent, marketing, and more. Business professionals at B&D are respected as strategic partners, supported through intentional professional development, empowered by collaboration across departments, and valued for their contributions to our culture and performance. The application deadline is March 1, 2026.

Responsibilities

The Recruiting Specialist coordinates the full recruiting lifecycle for lateral associates and business professionals, fostering relationships with candidates and external recruiters. They oversee recruitment operations, manage candidate experiences, and ensure compliance with legal requirements.