Recruiting Manager

Job Description

Recruiting Manager

Position Type:   

Full Time

Exempt

Hybrid Flexible (work in the office for 3 days, as needed, on a flexible schedule, typically on Mondays, Tuesdays and Thursdays)

Location:         Los Angeles

Residency Requirements: 

Washington D.C.: For all positions based in the Washington, D.C. office, residency within Washington D.C., Maryland or Virginia and within a reasonable commutable distance to the assigned office is required depending on the firm's discretion and the nature of the role.

Los Angeles and San Francisco Offices: For all positions based in the Los Angeles and San Francisco offices, residency within the state of California and within a reasonable commutable distance to the assigned office is required depending on the firm's discretion and the nature of the role.

Salary Range:         $145,000.00 - $155,000.00 *

*The salary range is the one that Munger, Tolles & Olson LLP reasonably expects to pay for this position.  The salary range does not guarantee, obligate, nor set expectations of an applicant’s wage in the event of hire.  The posted range is only one component of Munger, Tolles & Olson LLP’s Total Rewards package.

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The Recruiting Manager leads the development and execution of innovative sourcing strategies to attract top talent across the firm. Your role will oversee the day-to-day delivery of recruiting services, manage the recruiting team and partner with hiring managers to deliver a consistent, high-quality hiring experience. The Recruiting Manager is responsible for recruiting operations, requisition management, process improvement, recruiting technology, reporting, and vendor relationships.

Working closely with HR leadership, the Recruiting Manager identifies opportunities to improve recruiting effectiveness, communication, service levels, and hiring outcomes. The Recruiting Manager directly supervises the recruiting team and is responsible for establishing operational standards, developing team performance, and ensuring the successful execution of recruiting activities across the firm.

Job Functions & Responsibilities

Recruiting Operations & Requisition Management

• Oversee the firm's requisition management process, ensuring hiring needs are appropriately evaluated, prioritized, and progressed in a timely manner.
• Partner with hiring managers to understand staffing needs, define position requirements, and develop effective recruiting approaches.
• Monitor open requisitions, candidate pipelines, and recruiting activity to identify bottlenecks, risks, and opportunities for improvement.
• Provide guidance and support to hiring managers throughout the recruiting process.
• Support workforce planning efforts by maintaining visibility into hiring demands and recruiting capacity.

Recruiting Process Improvement & Service Delivery

• Lead continuous improvement efforts related to recruiting processes, workflows, service standards, and overall hiring experience.
• Evaluate recruiting operations and implements solutions that improve efficiency, responsiveness, communication, and hiring outcomes.
• Establish service expectations and accountability measures for the Talent Acquisition function.
• Identify opportunities to improve collaboration, transparency, and consistency across the recruiting lifecycle.
• Ensure recruiting practices remain compliant and aligned with firm policies and standards.

Recruiting Technology, Reporting & Innovation

• Oversee administration and optimization of recruiting systems and technology, including the Applicant Tracking System.
• Develop and monitors recruiting metrics, activity reports, and operational dashboards.
• Utilize recruiting and market data to identify trends and support decision-making.
• Identify opportunities to streamline recruiting workflows through technology, automation, and artificial intelligence tools.
• Partner with HR Operations and technology stakeholders to implement approved system enhancements and process improvements.

Talent Attraction & Pipeline Development

• Tell the organization's story on LinkedIn, building an employer brand that makes strong candidates want to be part of what's happening here.
• Support strategies that strengthen the firm's ability to attract and hire top talent.
• Evaluate sourcing channels, recruiting partnerships, and talent attraction efforts to improve candidate pipelines and hiring outcomes.
• Oversee internship, early career, and other talent pipeline programs.
• Support employer branding initiatives that communicate the firm's culture, values, career opportunities, and employee experience.
• Develop relationships with universities, professional associations, search firms, and talent communities.

Team Leadership & Cross-Functional Partnership

• Directly supervises the Sr. Talent Acquisition Specialist and Talent Specialist.
• Establish team priorities, service expectations, workload distribution, and operational goals.
• Provide coaching, mentoring, performance management, and professional development to team members.
• Develop team capability in recruiting strategy, candidate assessment, relationship management, technology utilization, and process improvement.
• Create cross-training and continuity plans to ensure operational resilience and consistent service delivery.
• Partner with HR Business Partners, Compensation, Benefits, HR Operations, Payroll, and firm leadership to deliver integrated talent solutions.
• Support strategic Human Resources initiatives and special projects as assigned.
• Perform other duties as assigned.

Tools

• Workday – HRIS
• Microsoft Office – Excel, PowerPoint, Word, Outlook

Minimum Job Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related discipline; or equivalent combination of education and experience.
• Professional certification (SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent) preferred.
• 8+ years of progressive experience in talent acquisition, recruiting operations, or related Human Resources functions.
• Demonstrated experience managing full-cycle recruiting processes and advising hiring managers on recruiting strategies and hiring decisions.
• Experience recruiting across exempt, hourly, and contract roles.
• Experience leading recruiting teams and developing recruiting professionals.
• Experience improving recruiting operations, workflows, service delivery, or recruiting technology.
• Experience with Workday, AI and recruiting technologies.
• Strong knowledge of recruiting practices, employment law, candidate assessment methodologies, and labor market trends.
• Demonstrated ability to analyze recruiting data and develop practical recommendations for improvement.
• Strong communication, relationship-building, coaching, and problem-solving skills.
• Strong project management and organizational skills with the ability to manage multiple priorities simultaneously.
• Advanced proficiency in Microsoft Office applications and recruiting technology platforms.
• Law firm experience preferred.

Physical Demands

Writing, typing, reading, speaking, hearing, seeing, sitting, bending, reaching, lifting up to 25 lbs

Working Conditions

Quiet office environment in a high-rise building, seated the majority of the time

Direct Reports

Yes

Competencies

• Communicates effectively: Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.
• Being resilient: Rebounding from setbacks and adversity when facing difficult situations.
• Collaborates: Building partnerships and working collaboratively with others to meet shared objectives.
• Instills trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity.
• Customer focus: Building strong customer relationships and delivering customer-centric solutions.
• Drives results: Consistently achieving results, even under tough circumstances.
• Situational adaptability: Adapting approach and demeanor in real time to match the shifting demands of different situations.
• Organizational savvy: Maneuvering comfortably through complex policy, process, and people-related organizational dynamics.
• Manages complexity: Making sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.
• Action oriented: Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.

The Recruiting Manager role is an amazing opportunity available on our team of professionals at Munger, Tolles & Olson, LLP! We offer competitive pay, benefits and an opportunity to make an impact in today’s world.

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About Munger, Tolles & Olson

Munger, Tolles & Olson has topped The American Lawyer’s A-List a record twelve times, and maintains the highest average A-List ranking in the history of the award.

We strive to hire only the most qualified and creative lawyers. We believe that clerkships provide valuable experience. In this regard, nearly 75% of our lawyers and over 80% of our litigators served as law clerks to federal or state judges and sixteen attorneys were clerks to U.S. Supreme Court Justices. We recruit and retain the best professional talent to support our Attorneys with a focus on service and excellence. We have a full spectrum of functional positions including Information Technology, Information Security, Accounting, Human Resources, Legal Support, and Marketing.

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MTO is an equal opportunity employer and does not discriminate in employment on the basis of race, including but not limited to hair texture and protective hairstyles (for example, braids, locks, and twists), color, ethnicity, religion, gender, gender identity or expression, pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth and breastfeeding, marital or domestic partner status, parental or family care status, national origin, ancestry, age, sexual orientation, disability or medical condition, genetic characteristic, political affiliation, military or veteran status, or any other characteristic protected by federal, state or local law.  It is the policy of Munger, Tolles & Olson LLP to prohibit discrimination, unlawful harassment (including sexual harassment), and retaliation.  This commitment prohibits such conduct by any individual involved in MTO’s operations and by anyone doing business with or on behalf of Munger, Tolles & Olson LLP.

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We are a talent-first Firm and are always looking for great people. We encourage you to apply even if the level of this position is not an exact match to your qualifications. This may not guarantee your placement into the opening; however, it is always worth exploring if there is an opportunity for the future.

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Munger, Tolles & Olson LLP (MTO) does not accept unsolicited resumes from 3rd parties or agencies.  Any unsolicited resumes and profiles received from 3rd parties or agencies will be considered property of MTO and no fees will be due or paid.  If you wish to become an approved Agency with MTO, please contact a member of the MTO Talent Acquisition Team.