Attorney Recruiting & Development Manager


Job Summary

The Attorney Recruiting & Development Manager oversees the overall administration of the attorney recruiting and development functions of the Wilmington office, including management of law student, incoming and lateral attorney recruitment; the summer associate program; attorney onboarding and departures; attorney evaluations, training and development; attorney mentoring and engagement; and diversity, equity and inclusion programs and affinity networks.  Reporting to the Chief Talent Acquisition & Associate Engagement Officer and the Chief Talent Development & Strategy, works closely with Wilmington office leadership, including the office leader, hiring partner, attorney development partners and the diversity committee.

  • Works with office leadership to develop short and long-term hiring strategies to support summer associate, entry-level and lateral associate recruitment efforts.
  • Manages campus recruitment efforts including law school outreach, student group partnerships, branding and networking events.  Includes offer follow-up efforts and events.  Travels to on-campus events as needed.
  • Manages recruitment of lateral attorney (non-partner) candidates from sourcing to selection.  Includes coordination with office and practice leadership to articulate needs, coordination with global leadership for internal approvals and interfacing with search firms.
  • Manages the summer associate and 1L Scholars programs, including assignments, evaluations, feedback, training and social activities.  Attends summer associate events and other firm-sponsored recruiting events throughout the year.
  • Supports partners in preparing for hiring meetings and related recruitment initiatives (e.g., schedules meetings, develops meeting agendas, prepares evaluation files).
  • Organizes recruiting and informational collaterals for distribution.
  • Performs and presents hiring outcome reports and analysis for the Hiring Committee and firm leadership.  Compiles recruitment statistics for external use (e.g., NALP statistics, end of season results to law schools).
  • Manages attorney development initiatives and functions. 
  • Manages incoming and lateral attorney orientation and monitors integration into practices and the firm.
  • Manages evaluation processes for associates and counsel.  Includes managing the mid-year and year-end evaluation and review processes and coordinating individual training, coaching, or outplacement, when appropriate.
  • Participates in conversations with firm leadership regarding associate performance and utilization and works with partners to implement/track appropriate follow-up.
  • Manages attorney departure process, includes conducting exit interviews.
  • Responsible for ensuring attorney personnel records and databases are maintained accurately, includes monitoring attorney compliance with annual policy acknowledgements/mandatory online trainings/videos, etc.
  • Oversees bar admission, registration renewals and compliance.  Maintains Workday database for attorney population including bar admissions.
  • Oversees coordination of attorney training.  Includes working closely with global attorney learning group to implement firm-wide curriculums at the local level, as well identifying local training needs, working with consultants to provide programming, and soliciting feedback on program effectiveness.
  • Creates and implements professional development programs, as well as attorney retention and engagement initiatives, to meet the firm and office objectives and foster community. 
  • Administers the associate mentor program, including recommending mentor assignments, monitoring participation and reporting. 
  • Works with Attorney Development Partners on firm-wide and office-specific development initiatives (e.g., practice group specific orientations, morale-boosting events, Associate Committee items).
  • Manages diversity, equity and inclusion efforts to support attorney development through coordination with the local diversity and inclusion committee, affinity networks, and the global diversity and inclusion team.
  • Plans and attends attorney development and diversity and inclusion events and programming. 
  • Works with global attorney development and benefits staff on administrative matters related to attorney benefits, flexible schedules, leaves of absence, disability and other leave arrangements. 
  • Coordinates attorney work authorization with immigration and mobility team in New York.
  • Daily interaction with attorneys, secretaries and professional staff regarding attorney policies and procedures, expenses, billing time, etc.
  • Prepares attorney recruiting and development annual budget and reviews, monitors and approves related expenses throughout the year.  Performs financial analysis and contract term review in line with firm procedures related to events.
  • Monitors time, attendance, overtime, and expense reports of department staff to ensure accuracy and compliance with firm policies.
  • Ensures current knowledge of firm policies and practices for staff, current knowledge of industry trends, and continued professional development for staff.
  • Recommends guidelines and practices to promote efficiency, effectiveness, top class service and improved employee engagement, in alignment with the firm's core values.
  • Effectively utilizes the firm's performance management process to communicate performance expectations, monitor performance, and manage unsatisfactory performance within department.  Initiates disciplinary procedures in collaboration with the Human Resources Department. 
  • Recommends guidelines and practices to promote efficiency, effectiveness, excellent customer service and improved employee relations, in alignment with the firm's Core Values. 
  • Develops and communicates departmental guidelines and procedures.
  • Engages in strategic (i.e., long-range) planning by developing departmental goals and supporting objectives for assigned department(s).  Coordinates and oversees department projects, day-to-day operations and long-range plans. 
  • Demonstrates effective interpersonal, written and verbal communication skills to facilitate effective work relationships with others.
  • Ensures accurate and timely responses to requests for departmental services. 
  • Manages firm resources responsibly.
  • Complies with and understands firm operation, policies and procedures.
  • Performs other related duties as assigned.


  • Current knowledge of industry best practices, trends and techniques
  • Knowledge of relevant firm computer software programs (e.g., Outlook, Excel, PowerPoint), with the ability to learn new software and operating systems
  • Knowledge and implementation of the annual budget process
  • Demonstrates effective interpersonal and communication skills, both verbally and in writing
  • Demonstrates close attention to detail
  • Excellent analytical, troubleshooting, organizational, and planning skills
  • Demonstrated experience with leading and supervising others
  • Ability to administer Firm policies and procedures
  • Ability to handle multiple projects and shifting priorities
  • Ability to handle sensitive matters and maintain confidentiality
  • Ability to organize and prioritize work and delegate effectively
  • Ability to work well in a demanding and fast-paced environment
  • Ability to work well independently as well as effectively within a team
  • Ability to use discretion and exercise independent and sound judgment
  • Flexibility to travel
  • Flexibility to adjust hours to meet operating needs


  • Bachelor’s Degree required
  • Minimum of five years related experience in a law firm or other professional services firm environment with a minimum of three years supervisory experience.  Experience should include demonstrated success in leading others, problem solving, resolving conflicts, and developing effective working relationships with employees at all levels


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EEO Statement

Skadden is an Equal Opportunity Employer. It adheres to an equal employment opportunity policy that prohibits discriminatory practices or harassment against applicants or employees based on any legally impermissible factor including, but not necessarily limited to, race, color, religion, creed, sex, national origin, ancestry, age, alienage or citizenship status, marital or familial status, domestic partnership status, caregiver status, sexual orientation, gender, gender identity or expression, change of sex or transgender status, genetic information, medical condition, pregnancy, childbirth or related medical conditions, sexual and reproductive health decisions, disability (where the applicant or employee is qualified to perform the essential functions of the job with or without reasonable accommodation), any protected military or veteran status, or status as a victim of domestic or dating violence, sexual assault or offense, or stalking.

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