The Legal Recruiting Onboarding & Operations Coordinator manages the full onboarding lifecycle for incoming legal hires including lateral partners, counsel, associates, technology specialists and patent agents. This role ensures a smooth and engaging transition for new hires entering the firm by working cross-functionally with business services and practice support teams. This role will also support the operational needs of the Legal Recruiting team, including logistical and administrative tasks. The Legal Recruiting Onboarding & Operations Coordinator must demonstrate sound judgment, ensure confidentiality, and maintain a professional demeanor in all interactions with all internal and external contacts.

This hybrid role requires in-office presence in our Boston, New York City, Washington, D.C. or Denver office at least three days per week to foster collaboration and connection. The onsite expectation is Tuesday, Wednesday and Thursday of each week.

Responsibilities

Pre-Onboarding and Compliance

Prepare and distribute offer documentation, onboarding packets, and new hire paperwork.
Initiate, coordinate, and monitor conflicts checking to ensure clearance prior to start date.
Verify bar admissions, good standing, and licensing status. Track pending admissions and related deadlines.
Coordinate background check and start date with Human Resources.

Onboarding Coordination

Serve as the primary point of contact for new hires from offer acceptance through the end of their first 90 days.
Liaise with other Business Services teams to provide all necessary information for a timely and efficient onboarding for all new lateral attorney hires, including serving as primary point of contact on background and conflicts checks, Orientation scheduling, IT and office needs, relocation expenses, bar admission needs, etc.
Arrange introductions and schedule meetings with practice group leaders, firm leadership, mentors, assistants, and key administrative contacts.
Facilitate the transition of client files and matters for lateral attorneys, in coordination with the Conflicts, Records, and General Counsel functions.
Support summer associate and incoming first-year associate programs, including orientation logistics.
Coordinate orientation logistics across offices, including reserving conference rooms and arranging travel for new hires attending orientation in another office.
Coordinate partner integration check-ins and new partner welcome gifts and related logistics.

Operational and Administrative Coordination

Continuously evaluate processes within the Legal Recruiting team to determine opportunities for enhancement, improvement, or efficiencies, and develop strategy for new processes or initiatives within the team and in collaboration with other Business Services teams.
Coordinate with Legal Recruiting team members to ensure accurate data entry and compliance with all data management requests.
Review and maintain Legal Recruiting iManage workspaces and foleyNET page to ensure consistency, organization and accuracy in recordkeeping and communication.
Serve as department’s primary liaison for all applicant tracking system usage and updates; provide credentials to new users and schedule trainings as needed.
Collaborate with the CGLRO to develop, implement and track annual recruiting budget.
Process and reconcile AMEX expense reports for the Legal Recruiting team. Monitor Legal Recruiting team organizational memberships including registration and communications with organizations such as NALP, MALRA, NYCRA, etc.
Manage search firm agreements and monitor preferred headhunter relationships with the CGLRO, including creating and distributing fee agreements and maintaining an accurate, current agency fee agreement tracker that reflects active recruiting partners.
Manage completion of surveys, awards/rankings, external profiles (e.g. Vault, AmLaw, etc.).
Assist in coordinating Legal Recruiting team meetings including preparing and communicating agendas/materials and executing on action items.
Partner with peer Business Services departments (Professional Development, DEI, HR, Finance, IT, etc.) to coordinate initiatives and support business strategy for the Legal Recruiting Team.
Support the team in managing special projects.
Other duties as assigned.

Qualifications

Bachelor’s degree.
Minimum 3 years of law firm recruiting work experience preferred.
Excellent oral and written communication skills.
Strong interpersonal skills, team-orientation, and the ability to interact effectively with personnel at all levels of the firm.
Strong organizational skills, superb attention to detail, and self-direction.
Ability to multi-task, manage, and prioritize projects effectively.
Flexibility and professionalism in responding to shifting demands.
Ability to exercise good judgment and to recognize and treat confidential information in a professional manner.
Proficiency in the use of computer programs, including Microsoft Office (Word, Excel, PowerPoint), and database programs (e.g. LawCruit, Flo, viDesktop, iManage).
An appreciation for Foley Hoag’s core values of excellence, service ethic, collegiality, and inclusivity.

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Compensation range is $69,700 to $87,200 commensurate with related experience and qualification. The salary of the candidate selected for this role will be set based on a variety of factors, including but not limited to internal equity, experience, specialty, and training. The above salary range (or hiring range) represents the firm's reasonable estimate of the range of possible compensation at the time of posting.

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Search firm submissions are not requested nor considered for this position.

About Foley Hoag

Founded in 1943, Foley Hoag has grown into an award-winning, international law firm that focuses on innovative industries and high-stakes litigation. From our offices in Boston, Washington DC, New York, Denver, and Paris, more than 300 lawyers and 300 professionals in business services exhibit authentic collegiality, genuine respect for each other, and the drive to deliver exceptional client service.

Since our founding, Foley Hoag has been a leader and catalyst for change in the legal industry and beyond. We value the diversity of perspectives and experiences that enrich our work and our world and seek to hire the best lawyers and business services professionals, regardless of religions, race, gender, or any other factor. We strive every day to ensure everyone at Foley Hoag feels valued through career development, affinity groups, mentorship programs, culture and community-building events and more. We offer a competitive compensation and benefits package, and a connected, challenging, professional, and fun place for you to thrive in the next chapter of your career.

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Terms and Conditions | By submitting this application, I acknowledge receipt of and agree to the terms of Foley Hoag's Privacy Statement. I certify that answers given herein are true and complete to the best of my knowledge. In the event of employment, I understand that false or misleading information given in my application constitutes grounds for immediate termination. I hereby authorize Foley Hoag LLP to investigate the information on this application, my references, work record, education and other matters related to my suitability for employment. Furthermore, I understand that just as I am free to resign at any time, Foley Hoag LLP reserves the right to terminate my employment at any time and for any reason. I understand that no representative of Foley Hoag LLP has the authority to make assurances to the contrary. Foley Hoag LLP uses Greenhouse as a platform for our recruiting and hiring activities. Greenhouse may collect and use personal data that I provide, after anonymizing the data, to train their AI large language models. By applying to Foley Hoag LLP, I consent to Greenhouse’s use of my data in this manner.

Accessibility |Foley Hoag is committed to affording equal access to job opportunities to qualified applicants with disabilities. Individuals with a disability who require accommodation or assistance in the job application process for a posted position may contact [BusinessServicesRecruiting@foleyhoag.com](mailto:BusinessServicesRecruiting@foleyhoag.com). This information will be treated as confidential and used only for the purpose of determining an appropriate accommodation for the interview process.

Foley Hoag LLP is an equal opportunity employer. This means that Foley Hoag LLP considers applicants for employment, and makes employment decisions without unlawful regard to sex, race, color, religion, citizenship, national origin, ancestry, sexual orientation, gender identity, age, marital or domestic partner/civil union status, military service, or veteran status, disability, and any other characteristic covered by applicable federal, state or local nondiscrimination laws.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

We do not pay search firm or agency fees when speculative and unsolicited candidate profiles are submitted. Please be advised that at this time we are not considering new agreements with search firms/agencies not currently on our preferred supplier list for Business Services Professionals recruitment.

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