Job Description

Legal Recruiting Engagement Specialist

Position Type

Full Time

Non-exempt

Hybrid Scheduled (work in the office for 2 days, as needed on a fixed schedule of Mondays 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: $43.51/hour - $52.99/hour ($90,500.80 - $110,011.20 annually) *

*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 Legal Recruiting Engagement Specialist manages the operational system and processes and day-to-day activities in support of the firm’s candidate engagement and Keep in Touch (KIT) programs. The Legal Recruiting Engagement Specialist helps maintain meaningful connections with candidates throughout the recruiting lifecycle, including prospective candidates, incoming and former summer associates, judicial clerks, and potential full-time applicants.

This role combines campaign coordination, data management, systems expertise, project management, and thoughtful, bespoke candidate engagement. Working behind the scenes with recruiting leads, attorneys, and cross-functional partners, the Legal Recruiting Engagement Specialist ensures that engagement plans are translated into timely, accurate, and measurable actions.

Job Functions & Responsibilities

CANDIDATE ENGAGEMENT AND CAMPAIGN EXECUTION

Maintain a comprehensive calendar of candidate touchpoints, milestones, campaigns, events, surveys, and follow-up activities.
Set up, launch, monitor, and document approved campaigns for prospects, offer recipients, incoming and outgoing summer associates, former summers, judicial clerks, and other priority candidates.
Coordinate outreach associated with pre-summer goals, end-of-summer transitions, clerkships, graduations, bar examinations, holidays, and other appropriate milestones.
Coordinate candidate introductions, office hours, receptions, gifts, surveys, and related logistics in partnership with the appropriate internal teams.
Track responses, attendance, next steps, and handoffs; follow through until activities are completed or formally reassigned.

SYSTEMS AND DATA MANAGEMENT

Serve as the team’s first point of contact for routine Dynamics questions and escalate system administration issues appropriately.
Serves as the operational owner of candidate engagement workflows, ensuring candidate data, communications, and engagement activities are executed consistently, efficiently, and in alignment with recruiting objectives.
Maintain accurate, complete, and timely candidate records, including current lifecycle stage, preferences, activity history, relationship owners, and next actions.
Create and validate campaign audiences, views, reports, and workflow inputs before launch.
Perform regular data-quality reviews; resolve discrepancies and coordinate defined overflow work with the team assistant.
Document system processes, data standards, and user guidance; provide practical training and support to team members.
Handle candidate information in accordance with firm policies, confidentiality expectations, and applicable privacy requirements.
Analyze engagement trends, identify opportunities to improve candidate experience and program effectiveness, and recommend operational enhancements.

PROGRAM COORDINATION AND REPORTING

Convert annual engagement strategy into project plans, timelines, owners, dependencies, and deliverables.
Build and maintain repeatable workflows, templates, checklists, service standards, and handoff protocols.
Coordinate across Emerging Talent, Campus Engagement, the Summer Program, clerkship recruiting, systems administration, and other internal partners.
Produce regular reporting on campaign delivery, candidate response, participation, data quality, outstanding follow-up, and conversion indicators.
Identify operational gaps and recommend improvements to engagement cadence, data capture, automation, and candidate experience.
Provide additional recruiting-program support during peak periods, including winter 1L interviewing and other Emerging Talent priorities.
Other duties as assigned

Tools

Microsoft Dynamics
Microsoft Office Suite
Workday – HRIS
ViRecruit
Airtable
LinkedIn

Minimum Job Qualifications

Bachelor’s degree or equivalent combination of education and experience.
At least three (3) years of experience supporting recruiting, talent acquisition, campus recruiting, candidate engagement, or relationship management programs, preferably within a professional services, legal, consulting, or corporate environment.
Strong proficiency with Microsoft Office Suite, applicant tracking systems, or comparable database platform, Airtable and LinkedIn.
Strong written communication, judgment, discretion, and commitment to a high-quality candidate platform.
Ability to analyze operational data, identify discrepancies, and present clear status updates and recommendations.
Demonstrated experience maintaining complex databases, tracking activities, and ensuring data integrity.
Strong organizational, project management, communication, and analytical skills with the ability to manage competing priorities and deadlines.
Experience with Microsoft Dynamics or a similar CRM and campaign-management platform.
Experience in legal recruiting, law-firm professional development, campus recruiting, early careers, or another professional-services environment.
Experience building workflows, dashboards, operating procedures, and cross-functional handoffs.
Familiarity with summer associate programs, judicial clerkships, bar-exam milestones, or law-school recruiting cycles.

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

None

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.
Cultivates innovation: Creating new and better ways for the organization to be successful.
Interpersonal savvy: Relating openly and comfortably with diverse groups of people.
Organizational savvy: Maneuvering comfortably through complex policy, process, and people-related organizational dynamics.
Action Oriented: Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.

The Legal Recruiting Engagement Specialist 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.

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