Job intelligence
Manager, Legal Lateral Recruiting
livingHR
Before relying on the listing: Confirm Application closing time with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
This opportunity needs a closer read before drawing a strong conclusion, especially around the salary benchmark is still shallow.
The range is usable, but the comparable sample is still too shallow for a strong relative-pay call.
Geographic eligibility is restricted to a country or region.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Advertised location
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.
Trade-offs to weigh
- The salary benchmark is still shallow: Pay is disclosed, but the current comparison pool is too small for a strong relative-pay conclusion.
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation, but the current role sample is still too small for a reliable disclosure-rate comparison.
Compensation counts only when amount, ISO currency and supported pay period are all known.
At least ten current comparable roles are required before HPJ publishes a disclosure percentage.
Employer-level comparison is withheld until enough current employer listings are available.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Skill bridge
What does this role connect to?
The listing contains useful skill signals, while the current occupation sample is still too thin for a broader comparison.
Skills named in this listing
Shared with the current career sample
The occupation sample is still too thin for a reliable shared-skill comparison.
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Stakeholder Management rather than relying on a keyword-only claim.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
Stakeholder Management
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
The headline alone does not tell the whole story for Manager, Legal Lateral Recruiting at livingHR. The clearest decision context comes from pay is visible, but the benchmark is still thin, work-location flexibility has usable detail, and the visible application effort can be estimated.
Pay is visible, but the benchmark is still thin
The USD range can be compared directly within its currency, although the present comparison sample is too shallow for a confident relative-pay ranking.
Work-location flexibility has usable detail
The work-location pattern is “Limited location freedom”, with Remote Freedom at 54/100. The most important location constraint is geographic eligibility is restricted to a country or region..
The visible application effort can be estimated
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
The listing can be traced to a current source
The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.
How this analysis is assembled
This read combines the structured details currently available for pay, flexibility, qualifications, mobility, application effort and source continuity. Missing facts are left open for you to verify.
Analysis evidence coverage
How much analysis can the current evidence support?
This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The salary is source-provided and normalizable, but the advertised range is broad enough to reduce comparison precision.
The listing was posted about 13 days ago.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
No standout strength is supported strongly enough to list here. That is not a negative rating.
Visible cautions
- Geographic eligibility is restricted to a country or region.
- Work-related travel is required or expected.
- Some compensation may be variable or performance-based. Confirm the guaranteed base amount before comparing headline pay.
- The description appears to require or expect work-related travel. Check the frequency and whether travel time or expenses materially affect the role.
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
2 explicit Remote Freedom restriction signals are present and are shown separately from qualification requirements.
- Current comparable pay position is unavailable.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Compensation intelligence
How competitive is this pay?
This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
Why this analysis?
- This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
- Salary confidence: Medium. The salary is source-provided and normalizable, but the advertised range is broad enough to reduce comparison precision.
- Range quality: Broad but usable range.
Employer compensation communication
Pay transparency at livingHR
Very strong current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
livingHR — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Sales (2) · People Hr (1)
Visible seniority mix: Senior / lead (3) · Leadership (5)
Current employment-type mix: Contract (5) · Full time (4)
Most visible hiring countries in this sample: United States (9)
Other current roles from this employer
Account Executive, New Business (Hunter)
USA
Leadership · Region-restricted remoteAccount Executive, Residential
USA
Leadership · Region-restricted remoteManager, Client Experience (HR Technology, HRIS/HCM)
USA
Senior / lead · Region-restricted remoteHR & Payroll Consultant
USA
Senior / lead · Region-restricted remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- USD 104,500 median · 8 disclosed salaries
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Limited location freedom
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
- Work-related travel is required or expected.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- Some compensation may be variable or performance-based. Confirm the guaranteed base amount before comparing headline pay.
- The description appears to require or expect work-related travel. Check the frequency and whether travel time or expenses materially affect the role.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
Location
Remote (FL, CO, IL, MA, NH, RI, ME, CT, GA, SC, NC, TX, TN) The position can be based in any of our approved markets/states listed above.
Type: Full-Time
Compensation - Base salary: $71,000 - $115,000 plus incentives
We offer a competitive base salary complemented by a performance-driven commission structure tied to successful placements. This role is tailored for a strong individual contributor who wants a compensation model that scales directly with their search delivery and results.
Who We Are…
Let us introduce ourselves.
livingHR is the remote-first, professional services "work agency" created to make work better. We partner with organizations to deliver human-centric, future-of-work-ready HR managed services, executive search, and talent solutions.
Our Legal Search practice focuses on placing high-caliber legal leadership — including lateral law firm partners and General Counsel — who shape the future of organizations.
We believe in taking exceptional care of our people so they can deliver exceptional outcomes for clients, partners, and communities. We are adaptable, entrepreneurial, and always looking to iterate and improve. If you thrive in a fast-moving, performance-based environment and believe variety is the spice of life, you will likely enjoy our way of working.
To learn more about our Culture Code, Cares Campaign, and our WeBelong work in Diversity, Equity, and Inclusion visit our website: https://livinghr.com/.
As a Full-Time Team Member, We Offer You
Autonomy & Flexibility We call it WfWiMS — "Work from Where it Makes Sense." This flexibility comes with responsibility to self-manage and perform at a high level.
Compensation Competitive, fair, and transparent base salary plus incentives for successful placements.
Comprehensive Benefits Medical, dental, 401k, STD/LTD, life insurance, and telehealth mental health counseling.
Flexible PTO / Paid Holidays Minimum PTO usage encouraged plus 23 paid holidays.
A Culture of Impact and Humanity We care about the impact we make and the humanity we extend to each other, our clients, and our community.
Position Overview
livingHR is seeking a high-performing, agency-experienced Manager, Legal Lateral Recruiting to join our growing Executive Search practice.
This is a full-desk role requiring demonstrated success in:
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Recruiting lateral law firm partners and legal executives
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Placing General Counsel and Deputy GC talent
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Managing external client relationships
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Delivering exceptional legal talent for our clients
You will operate as a trusted search advisor — leading searches, building client relationships, and delivering exceptional legal talent to help clients secure high-caliber legal leadership.
This role is ideal for someone who thrives in a performance-based environment and wants to build something meaningful within a modern, human-centered firm.
Core Responsibilities
Search Strategy & Selection
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Lead full-cycle searches for lateral law firm partners and practice groups
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Lead full-cycle searches for General Counsel and Deputy GC roles
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Conduct market mapping, competitive intelligence, and talent landscape analysis
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Develop search strategies aligned to client business objectives
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Manage highly confidential and sensitive searches with discretion and professionalism
Client Advisory & Account Management
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Serve as a trusted advisor to law firm leaders, corporate executives, and boards
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Partner with clients on succession planning and strategic legal talent needs
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Provide executive-level communication and search updates
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Deliver consultative guidance on compensation, law firm economics, and partner portability
Candidate Experience & Relationship Building
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Build and maintain deep relationships with high-performing legal leaders
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Deliver an exceptional, white-glove candidate experience
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Serve as a trusted advisor to candidates navigating confidential transitions
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Maintain accurate CRM documentation, search tracking, and reporting
Role Requirements
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5+ years of legal or executive search experience, ideally in an agency or external search firm environment
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Demonstrated success recruiting lateral law firm partners and/or General Counsel and senior in-house legal leadership
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Strong understanding of law firm economics, partner portability, lateral hiring dynamics, and corporate legal department structures
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Track record of meeting or exceeding placement goals
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Ability to operate independently in a remote, performance-driven environment
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Excellent communication, stakeholder management, and advisory skills
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High level of discretion and integrity when handling confidential searches
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Willingness to travel occasionally as business needs require
What Sets You Apart
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Strong business acumen and a client-first mindset
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Established network within AmLaw firms and corporate legal departments
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Passion for modernizing legal search through a human-centered, future-of-work lens
Why livingHR
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Remote-first flexibility
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Opportunity to grow within a growing executive search practice
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Collaborative, modern professional services environment
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Performance-driven culture with meaningful earning potential
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A mission focused on making work better
Physical & Work Environment Requirements
This role is primarily performed in a remote setting and requires the ability to:
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Work at a computer for extended periods
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Communicate clearly and effectively through digital platforms
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Participate regularly in video meetings
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Travel occasionally to client sites
Reasonable accommodations will be made to enable qualified individuals with disabilities to perform essential functions of the role.
What You Can Expect
While we wish we could personally respond to every candidate, we will only reach out to candidates who meet or exceed the requirements and align with our approved markets.
Resources + Staying Connected
Career Transition Portal: https://livinghr.com/career-transition-portal
Follow us on social:
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Instagram: https://www.instagram.com/livinghrinc
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Facebook: https://www.facebook.com/livinghrinc/
Careers page: https://livinghr.com/careers
If you need assistance or accommodations with this application, contact talent@livinghr.com.
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed in the current source window
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.