Partner Recruitment Manager in Bristol

The role: We are looking for a Partner Recruitment Manager to join our HR department in London or Bristol. The Partner Recruitment team plays a critical role in delivering the firm's strategic growth ambitions through the attraction, assessment, hiring and integration of exceptional lateral partner talent across our international network. As Manager within the Partner Recruitment team, you will work closely with National and International Practice Group Heads, regional leadership teams and business services stakeholders to develop and execute lateral partner hiring strategies globally. You will provide end-to-end support throughout the recruitment lifecycle, from identifying growth priorities and advising on market opportunities through to candidate assessment, offer negotiation, onboarding and integration. You will act as a trusted adviser to senior stakeholders, bringing deep understanding of the legal recruitment market, competitor landscape, partnership dynamics and practical hiring considerations. Working across multiple jurisdictions, you will help ensure a consistent, commercially focused and high-quality approach to partner recruitment that supports the firm's long-term growth strategy.

What will you do:

• Strategic hiring advisory: Partner with senior stakeholders to understand growth priorities, identify hiring opportunities and develop recruitment strategies that align with the firm's global and regional objectives.
• Market intelligence: Build and maintain knowledge of legal markets, competitor activity, talent trends and practice-specific developments to inform hiring decisions and support business planning.
• Talent identification and engagement: Develop approaches to identify and attract high-calibre lateral partner candidates across multiple jurisdictions, sectors and practice areas.
• Stakeholder management: Act as a trusted adviser to practice group leaders, regional leaders and hiring partners throughout the recruitment process, ensuring alignment and effective decision-making.
• Assessment and due diligence: Support the evaluation of candidates by reviewing business plans, analysing strategic fit and advising stakeholders on areas for investigation, challenge and testing throughout the assessment process.
• Commercial negotiations: Manage relationships with external search firms, negotiate agency terms and fees, and ensure value for money and a consistent approach across the firm's recruitment activities.
• Recruitment process management: Lead and coordinate recruitment processes from initial engagement through to offer stage, ensuring an efficient, professional and candidate-focused experience.
• Risk and practical advisory: Advise stakeholders on practical recruitment considerations including restrictive covenants, notice periods, team moves, portability of work and other market-specific risks associated with lateral hiring.
• Cross-functional collaboration: Work closely with HR, Finance, Risk, Conflicts, Legal and Marketing & Business Development teams to ensure a seamless and coordinated approach to partner hiring.
• Offer management: Support the preparation and negotiation of offers, ensuring commercial alignment and a positive candidate experience.
• Onboarding and integration: Lead the onboarding and integration of new partners, working with key stakeholders to support successful transition, early engagement and long-term success within the firm.
• Continuous improvement: Contribute to the development of recruitment processes, market insights, reporting and best practice frameworks that enhance the effectiveness of the Partner Recruitment function globally.

What we are looking for:

• Significant experience within legal partner recruitment, professional services recruitment or executive search.
• Strong understanding of the lateral partner market, including the commercial, financial and strategic considerations associated with senior-level hiring.
• Experience managing complex recruitment processes involving multiple stakeholders and jurisdictions.
• Proven ability to build credibility and influence senior stakeholders, including partners and business leaders.
• Strong commercial awareness and the ability to assess business cases, growth opportunities and strategic fit.
• Experience of reviewing and challenging business plans and financial information.
• Knowledge of practical considerations associated with senior-level hiring, including restrictive covenants, notice periods and team moves.
• Experience negotiating with search firms and managing external supplier relationships.
• Excellent project management and organisational skills, with the ability to manage multiple priorities simultaneously.
• Strong analytical and problem-solving capabilities.
• Outstanding communication and relationship-building skills.
• Resilient, adaptable and comfortable operating in a fast-paced and evolving international environment.
• A collaborative approach and a commitment to delivering an exceptional stakeholder and candidate experience.

Career Level: The career level assigned to this role is level 4. The career level framework provides a formal structure for the business services functions at the firm. The framework, which ranges from level 1 to level 7, clearly defines the responsibilities, skills and competencies required at each level.

Here at Simmons & Simmons: At Simmons, we are proud of our collaborative, open and non-hierarchical culture, where everyone is treated with respect and dignity and the wellbeing of our people is paramount. Our dynamic minds work as one integrated team, partnering with leading organisations on inspirational and thought-provoking projects that matter. From day one, irrespective of job title, qualification or background, everyone’s voice is heard, and you are encouraged to have an enquiring mind and share ideas that drive the firm forward. Through innovative learning and development opportunities, you will have a platform to excel, exceed your career ambitions, and achieve things you never thought possible.

Some key information:

• We offer a competitive package including bonuses dependant on role/level, private medical insurance and pension contribution.
• Our global skills academy provides our people, regardless of their role and location, with excellent learning opportunities (including live workshops, podcasts, short videos and practical learning experiences).
• We have adopted a hybrid working approach with a requirement for a minimum of three days in the office with flexibility dependant on role/team/client demands.
• We are proud to rank as a Times Top 50 Employer for Gender Equality, a Stonewall Top Global Employer, and a Top 75 Employer for Social Mobility.
• We have a range of social and sports committees, summer and winter parties and monthly get-togethers.
• We have a range of diversity networks to connect people and celebrate our differences which is integral to our inclusive culture.
• All UK offices have their own artwork collections – including Damien Hirst and Tracey Emin pieces in the London office.
• We have a long-standing history in supporting the art community especially up-and-coming artists.
• We have recently introduced a Strategic Advisory Council which is a mix of associates and business services who will propose strategic initiatives that align with our firm's mission and support the delivery of our business plan, shaping the future of our next-generation law firm.
• Our in-house generative AI tool, Percy, won the ‘Innovation in Automation and AI Tools’ category at the 2024 FT Innovative Lawyers Europe Awards. This achievement highlights our commitment to technological innovation and client service.
• We have been commended in The Times Best Law Firms 2026 across three categories: construction, employment, and intellectual property. Our profile is highly positive, highlighting our sector specialisms and notable case and transactional work.

Equal opportunities: We are committed to fostering equality, diversity and inclusion within our firm and to ensuring equal employment opportunities. We believe that this commitment creates a vibrant and rewarding work environment. We are therefore committed to:

• Upholding equal opportunities, regardless of race, ethnicity, religion, belief, age, disability, sexual orientation, sex, gender reassignment, gender identity, marital status, or pregnancy, including maternity and paternity.
• This commitment extends to addressing any instances of perceived or associative discrimination and harassment.
• We also ensure fair treatment during recruitment and selection processes for those who are serving or have served in the armed forces, along with their families.
• Accommodating requests for flexible working arrangements whenever possible. We encourage you to discuss your needs with us if this is something you require.
• Making our roles accessible to individuals with diverse abilities. If you need any reasonable adjustments during the recruitment process, please let us know so we can meet your needs.
• We offer a range of employee networks to support our colleagues. More information about these networks can be found in the D&I Information booklet that candidates are sent when invited to interview.