Jobs / United States / Foley Hoag Llp
Associate Director of Legal Recruiting
Foley Hoag Llp · 🇺🇸 Boston Office
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 10 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 2 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- What Foley Hoag Llp paid sponsored hires in similar roles6 certified filings for “Associate” (Lawyers) in NY: $175k–$225k, median $200k. Most were filed at wage level II (50%) — 2 lottery entries, ≈31% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Foley Hoag Llp
The US Department of Labor certified 10 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 2 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Foley Hoag Llp →
About the role
The Associate Director of Legal Recruiting (“the Associate Director”) is responsible for providing strategic leadership in the management and advancement of the firm’s associate and student recruiting program. The Associate Director reports to the Chief Growth and Legal Recruiting Officer and works directly with the Hiring Committee and firm leadership — including department chairs, industry group chairs, and practice group leaders — to drive innovation, develop key initiatives, and shape the long-term strategy for the recruitment and hiring of summer associates, entry-level associates, and lateral associate candidates. This role carries elevated responsibility for program design, stakeholder engagement, cross-departmental collaboration, and supervision of a direct report. Responsibilities: • Leads the associate and student recruiting process, working directly with the Hiring Committee and firm leadership to set and achieve the firm’s associate and student hiring goals. • Directly supervises and mentors a direct report, fostering their professional growth and ensuring high performance. • Develops and drives diversity-focused recruiting strategies in collaboration with the Diversity, Equity & Inclusion Department, identifying new pipelines and programs to strengthen the firm’s commitment to an inclusive hiring process. • Cultivates and expands strategic relationships with law school career services offices, student organizations, and affinity groups to elevate the firm’s brand and competitive position on campuses. • Oversees and refines the law school OCI registration process, all related logistics, and the candidate preselection process to ensure efficiency and alignment with firm hiring priorities. • Leads the callback interview process, including the design of interview protocols, strategic selection of attorney interviewers, coordination of interview feedback, and continuous improvement of the candidate experience. • Serves as the primary recruiting liaison to the Hiring Committee and firm leadership, including department chairs, industry group chairs, and practice group leaders, facilitating the hiring decision process and providing data-driven recommendations. • Designs and provides strategic oversight of the firm’s summer associate program, including pre-arrival communications, orientation and training programs, mentoring initiatives, the social event calendar, work evaluations, and the extension of offers. • Oversees all recruiting-related correspondence and manages communications with law student and entry-level associate applicants on behalf of the firm. • Conceptualizes, plans, and manages student recruitment events and activities, and prioritizes the firm’s sponsorship and participation in mock interview programs, career fairs, and other opportunities to engage with law students throughout the academic year. • Develops and executes a comprehensive social media and marketing strategy related to law student recruitment, and collaborates on enhancements to the legal recruiting website. • Represents the firm in local and national legal recruiting organizations, building the firm’s reputation and contributing to industry best practices. • Works closely with department chairs, industry group chairs, practice group leaders, and the Professional Development and DEI Departments to design and manage the orientation and training program for new associates. • Manages and exercises fiscal oversight of the budget related to the summer program and student recruitment events. • Monitors competitive market trends and emerging best practices in legal recruiting, and proactively recommends strategic adjustments to further the firm’s associate and student recruiting initiatives. • Other projects and responsibilities as ass