The Challenge
SRFC is the #1 most active issuer counsel in PIPE/private placement markets. You'll own the playbook for lateral partner recruitment, practice group M&A, and brand elevation—turning a 70-attorney powerhouse into the obvious choice for high-caliber talent and marquee transactions.
Your Mission
Map competitive landscape: document 15+ peer firm marketing strategies, compensation benchmarks, and lateral hiring patterns to inform SRFC's positioning
Launch lateral candidate pipeline: establish relationships with 3-5 legal recruiters and identify 10+ partner prospects across target practice areas
Audit & optimize marketing assets: review website, social, deal announcements for consistency; create updated brand guidelines and content calendar
Develop acquisition criteria framework: work with leadership to define must-haves for practice group acquisitions and create due diligence playbook
Close 1-2 lateral partner hires or advance 3+ candidates through pipeline with measurable ROI tracking
Increase firm visibility: secure 5+ media placements, 3+ speaking slots at legal conferences, and improve SEO rankings for target practice areas
Execute 2-3 successful practice group acquisition evaluations (even if not closed, demonstrate rigorous process)
Build replicable systems: create templates for candidate outreach, deal announcements, ranking submissions that can scale without additional headcount
KPIs You'll Own
Lateral Partner Placements
Number of partner-level hires closed via your pipeline work, measured quarterly with revenue contribution tracking.
Practice Group Acquisition Pipeline Value
Estimated combined revenue/EBITDA of practice groups in active evaluation or closed during your tenure.
Brand Visibility Score
Media placements secured, speaking engagements, legal ranking improvements (Chambers, Best Lawyers, etc.), and organic website traffic growth YoY.
Marketing Budget Efficiency
Cost per qualified candidate sourced and cost per media placement or brand touchpoint delivered.
Competitive Intelligence Currency
Timeliness and accuracy of market data on peer firm moves, compensation, and practice group trends used in strategic decisions.
Tools & Stack
Your Team
Your Manager
Firm leadership / Managing Partner
Current Team
Likely solo marketing function or backfill role; will collaborate closely with recruiting, practice group leaders, and senior partners
New hire or potential backfill; will have authority to hire marketing/business development support as firm grows
The Package
Salary
$140K-$180K base
Variable
Likely bonus tied to lateral hires closed and acquisition success (10-20% of base estimated)
Remote
On-site in New York, NY. Full-time permanent role.
Benefits & Perks
Company Intelligence
SRFC is a nationally recognized 70-attorney law firm headquartered in New York with deep expertise in securities, corporate transactions, litigation, trusts & estates, and tax. They're ranked #1 in PIPE and private placement issuer counsel by PlacementTracker (2024-2025) and recognized in Chambers USA 2026 for securities transactions and litigation.
Team Size
70
Customers
Mid-market and enterprise clients in securities transactions, PE/VC, M&A, and complex litigation
Is This Role For You?
- You've worked 3+ years in law firm business development, marketing, or recruiting and understand partner economics, practice group dynamics, and lateral market mechanics
- You're comfortable pitching senior attorneys and managing up; you can influence without authority and navigate partner politics diplomatically
- You're data-driven: you use competitive intelligence, market trends, and KPIs to build strategy, not gut feel alone
- You want to own real outcomes—lateral placements, acquisitions, brand growth—not just create pretty decks
- You need remote flexibility; this is 100% on-site in NYC and requires daily relationship-building with partners and staff
- You're uncomfortable with confidentiality and discretion; you'll handle sensitive candidate info, acquisition targets, and compensation data constantly
- You're new to professional services; the learning curve on law firm dynamics, economics, and recruiting is steep and non-negotiable
Interview Process
Initial screening call
Phone screen with HR/recruiting lead to confirm legal services background, SRFC culture fit, and understanding of the role scope.
Hiring manager interview
Deep dive with Managing Partner or Practice Group leader on strategy, lateral market knowledge, acquisition experience, and competitive dynamics.
Case study or work sample
You'll likely discuss a past business development win or marketing campaign—how you sourced candidates, evaluated targets, or built visibility.
Partner panel or final round
Meet 2-3 senior partners to assess your ability to manage up, communicate clearly, and understand their vision for firm growth.
Interested in this role?
Apply now and hear back within days, not weeks.
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About Growth Marketing Roles
Growth marketers drive user acquisition, activation, and retention through data-driven experimentation. They sit at the intersection of product, data, and marketing — running A/B tests, building funnels, and scaling what works.