Legal Recruiting Solutions

One of my biggest advantages is caring intensely about producing results for my clients. I've worked very hard over the last 20 years to create a process that allows me to engage enough people who are qualified to produce enough responses to hire someone who is a terrific fit. I'm also very good at communicating to associates why they should stop what they're doing and engage with your opportunity. When I write messages and the content of my verbal presentations, I do my best to make sure that it's compelling, credible, and written from the point of view of the candidates' best interests. In all communication, I have to believe and tell them why it is more than worth their time to engage with your opportunity.   

FAQ: Do you post job ads? Postings are useful for making it easier for candidates to find your opportunity and apply. But in my experience, attorneys who browse ads tend to move more often and negotiate harder. My focus is targeted outreach to passive candidates.

Where do your candidates come from? Decades of direct correspondence, a proprietary database, referrals, and a large attorney network. Hires almost always come from relationships—not posts.

How long does a typical search take? Role, practice area, and geography drive timelines. Before we get started I'll be able to give you very realistic projections in terms of time and cost.

Will you use our messaging? Absolutely. If you are happy with what you have now I can use it. If a refresh might help, I can provide new and/or revised content that gives candidates compelling reasons to respond. It is entirely up to you and what works for you.

Do you recruit beyond associates? My core focus is associates and paralegals for small/midsize firms. I do have extensive experience as well with non-legal roles, so I can let you know right away if it's something I can help with.