Legal Recruiting FAQ for Employers
Given an open communication channel with you and a true partnership in the hiring process, we can typically source and screen a viable candidate pool in a matter of days. After that, how long the hiring process takes is up to you. The longest step is the interviewing phase, so the quicker you can review the resumes we send to you and provide feedback, the sooner we can tweak our search, get you the candidates you’re seeking, and the interviews can be scheduled. Throughout the process, we will continue to source and screen additional candidates as needed, based on the feedback you provide. The more you communicate with us and provide timely feedback and information, the quicker the process will go. A timely response with feedback and next steps also helps us keep top candidates engaged and enthusiastic about your position.
Once we have a conversation and understand your needs, we will be able to quickly send you a placement agreement for your review. We will need to understand the nature of the role, your ideal criteria for the position, how you plan to structure your search, and whether you’d like us to screen any direct candidates you receive, among other things.
Yes, we will either replace the candidate free of charge or provide a pro-rated, money back refund if the candidate leaves within a certain time period for any reason other than a layoff due to downsizing.
In this highly competitive job market, it is rare that the perfect candidate will respond to a job posting or other ad. We know or have previously spoken with the majority of the candidates we will submit to you. Our niche focus on legal placements and our longevity in this field has resulted in an extensive network of contacts across the state and the country. We maintain a proprietary database that tracks information on legal professionals we meet and come across on a daily basis, such as their experience, what type of position they are seeking, what locations they’re interested in, etc. In addition, we rely on referrals from other candidates and clients, and subscribe to many technological tools available for professional headhunters. These sourcing methods allow us to find passive candidates who are not reviewing or applying to job postings, but who would be interested if contacted and educated about the opportunity. We know who these candidates are, and they will talk with us.