Legal recruitment
We will find the lawyer your team needs and read their work before you do: the role at the right level, candidates tested on real matters, and an offer that matches what you described.
When you need legal recruitment
Your first lawyer starts from nothing
There is no one inside to write the job description, and no one to judge the answers at interview. The first hire sets the standard every later one is measured against.
The last legal hire did not last
Someone bright arrived, did work nobody could check, and left within the year. The second attempt starts from a team that now expects the next one to fail.
Recruiters cannot read legal work
A general agency can screen a CV and take up references. It cannot tell a careful contract from a confident one, and that is the whole difference.
You do not know the level
The vacancy says counsel, the work is contract administration, and the salary was set from a survey. Three different roles are being advertised as one.
One lawyer has to cover several places
The company operates where it operates, and the hire has to handle work that crosses borders. What that person may sign off on is a real limit.
The outside legal spend keeps climbing
The same questions go out to counsel every month and come back priced. Somewhere along that line a salaried person becomes the smaller number.
What legal recruitment involves
Hiring a lawyer carries a difficulty other hires do not: the person doing the hiring usually cannot evaluate the work. Everything else about the process is ordinary. This one thing is why legal vacancies stay open for months and then close on the wrong person.
What we do here is matching: bringing an employer and a candidate together without becoming a party to the employment relationship that follows. The international standard on private employment agencies treats that as a labour market service of its own, separate from employing someone in order to make them available to a third party. The distinction is the whole point — you employ the lawyer, and the working relationship afterwards is yours.
The same standard sets a general prohibition on charging fees or other costs, directly or indirectly, in whole or in part, to the worker. It binds the states that have ratified it, and where you are hiring the local law is what applies; we work to it regardless. Our fee is the employer’s, and a candidate who is asked for money by anyone in a hiring process should stop and ask why.
What you get
- A role written from the work that actually exists, at the level it actually needs.
- Candidates whose legal work has been read by lawyers, with written findings.
- Verified admission, standing and any restriction on what the person may sign.
- An offer and an employment contract that fit the role you defined.
- A first-quarter plan, so the hire has something to be measured against.
What stays on your side
- The decision. We narrow and evidence; we do not choose your colleague.
- The pay, the title and the reporting line.
- Access to the people the candidate will actually work with.
- Everything after the start date, which is where the hire is really made.
Hiring against borrowing
You hire the person
The lawyer joins your payroll, sits in the room where decisions are made, and the knowledge they build stays with you afterwards.
You borrow the capacity
Someone from our side joins the team for a fixed stretch, while we keep carrying their contract, their absence and anyone who has to stand in.
Sources: Guide to private employment agencies (International Labour Organization, 2025), quoting the Private Employment Agencies Convention, 1997, article 1(1) on matching services and article 7(1) on the prohibition of charging workers.
Stages of work
The role before the search.
We will look at what legal work the company actually produces in a month — the contracts, the questions, the filings, the arguments — and write the role from that. This is the step where the wrong level gets chosen, before anyone has met a candidate.
A brief people can answer.
The description says what the person will own, what they will be given and what they will not be expected to do alone. Candidates worth having read that last part first, because it tells them whether the job is honest.
Finding and approaching candidates.
We will search where lawyers of that kind actually are, approach them ourselves and screen against the brief. Nobody is charged anything for being considered, at any stage.
A test made of real work.
Each shortlisted candidate works a task drawn from your own matters, with the sensitive parts removed. Our lawyers read the output and write down what they saw, so you get findings you can compare instead of impressions.
Admission and what it permits.
We will confirm the qualification, the standing and, where the role crosses borders, what the person may sign or appear on. A lawyer’s permission to act comes from where they were admitted and from where the work lands.
The offer and the contract.
We will draft the offer and the employment terms — confidentiality, conflicts, what happens to work in progress if the person leaves — under the law that governs the employment.
The first quarter.
A written plan for the first weeks: what the hire takes over, in what order, and what they are measured on. Where the aim is to design the function itself, that is in-house legal setup and audit, and borrowing a lawyer of ours is legal function outstaffing.
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