Start with the work that needs an owner
For a San Francisco legal search, specify the matters, internal clients, reporting line, decision authority and working model before outreach starts. Separate requirements that are essential on day one from capabilities the employer can support through onboarding.
Map the agreement portfolio
Identify the contract types, business partners, volume, drafting and negotiation responsibility, escalation path and approval authority. Sales agreements, procurement contracts, NDAs and regulated customer terms call for different experience.
Show how agreements move through the business
Clarify CLM or document-management systems, playbooks, signature controls, turnaround expectations and the legal team’s role in exceptions. Candidates should know which decisions they can make and when legal counsel becomes involved.
Keep the hiring decision with the employer
BEGHR helps employers prepare permanent-hire searches. The employer decides whom to hire and directly employs the successful person. Scope, fees, candidate ownership, timing and any replacement terms are established in the written engagement before a search begins.
For a broader overview, see our legal recruiting services, direct-hire process, and BEGHR’s legal placement service.