Start with the work that will be owned
A legal title alone is not a recruiting brief. For a San Francisco search, define the matters, clients, authority, reporting line and work model before outreach starts. Separate required experience from experience that would be useful but trainable.
Define the legal remit
Identify the contracts, regulatory questions, litigation management, privacy, product or commercial work the counsel will own. State what stays with outside counsel and which internal leaders rely on this hire.
Show the operating environment
Clarify reporting relationship, board or executive interaction, commercial tempo, team size, budget responsibility and required office cadence. General counsel, product counsel and commercial counsel are distinct searches.
A permanent hire needs a decision-ready brief
BEGHR helps employers scope direct-hire searches. The employer makes the employment decision and directly employs the hire. Scope, fee, candidate ownership, timing and any replacement terms are set in the agreed engagement before a search begins.
For a broader overview, see our legal recruiting services and direct-hire process.