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.
State the litigation work precisely
Name the forum, case types, client sector, discovery volume, motion practice, deposition responsibility and expected trial role. Commercial, employment, insurance, investigations and complex civil matters are not interchangeable assignments.
Evaluate evidence tied to the role
Use the same job-related evidence for every candidate: writing samples when appropriate, examples of case strategy, experience supervising discovery, client communication and the responsibilities they held rather than merely observed.
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.