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.
Design the workflow, not only the title
Describe matter types, filing, discovery, transaction or case-management work, software, document volume and the attorneys or legal operations leaders who will supervise the role.
Be clear about standards and support
State the experience that is indispensable, the systems the employer will train, office or hybrid expectations and how work quality is reviewed. Legal assistant, paralegal and senior case-management roles should not share a generic brief.
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.