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.
Separate advisory work from program ownership
Specify whether the role advises on product, commercial contracting, incident response, vendor review, advertising, data governance or a wider privacy program. Identify the jurisdictions, regulated products and internal stakeholders the counsel will support.
Describe the decision environment
Clarify reporting line, interaction with security and product teams, use of outside counsel, tools available and the authority to approve or escalate decisions. A privacy title alone does not explain what the person will own.
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.