Start with the work that will be owned
A legal title alone is not a recruiting brief. For a Los Angeles 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.
Specify practice responsibility before sourcing
State the practice area, percentage of time expected on core matters, writing or deposition responsibility, supervision and the client exposure available at the role’s actual level.
Make the offer comparable
Explain compensation structure, billable or productivity expectations where relevant, office attendance, professional-development support and who can approve a change in terms. A candidate should not learn the essential workload or location conditions after the first interview.
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, direct-hire process, and BEGHR’s legal placement service.