The Hiring Process
We handle the entire end-to-end hiring process for you.
Initial Consultation
We meet with you to gain a thorough understanding of your firm’s specific needs, and expectations. This enables us to tailor the recruitment process to your unique requirements from the outset.
Defining the Role
We collaborate closely to develop a comprehensive role profile that clearly outlines the responsibilities, required competencies, and relevant experience. We will provide guidance around expectations and whether certain tasks are suitable for outsourcing. Once finalised, we proceed to sourcing qualified candidates.
Candidate Sourcing
Our recruitment team begins by reviewing our existing pool of qualified legal professionals. We then utilise specialised recruitment tools and platforms. Through a proactive approach, we build a carefully vetted shortlist of candidates, reaching out directly to those whose experience and skills best align with your firm’s specific criteria.
Initial Interview and Screening
Shortlisted candidates are interviewed to assess legal aptitude, communication skills, and role suitability. Candidates who perform well at this stage are then invited to complete assessments to ensure their demonstrated abilities align with their interview responses.
Assessments
If you have specific drafting or task-based assessments you prefer candidates to complete, we incorporate them. Otherwise, we provide a role-relevant assessment developed by our team. Alongside this, we conduct personality and behavioural assessments to confirm that candidates are not only technically capable, but also well-aligned with your firm’s culture, values, and working style. The completed task, behavioural profile, and candidate’s CV are then submitted to you for review — offering both a qualitative and quantitative basis for evaluation.
Reference Checks
We undertake reference checks with previous employers or supervisors to verify the candidate’s experience, work ethic, and reliability before presenting them to you for consideration.
Client Interview and Final Selection
You’ll typically receive 2–3 final candidates, all vetted and pre-screened. You may choose to interview those who align most closely with your needs and review their completed assessments. Should no candidate meet your expectations, we recommence the process — prioritising fit above quick placement.
Offer and Onboarding
Once a candidate is selected, we facilitate the offer process and manage onboarding.