Hiring in Legal

• Law firms

  Practice-area associates, senior associates and partners.

  Associates (M&A, litigation, IP, employment) · Senior associates and counsel · Practice partners · Of counsel

• In-house legal

  GC, DGC and specialist in-house counsel.

  General counsel · Deputy general counsel · Commercial counsel · Employment counsel

• Practice-area specialists

  Deep specialists across practice areas.

  M&A and private equity counsel · Litigation and disputes lawyers · Regulatory and compliance counsel · IP and technology lawyers

• Legal operations

  Process, tech, spend and vendor.

  Legal ops directors · Contract lifecycle managers · Legal technology leads · Legal spend & vendor managers

• Paralegals & support

  Paralegals, contract analysts and legal researchers.

  Paralegals · Contract analysts · Legal researchers · Docket and knowledge specialists

• Bar admission tracks

  Qualifying and cross-border qualification routes.

  Newly qualified solicitors / attorneys · Trainees and articled clerks · Foreign-qualified lawyers

• Practice-area precision

  Legal CVs blur across practice groups. The rubric captures the specific matters, deal types and jurisdictions worked on so shortlists match the mandate — not the label.

• Jurisdiction and qualification

  Bar admissions, qualification routes and regulatory exposure are captured in intake and treated as first-class filters, not free-text notes.

• Firm vs in-house context

  Practice at a firm and running an in-house function reward different signals. Rubrics adjust so a GC search doesn't get firm-shaped CVs at the top.

• Legal-operations as its own discipline

  Legal ops leaders — process, tech, spend and vendor management — get a distinct rubric separate from traditional practice roles.

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For legal, these are the signals that carry weight:

• Practice-area rubric per requisition
• Jurisdiction and qualification as filters
• Evidence traced to the CV

• Bar admissions (state / country-specific)
• Solicitors Regulation Authority (SRA) admission
• Practising certificate
• CIPP/E, CIPP/US (privacy)

• Bar admission verification (US, UK, EU, APAC)
• SRA / Bar Council compliance (UK)
• GDPR / privacy exposure for tech and data hires
• SEC / FCA regulatory exposure for financial-services counsel

1. A ranked set of candidates, each with a score and the evidence behind it.
2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
3. Salary expectation against your band, stated plainly, before you invest interview time.
4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.