On the practice of legal search.

The most successful hiring outcomes are decided before a recruiter ever picks up the phone. Learn how to prepare for a recruitment partnership to save time, money, and frustration.

Senior associates often learn more from live room dynamics than from written memos. This article explains why mentoring senior associates on rooms, not memos, transforms leadership development and retention.

Autumn is a pivotal season for general counsel searches. Discover market trends, candidate expectations, and strategies to secure the right legal leader for your organization.

Assessing a company’s culture from the outside is tricky but essential. Learn the signals that reveal true values, leadership style, and day-to-day reality.

The second interview is where real hiring decisions happen. Learn how to structure it, what to assess, and how to avoid costly mis-hires.

Presenting the same candidate twice may seem efficient, but it quietly damages your hiring outcomes. Here is why we refuse to do it — and what we do instead.

If you're a partner contemplating a lateral move, this note breaks down the critical factors—from cultural fit to compensation structure—to ensure your next step is the right one.

This article explains why the reference call is a vital part of the hiring process and provides a strategic framework for conducting effective reference checks.

A search proposal is more than a document—it's a blueprint for your hiring success. Learn what to look for and how to evaluate recruitment proposals effectively.

Reading widely isn't just for personal growth—it can transform your hiring strategy. This article explores how diverse reading habits help you attract better candidates, make smarter decisions, and build a stronger employer brand.

The lateral market has shifted, giving boutique firms a unique edge. Learn how to leverage strategic recruitment to attract and retain top talent.

Most hiring partners wait too long to act, costing their businesses time, money, and talent. This article explores why delays happen and how to avoid them.

Discover how to interpret the pauses, hesitations, and silences in interviews to uncover what candidates aren't saying—and make smarter hiring decisions.

Retained search is a strategic recruitment model that prioritizes quality and commitment over volume. This article explains why it’s the smarter choice for critical hires.

The lawyer's notebook approach offers a structured way to document candidate interactions, ensuring fair, data-driven hiring decisions that boost retention.

If your hiring process is dragging, quality is slipping, or your team is stretched thin, it might be time to hire a recruitment agency. This article outlines the key indicators and how a strategic partner can help.

We explain why limiting the number of active searches at any time leads to better hires, faster placements, and stronger retention for our clients.

The word 'fit' is used constantly in hiring, but rarely defined. This article explains how to define candidate fit with precision to improve hiring outcomes.

Explore why taste as a fiduciary duty is essential for hiring leaders. This article explains how prioritizing cultural fit and shared values protects your organization's long-term health and performance.

Staffing and search are two distinct recruitment models. This article breaks down when to use each, how they differ in process and outcome, and how to choose the right partner for your hiring needs.

A quiet summer for laterals doesn't mean you should pause hiring. Use this slow season to refine your strategy and secure top talent before fall.

A wrong hire at the partner level can cost your firm far more than salary. This article breaks down the true cost and how to avoid it.

Master the conversation before the conversation with strategic pre-interview screening. Learn how to save time, improve hire quality, and reduce turnover.

Why the two are distinct disciplines, and why the distinction is most expensive precisely where it is least visible.

Reaching passive senior counsel is a matter of relationships and discretion, not a job posting.

Technical excellence is necessary and insufficient. The rest is judgment, standing, and temperament.