When Your General Counsel Seat Is Empty, Risk Doesn’t Wait.

When a General Counsel or Chief Legal Officer role is vacant, legal direction fractures. Regulatory strategy slows. Risk tolerance goes untested. Commercial decisions stall. Outside counsel spend expands – quietly and without internal counterbalance.

This is where the right search partner changes the trajectory. Princeton Legal Search Group partners with CEOs, Boards, and Chief Legal Officers to secure seasoned in-house legal leaders when the exposure is greatest and the margin for error is smallest. We combine institutional knowledge of your business with enduring access to undisclosed legal talent, delivering legal leaders who possess the judgment, credibility, and strategic discipline to strengthen the enterprise from day one.

Our work is fully embedded in the in-house legal market. We spend every day engaging with senior legal leaders and have built trusted relationships, acquiring the hiring insights required to execute high-stakes searches with confidence, transparency, and discretion.
It is this depth of engagement that leads those same leaders to rely on us when it’s their turn to build their own legal teams.

Since 1999, we have achieved a 100% placement success rate across every senior General Counsel and Chief Legal Officer search we’ve conducted, as measured by leaders who deliver impact to organizations navigating M&A, CEO transitions, market expansion, and increasing enterprise complexity.

The right legal leader reduces risk before it materializes. Our commitment is to secure that leader, with precision and certainty, the first time.

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What People Are Saying

“David provided thoughtful and experienced guidance during a difficult time. His understanding of the market and his practical approach enabled the parties to come together and strike an equitable deal. I have, and will continue, to recommend the services of Princeton Legal Search Group.”

- Partner
Private Law Firm

“David is the ultimate professional, and has a unique ability to match a professional’s background and aspirations, with his corporate and law firm clients’ requirements. Making the connection is not David’s ultimate goal, however. He works with candidates and clients in a detailed and approachable manner, to structure resumes so that they best represent the candidate, to keep candidates informed in a real-time fashion as to job status, interview schedule, feedback, and ultimately offer negotiations – all the while being candid, accessible, and honest. If there is one word to characterize the acumen, skill set, and sixth-sense David Garber brings to the legal recruiting industry, that word is INTEGRITY.”

- Mark Boyland, General Counsel , Counsel
Benjamin Moore & Co.

I’m just about two months into my first in-house position after almost 10 years as a “biglaw” associate. I couldn’t have wished for a better fit. Fortunately, Mary Clare knew my new employer well enough to know a good match when she saw one, and she made sure that I had a chance to prove her right.

She was fantastic during every step of my transition. She answered my questions about the position and about the company—promptly and substantively. And, importantly, she did a fantastic job preparing me for the interviews.

I learned a couple of valuable lessons in this process—go with a recruiter that takes the time to know the company, and that the company trusts. Mary Clare obviously has earned my employer’s trust.

- Larry Munoz, Senior Corporate Counsel
LAPAC Integra Life Sciences

When Your General Counsel Seat Is Empty, Risk Doesn’t Wait.

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