We often see situations where a legal team becomes insular and/or isolated from the larger management team. This scenario can happen for several reasons, and the outcomes are generally problematic. Therefore, securing buy-in from the senior management team about the need for additional legal talent is critical. Doing so will help the newly hired legal professional’s onboarding, integration, and success. The entire legal team will benefit as well. Clear communication is essential.
The communication process becomes matrixed very quickly, and there are multiple ways and places for communication to become muddled. Your requirements for a new hire should be fully defined and embrace all of the following:
- Establish Buy-In from Senior Management
- Identify key stakeholders within the senior management team.
- Schedule a meeting to discuss the legal team’s needs and the benefits of adding new talent.
- Prepare data-driven insights demonstrating the value of additional legal professionals.
- Secure agreement on the hiring plan, including a budget and the timeline.
- Define Hiring Requirements and Job Specifications
- Draft a comprehensive position description outlining key responsibilities and qualifications.
- Clarify reporting structure and organizational placement.
- Establish compensation details, including salary, bonus, equity, and signing bonus.
- Gather benefits information, including summary plan descriptions and 401(k) details.
- Define PTO, vacation, and relocation policies.
- Ensure internal alignment on the role’s expectations and success metrics.
- Clarify the Interview and Selection Process
- Determine who the legal team serves and who needs to be involved in the hiring decision.
- Define the interview process, including rounds, participants, and evaluation criteria.
- Develop a fair and transparent process for communicating with unsuccessful internal candidates.
- Establish a system for tracking and managing candidate feedback.
- Determine whether HR has the expertise to support legal recruitment or if external assistance is needed.
- Engage with a Search Partner if Needed
- Assess internal recruitment capacity and determine if external search support is necessary.
- Decide whether to engage a general search firm or a specialized legal recruiter.
- Understand the approval process for engaging a search firm.
- Evaluate search firms based on the following:
- Experience with in-house legal placements.
- Specialization in legal recruitment.
- Industry-specific expertise.
- Success rate and longevity in business.
- Terms and conditions of engagement.
- Structure the Interview Process for Efficiency and Effectiveness
- Define a vetting process for initial resume reviews and interview invitations.
- Identify interview participants, including legal team members, C-suite executives, and business unit heads.
- Determine the number of interview rounds and structure of candidate meetings.
- Assign responsibilities for candidate communication.
- Align decision-making criteria across all interviewers.
- Maintain Momentum and Decision-Making Efficiency
- Keep the hiring process structured to avoid delays and candidate disengagement.
- Ensure timely feedback and decision-making at every stage.
- Stay aware of market dynamics and act quickly on top candidates.
- Streamline internal approvals to facilitate swift hiring decisions.
- Implement Continuous and Transparent Communication
- Create clear communication channels for updates on hiring progress.
- Keep all relevant stakeholders informed throughout the process.
- Ensure prompt follow-up with candidates to maintain engagement and interest.
