The posting brings volume, not fit
Dozens of CVs, and not one of them tells you whether this person can actually run the matter.
For law firms & legal departments
The CVs arrive. Telling the real ones apart is the actual work — and it is the part nobody does for you.
The real reason the role is still open
Dozens of CVs, and not one of them tells you whether this person can actually run the matter.
The lawyer you need is employed, busy and doing well. They will never see your ad.
An hour in a room tells you who interviews well. It does not tell you who thinks well under pressure.
The salary is the small part. The matter that slipped, the client who noticed, the months to start over.
A stack of forwarded CVs, no filter, no accountability — and an invoice at the end of it.
Every week without the hire is work absorbed by people on your team who already have too much.
How we shortlist
What the matter load actually looks like, who they would work with, and what “good” means inside your firm — not inside a job description.
Most of the people worth meeting are employed and content. They do not answer postings. We reach them directly, and discreetly.
Matters they have actually handled in the specialty you need, and the licence that says they can — verified before you ever meet them.
A few names, each with a reason attached and the one we would meet first. If we do not have the right person yet, that is what we tell you.
The difference
Four moments where the two behave differently. The words on the right are the ones we expect to say to you.
Here are eight CVs that came back for “corporate lawyer”.
Three names. Here is why each one — and the one I would meet first.
Her CV says she does cross-border work.
She closed two cross-border acquisitions last year. I checked the record before I sent her to you.
Let me know how the interviews go.
I’ll speak to you after each interview — including when I think you are about to make a mistake.
This candidate is perfect for you.
I do not have the right person for this yet. Give me two more weeks, or hire elsewhere with my blessing.
What a search includes
A working session about the role, the team around it and the kind of lawyer who lasts in your firm.
We approach lawyers who are not on the market, in the specialty and the jurisdiction you need.
Licence in good standing, the matters they claim, and working English where the role needs it.
A few names with a written reason for each, and an honest ranking — not an alphabetical list.
We prepare both sides, sit with the feedback, and tell you what we are hearing from the candidate.
We check in with both of you once the person is inside, while it is still cheap to fix a mismatch.
Before you get started
It depends on the specialty and how narrow the role is, and we would rather tell you a real range on the brief call than publish a number here that sounds good. What we can commit to is that you hear from us during the search, not only at the end of it.
We are paid by the firm, and we agree the fee before the search starts — in writing, with the whole number visible. There is no charge to have the first conversation.
No, and it does not compete with us. The posting reaches lawyers who are looking. Our job is the ones who are not.
Yes, across Central America, and we place lawyers with firms elsewhere in the Americas. Where we are strongest is where we actually know the market and the people.
Yes. We can approach candidates without naming your firm until you want it named, and we do not tell the market which firms are hiring.
Tell us about the role
Tell us what the role has to do. We will come back to you with what we think it will take to fill it — including if we think you should not use us.