Set the scope before the title
Write down the matters, client groups, reporting line, budget authority, work location and first-year outcomes. This becomes the standard for evaluating candidates.
Separate requirements from preferences
List jurisdictional admission, years of practice, practice-area experience, language skills, software, industry experience and travel needs separately. That lets the hiring team decide where it can be flexible.
Make the interview process usable
Name the interviewers, the evidence each person evaluates, the candidate communications owner and the person who can approve an offer. A lengthy process with unclear decision rights loses otherwise qualified applicants.
Use official sources for verification
For credential research and court resources, use the New York State Unified Court System. This site does not determine admission status, good standing or eligibility to practice.