Start with the work that needs an owner
For a New York legal search, specify the matters, internal clients, reporting line, decision authority and working model before outreach starts. Separate requirements that are essential on day one from capabilities the employer can support through onboarding.
Define the transaction and advisory mix
Distinguish M&A, financing, governance, securities, commercial contracting and entity-management work. State whether the attorney leads matters, advises a partner or business team, manages outside counsel, or supports a defined practice group. A broad corporate title should not obscure the work that determines fit.
Make the commercial environment visible
Explain the client base, deal cadence, supervision, staffing, expected office presence and the level of drafting or negotiation ownership. Candidates can assess a permanent role only when the actual operating environment is clear.
Keep the hiring decision with the employer
BEGHR helps employers prepare permanent-hire searches. The employer decides whom to hire and directly employs the successful person. Scope, fees, candidate ownership, timing and any replacement terms are established in the written engagement before a search begins.
For a broader overview, see our legal recruiting services and direct-hire process.