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.
Design the support workflow
Describe attorney support, calendaring, filing, document production, client communication, billing or matter-intake responsibilities. Separate a legal-assistant position from a paralegal or executive-assistant role so candidates can understand the work.
Explain tools, priorities and supervision
Name the document, practice-management and calendar systems, the expected volume, how urgent work is prioritized and who reviews output. A concrete workflow creates a more useful search brief than a generic administrative title.
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.