Functions
Legal
Counsel who move at the speed of the business.
Why this seat matters
Legal either moves at the speed of the business or the business slows to the speed of legal. An open seat means contracts sit, deals wait on review, and risk gets accepted by people who were never meant to be accepting it.
Roles we place
General Counsel
Associate General Counsel
Director of Compliance
Contracts Manager
Who we place
In-house legal and compliance talent, from paralegals through General Counsel. We find the people who bring the responsiveness, attention to detail, and judgment the work demands.
How we find them
Strong in-house counsel are busy keeping deals moving, and a job post rarely reaches them. We build each search from zero, reach them directly, and look closely at the matters they have actually handled. You meet 2 or 3 people with the right expertise and the responsiveness your business needs.
We commit to
An accepted offer within 30 days of intake, so contracts and deals stop waiting on review. One relationship manager from your first legal search to your tenth. No pods, no hand-offs, and we never drop your search for a bigger one.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
Some legal and compliance searches get narrow fast. When you need particular regulatory expertise in a specific jurisdiction, we’ll tell you upfront how deep the talent pool is and what it will take to find the right person.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Contracts, deals, or critical work are stalled because you don’t have the legal or compliance talent to move them forward.
You want a clear view of the talent market before the search begins.
You have approval to hire and want the right person in the seat within 30 days.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Legal
Counsel who move at the speed of the business.
Why this seat matters
Legal either moves at the speed of the business or the business slows to the speed of legal. An open seat means contracts sit, deals wait on review, and risk gets accepted by people who were never meant to be accepting it.
Roles we place
General Counsel
Associate General Counsel
Director of Compliance
Contracts Manager
Who we place
In-house legal and compliance talent, from paralegals through General Counsel. We find the people who bring the responsiveness, attention to detail, and judgment the work demands.
How we find them
Strong in-house counsel are busy keeping deals moving, and a job post rarely reaches them. We build each search from zero, reach them directly, and look closely at the matters they have actually handled. You meet 2 or 3 people with the right expertise and the responsiveness your business needs.
We commit to
An accepted offer within 30 days of intake, so contracts and deals stop waiting on review. One relationship manager from your first legal search to your tenth. No pods, no hand-offs, and we never drop your search for a bigger one.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
Some legal and compliance searches get narrow fast. When you need particular regulatory expertise in a specific jurisdiction, we’ll tell you upfront how deep the talent pool is and what it will take to find the right person.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Contracts, deals, or critical work are stalled because you don’t have the legal or compliance talent to move them forward.
You want a clear view of the talent market before the search begins.
You have approval to hire and want the right person in the seat within 30 days.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Legal
Counsel who move at the speed of the business.
Why this seat matters
Legal either moves at the speed of the business or the business slows to the speed of legal. An open seat means contracts sit, deals wait on review, and risk gets accepted by people who were never meant to be accepting it.
Roles we place
General Counsel
Associate General Counsel
Director of Compliance
Contracts Manager
Who we place
In-house legal and compliance talent, from paralegals through General Counsel. We find the people who bring the responsiveness, attention to detail, and judgment the work demands.
How we find them
Strong in-house counsel are busy keeping deals moving, and a job post rarely reaches them. We build each search from zero, reach them directly, and look closely at the matters they have actually handled. You meet 2 or 3 people with the right expertise and the responsiveness your business needs.
We commit to
An accepted offer within 30 days of intake, so contracts and deals stop waiting on review. One relationship manager from your first legal search to your tenth. No pods, no hand-offs, and we never drop your search for a bigger one.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
Some legal and compliance searches get narrow fast. When you need particular regulatory expertise in a specific jurisdiction, we’ll tell you upfront how deep the talent pool is and what it will take to find the right person.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Contracts, deals, or critical work are stalled because you don’t have the legal or compliance talent to move them forward.
You want a clear view of the talent market before the search begins.
You have approval to hire and want the right person in the seat within 30 days.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.