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FAQ FOR EMPLOYERS

 

What types of candidates do you recruit?

Do you handle other types of candidates?

What types of clients do you work with?

What is your fee structure?

How do you locate and recruit candidates?

Once you've identified a candidate, how do you evaluate them?

Once I give you a job order, how many resumes will I receive?

What are your policies regarding confidentiality?

Do you recruit from your clients?

We're often contacted by retained recruiting companies who demand a nonrefundable fee up front, combined with an exclusive right to recruit candidates for the position involved. Should I consider using them rather than a contingent recruiting company like yours?

 

Q: What types of candidates do you recruit?

A: We specialize in recruiting Partners, Associates, Staff Associates for law firms and all levels of counsel, General Counsels to Corporate Counsels, for in-house legal departments.

Q: Do you handle other types of candidates?

A: Yes. While the largest component of our work involves attorney recruitment, we also recruit Administrators, Upper-Level HR, Internal Attorney Recruiters, Legal Marketing Professionals and Paralegals.

Q: What types of clients do you work with?

A: We work with companies and law firms of all shapes and sizes. We will not work with clients who discriminate against individuals based on race, religion or any other prohibited basis. We will also not work with clients who do not treat their principals and employees with respect.

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Q: What is your fee structure?

A: We work on a contingent basis, so there will never be a fee unless you decide to actually hire someone we've presented. Our fees are competitive, and we'll of course be happy to discuss them with you when we start to work together.

Q: How do you locate and recruit candidates?

A: We do so through a variety of means, including networking, referrals from our clients and existing candidates, direct recruiting from non-client sources, advertising and a variety of other methods.

Q: Once you've identified a candidate, how do you evaluate them?

A: We start out with a thorough, in-person interview when geographically possible. During that interview, we will get a more detailed idea of the applicant's work history, personal background and attitudes than can be discerned from a resume. We will also probe any inconsistencies; elicit specifics as to the candidate's reasons for past job changes or wishing to seek a new working environment; and ascertain compensation, geographical and other preferences relevant to their compatibility with our clients. We'll also ask for references and take whatever other measures we can to verify their employment backgrounds, experience and talents.

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Q: Once I give you a job order, how many resumes will I receive?

A: Very, very few. We take your hiring criteria seriously, and know that the last thing you want is a recruiter who sends you resumes of unqualified candidates to make it seem as if he or she is working hard. We will send you only candidates who are as close to your specifications as possible, or no one at all.

Q: What are your policies regarding confidentiality?

A: We do not disclose the names of our clients to candidates until we determine them to be qualified and genuinely interested in the opportunities involved. When we advertise positions, moreover, we will give a general description of our client (i.e., “a privately-held technology company in Orange County ,” or “the Los Angeles office of a Top International Law Firm) but not specifically identify it. Our Terms of Use & Privacy Policy are set forth elsewhere on this website.

Q: Do you recruit from your clients?

A: No. We will not actively recruit from the law firms and companies with whom we have a fee agreement in place.

Q: We're often contacted by retained recruiting companies who demand a nonrefundable fee up front, combined with an exclusive right to recruit candidates for the position involved. Should I consider using them rather than a contingent recruiting company like yours?

A: It's up to you. Some retained recruiting companies are very good. They can be especially useful in smaller legal markets that have a more limited base of local, qualified candidates. The Los Angeles market, on the other hand, has a larger talent pool, and many high-quality legal recruiters who work on a contingent, non-exclusive basis. (Too many, in fact!) With that in mind, it's hard to see why any employer would lock itself up with one company and deny itself access to the widest spectrum of qualified candidates.

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