FOR IN-HOUSE LEGAL TEAMS
20 MINUTES. NO OBLIGATION. HONEST ADVICE.
When the Role Itself Is the Problem
In-house legal teams often assume a stalled search means the candidate pool is weak. Just as often, the real problem is how the role was scoped in the first place. Recruitify tests that assumption before running another round of interviews.
HIRING STRATEGY
When the Market Says Your Hiring Strategy Needs to Change
CLIENT PROBLEM
A company needed to hire a senior in-house legal professional with a very specific level of experience, title, and background. The search had stalled because the people who checked every box were either outside the compensation range, weren’t interested in the day-to-day work, or simply weren’t available. Leadership believed the answer was continuing to search for the exact profile they originally envisioned.
RECRUITIFY’S DIAGNOSIS
The problem wasn’t candidate quality. The problem was expecting the market to produce a profile that didn’t realistically exist within the role’s budget and scope. The market was telling us something different. Instead of asking who perfectly matched the job description, we needed to identify who could successfully perform the work.
RECOMMENDATION
Recruitify worked closely with the internal Talent Acquisition team and executive leadership to redefine what was truly required on day one. We focused on three questions: What experience was genuinely non-negotiable? What could be learned after someone joined? Which requirements looked good on paper but weren’t actually necessary for long-term success? We broadened the search to include attorneys who had already been performing much of the work, even if they hadn’t yet held the exact title or years of experience originally requested. We didn’t lower the hiring standard. We aligned the search with what the market could realistically provide.
BUSINESS OUTCOME
Once the hiring strategy changed, the candidate pool immediately became stronger. The company hired someone who could successfully perform the role instead of continuing to search for a profile the market wasn’t producing.
WHY IT MATTERED
Sometimes the fastest way to fill a difficult role isn’t expanding the search. It’s changing the hiring strategy. The market doesn’t care what was written in the original job description. The best hiring decisions happen when companies are willing to adjust their expectations based on what the market is actually telling them.
43+ Successful Placements since founding Recruitify in 2024 · 51.2% of clients return for their next search · 53.3% of placement clients hire through Recruitify more than once