Legal Recruiting for Mid-Size Firms through the AM Law 100
We recruit associate attorneys, of counsel, and partners for firms ranging from mid-size practices to the AM Law 100, along with in-house legal departments at Fortune 500 companies. Our recruiters understand lateral compensation across every tier, partnership tracks, book portability, and the cultural distinctions that determine whether a lateral stays two years or ten.
How we conduct legal searches.
Before a résumé reaches a partner's desk, our recruiters have already had the hard conversation with the candidate on book portability, compensation expectations, practice depth, and what's actually driving the move. The attorneys who reach you are serious, informed, and ready to have a real conversation about your firm. We don't send résumés in batches; we send short lists we stand behind.
Training is going well. She's getting acclimated to all our processes quickly. A strong addition to our med-mal team and a great culture fit.
Positions we regularly recruit for.
Scope varies by engagement. If your search is not listed below, the firm will assess fit during the initial consultation.
- 01Associate Attorneys
- 02Senior Associates
- 03Of Counsel
- 04Partners
- 05In-House Counsel
- 06Paralegals
How we structure fees.
The firm conducts searches on both contingency and retained bases. For most engagements, a contingency arrangement applies: a percentage of the candidate’s first-year compensation, payable upon hire. There is no retainer and no obligation to engage.
For confidential searches, executive-level placements, or engagements requiring exclusive market representation, we can structure a retained engagement on request.
Contract placements operate on a bill-rate basis. For these engagements, the firm manages the employment relationship, including workers’ compensation, benefits, and payroll, during the contract term.
A Tampa firm that places nationally.
Our searches run across the major legal markets. Headquartered in Tampa does not mean limited to Florida. The majority of our engagements place candidates in New York, Washington DC, California, Texas, and Illinois, in addition to regional markets throughout the Southeast.
A proprietary candidate database.
In January 2026 we launched a proprietary AI-driven candidate database built in-house. Coverage is currently over 99% of licensed attorneys in Florida, with rollout to additional states in progress through 2026.
The point of the tool isn’t to replace the conversation. It’s to eliminate the research time that used to precede it. Our recruiters spend more hours on the phone, in virtual meetings, and meeting attorneys for coffee, and less on spreadsheet work. For clients, that means shorter engagements and longer lists of qualified candidates, not shorter lists.
How a typical search runs.
Mid-level commercial litigation associate, confidential replacement search
The scope. A regional firm in the AM Law 200 needed to replace a departing fifth-year commercial litigation associate without signaling the opening externally. Practice required substantive discovery experience and two years of first-chair deposition work.
Our process. Confidential outreach to a target list of twenty-two candidates across the firm’s geographic market. Each was vetted on case type, billable history, and long-term interest before any name was shared with the firm.
The outcome. Three candidates presented. Two advanced to final rounds. Offer extended at week four. Candidate started at week seven.
Frequently asked
Begin a search.
A brief, confidential consultation on your legal hiring need and whether our firm is the right partner for this engagement.
- No presentation. A real conversation about the search, the market, and whether we're the right firm.
- Confidential from the first call, including that you reached out.
- The same recruiter who takes your call runs the search.
- No placement, no fee.