Growing your firm often starts with one decision: hiring help.
Most attorneys turn to a recruiter because it feels easier and faster than handling it themselves.
But the moment you sign that agreement, you’re on the hook for 20–30 percent of your new hire salary, often $30,000 or more upfront, regardless of whether the person stays, performs, or fits into your culture.
This isn’t about blaming recruiters. Many do great work. It’s about understanding whether the traditional recruiting model truly serves solo, small, and midsize law firms.
Why Traditional Recruiting Doesn’t Always Work for Law Firms
Legal hiring is uniquely high stakes. One wrong hire impacts clients, deadlines, morale, and profitability. Here’s where firm owners often run into trouble:
High financial risk
You pay a large fee before the hire proves themselves.
Speed over fit
Recruiters focus on filling roles quickly. That doesn’t always lead to long-term success.
Limited cultural alignment
A candidate may be technically qualified but wrong for your work style and expectations.
Short tenure is common
Across the industry, many attorney hires leave within 18 months, meaning your initial investment doesn’t pay off. None of this means recruiters are bad. It just means the model isn’t always built for firms where every hire matters deeply.
A More Sustainable Hiring Model for Law Firms
Most firm owners don’t struggle to describe what they need in a new hire. They struggle because the hiring process itself feels unpredictable, expensive, and exhausting. You post a job, get buried in résumés, and still end up wondering whether any of the candidates actually understand how a law firm works. And when a hire doesn’t last, you start the whole process over, paying with more time, more stress, and often more money.
What firm owners really want is simple: a hiring model they can rely on. One that doesn’t punish them with salary-based fees, flood them with unqualified applicants, or leave them guessing whether someone will thrive in a legal environment.
That’s the gap Build My Great Team fills. It offers a steadier way to hire; flat pricing so you can plan, broad job distribution so you’re not fishing from one pond, and screening that focuses on the abilities that actually matter in a law firm: communication, pace, writing, and fit. Instead of reviewing dozens of résumés, you spend your time evaluating a small group of candidates who already meet your criteria.
The goal isn’t speed. It’s sustainability. A hiring process built for law firms, not luck.
Want Hiring to Be Easier This Year?
Build My Great Team gives law firm owners a clearer, more cost-effective way to hire, without the risk of traditional recruiting fees.
If you’re planning to hire soon, give us a call.
You’ll walk away with clarity, whether you use the service or not.