Candidate A
Personal injury intake and records
- Experience
- 6 years
- Tools
- Filevine, Clio
- Overlap
- 9–6 ET, full
$1,450/ month
Carried 60 new matters a month at a 40-attorney PI firm without a supervisor.
Done-For-You Hiring
You review three people. We read the ninety-seven you don’t.
Every shortlist is three names. Getting to three takes a full read of every application, a skills interview against your actual job, and about two weeks. That part is ours.
30–100
Applications read per shortlist
7–14
Days from brief to three names
$0
What the shortlist costs
Tell us the role
One form, not a discovery call. We come back with three names and no invoice.
01
What it costs to do this yourself
Not money. Weeks. One seat, filled the usual way, looks like this.
The inbox
Three weeks of screening calls with people who will not make it
Post the job, sort two hundred replies, run a dozen calls, start again.
The last time
The offshore hire that went sideways in month four
Interviewed well, could not do the job. You paid for the search twice.
The principle
You should not run a recruitment desk to fill one seat
You have a practice to run. Hiring is not supposed to be your second job.
02
What you actually get
Three cards in one email. This is a real shortlist, anonymised.
Shortlisted
Candidate B
Litigation support, discovery-heavy
- Experience
- 4 years
- Tools
- Relativity, MyCase
- Overlap
- 7–4 ET, full
$1,280/ month
Scored highest of everyone read on the chronology test. Least commercial experience.
Candidate C
Intake and client communication
- Experience
- 9 years
- Tools
- Smartadvocate
- Overlap
- 6 hrs, ET
$1,600/ month
The one to pick if the seat is client-facing. Highest rate of the three, and worth it.
What is not on the card: no eight-page CV, no score out of ten, no cover letter. Those things sell the candidate to you. A face, the years, the tools, the overlap, the rate and one honest line are what you need to choose.
03
How the three get chosen
Five steps. Step three is the one nobody else does.
You tell us the role
One form, one sentence about the seat. No discovery call, no scoping deck, no forty-minute qualification.
We search our own database first
People we have already interviewed and tested. If the fit is not in there, we open an external search the same day.
Every application gets read
Thirty to a hundred, depending on the role — read by a recruiter on our team, not filtered by a keyword match. This is the part that takes the two weeks, and the part nobody else does.
Read by a personNo keyword filter30–100 per shortlistSkills tested against your job
A chronology for a paralegal. A live audit for an SEO. A reconciliation for a bookkeeper. Never a generic screen.
Three names
With the reason each one survived the read, and what each one is weaker at. You interview; we do not push a preference.
04
The roles we fill
5 roles
Legal
Where most of our placements sit, and where the skills tests are sharpest.
ParalegalLegal assistantIntakeRecordsLitigation support
6 roles
Marketing
Tested on live work, not on a portfolio of things a team made together.
SEOPPCContentEmailDesignVideo
3 roles
Finance and admin
The seats that give a partner their week back fastest.
BookkeeperExecutive assistantOperations
3 roles
Technical
Newer for us. We will say so if the pool is thin for your brief.
AI operationsDeveloperData
People we have placed
Real hires, in real seats, right now
Do not see yours? Describe the seat and we will tell you honestly whether we can fill it.
05
What it costs
Under the common agency model you pay a monthly rate for as long as the person works for you, and you never learn what they actually earn. This is not that. One fee, then the relationship is yours: they go on your payroll, at a salary you both agreed, and we take nothing further.
The shortlist
AlwaysFree
- Three candidates, read out of thirty to a hundred
- Screening interviews and the skills test
- No card, no deposit, no obligation to hire
The placement
One timeFrom $2,000
- Payable when they start, not when they accept
- Higher for senior and technical seats — quoted first
- Covered by the ninety-day guarantee
After that
Nothing
- They are your employee, on your payroll
- You agree the salary with them directly
- No monthly margin, no markup you cannot see
The common agency model
A monthly rate for as long as the person works for you. You never learn what they actually earn.
This
One fee at the start. Then the relationship is yours and we take nothing further, ever.
06
When this is the wrong service
Done-For-You Hiring ends when the person joins your payroll. Two cases where that is the wrong shape.
You do not want to employ them
Managed HR
If you want somebody else to carry the contract, the payroll and the compliance, take that one instead. Managed HR
You need them for weeks, not years
Talent on Demand
A trial, a document review, eight weeks of overflow. A placement fee makes no sense there. Talent on Demand
The guarantee
If the hire does not work out in the first ninety days, we run the search again and you do not pay a second fee.
No pro-rating, no credit note, no conditions in smaller type than this sentence. Tell us it is not working and the search restarts. Full terms.
07
What the record says
56
Placements made
In our first year of operation
19
Firms who hired a second time
In our first year of operation
7–14
Days, brief to shortlist
Measured across all 56
Fifty-six placements is one year of operation, not a decade of it. We would rather show you the real number than a rounded one.
“We interviewed the three they sent and hired two of them. I never saw a single application, which was the entire point.”
Copy and photo are placeholders. Swap both for a real client on the record before launch.
08
Questions buyers actually ask
How long does it take?
Seven to fourteen days from your brief to three names. Legal seats are usually at the fast end because the database is deepest there.
What if none of the three are right?
Tell us what was wrong with them and we go again. You have paid nothing at that point, so there is no argument to have.
Where do the candidates come from?
Mostly the Philippines. Our own database first — people we have already interviewed and tested — then an external search if the fit is not in it.
Do I interview them myself?
Yes, and you should. We do the screening interviews and the skills test; the hiring decision is yours and we do not push a preference.
Who employs them after I hire?
You do, directly, on your payroll. If you would rather not carry the employment, that is Managed HR.
What does it cost if I hire two?
One fee per person hired. Two from the same shortlist is two fees, and we will price them together before you decide.
What happens if they leave?
Inside ninety days, we search again at no fee. After ninety days it is a new placement, because by then it is an employment question rather than a screening one.
Can you find a role you have not placed before?
Often. Send the seat and we will tell you within a day whether the pool is there. A no is cheaper for both of us than a bad shortlist.
Is this legal for a law firm?
Yes. You are hiring a non-lawyer employee and supervising them, which is what ABA Opinion 08-451 contemplates. They produce inputs; an attorney reviews and signs.
How is this different from Managed HR?
This one ends at the hire: one fee, then they are yours. Managed HR continues — we hold the employment, payroll and compliance for a monthly rate.
Start with the seat you have been avoiding
Describe the role in a sentence. In two weeks you will have three people worth interviewing, and you will not have read a single application.
Get my shortlist