Frequently Asked Questions
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Centrala KPI:er inkluderar Time to Hire, Time to Fill, Cost of Vacancy, Cost per Hire, Quality of Hire.
Legal Executive Search is a specialized headhunting process to identify and recruit senior lawyers.
Key KPIs include Time to Hire, Time to Fill, Cost of Vacancy, Cost per Hire, Quality of Hire.
A bad hire is often estimated to cost between 1–3 times the annual salary.
Cost of Vacancy describes the financial loss when a position remains unfilled.
Quality of Hire is about how well a candidate delivers value over time.
Headhunting and recruitment of partners, general counsels and senior lawyers.
Interim solutions for lawyers – cover vacancies and projects with experienced interim lawyers.
Recruitment of board members with legal expertise and business acumen.
We work confidentially and represent both law firms and corporations.
Legal Executive Search is a specialized headhunting process to identify and recruit senior lawyers, such as law firm partners, general counsels, and other leading legal roles. We work discreetly and proactively to find the best candidates in the market.
A typical executive search process takes between 8-16 weeks from assignment start to employment. The time varies depending on the complexity of the role, market availability of candidates, and the client's decision-making process. We always work efficiently while ensuring quality at every step.
Our fees are based on a percentage of the employee's first annual salary, which is industry standard for executive search. We also offer a guarantee period for our services. Contact us for a customized quote based on your specific needs.
Confidentiality is of utmost priority in all our assignments. We work discreetly and respect both clients' and candidates' wishes for anonymity throughout the process. All conversations and information are handled with the greatest professionalism and secrecy.
What is the difference between Executive Search and regular recruitment?
Executive Search is a proactive and discreet process where we actively search for and contact qualified candidates who are not necessarily looking for a new job. Traditional recruitment is based on advertising vacant positions and evaluating incoming applications. Executive Search is used for senior and strategically important positions.
Yes, we offer interim solutions for legal roles when needed. This can be during recruitment processes, parental leave, or during temporarily increased workload. Our interim lawyers have solid experience and can quickly start new assignments.
We focus on senior legal roles such as law firm partners, general counsels, corporate lawyers, commercial lawyers, and board members with legal background. We also have experience recruiting for specialized legal functions across various industries.
You can easily register via our candidate page by filling in the form and attaching your CV. We treat all applications confidentially and will contact you when we have assignments that match your profile. You can also contact us directly for a discreet conversation about your career.
The most important KPIs in recruitment relate to speed, quality, and business impact. Key KPIs include: • Time to Hire – the time from when a candidate enters the process to an accepted offer. Affects the ability to secure top candidates. • Time to Fill – the time from identified need to filled position. Affects business continuity. • Cost of Vacancy – the financial cost of a vacant role, including lost revenue and productivity. • Cost per Hire – the total cost of completing a recruitment, including internal and external resources. • Quality of Hire – how well the candidate performs and creates value over time. • Retention Rate – how long the candidate stays in the role. • Offer Acceptance Rate – the proportion of candidates who accept offers. For law firms and companies with qualified legal roles, these KPIs are directly linked to revenue, client relationships, and risk.