1 • Understand who you are — as a business, a culture, and a practice.

What We Do: Spend time with you and your team.

• Review your history, your present state of practice, and your future potential — pipeline and possibilities.
• Learn how you define success — across people, projects, and partnerships.

Why It Matters:
To guide the right search, we need more than a job description — we want to understand how your firm works, leads, and grows.

2 • Clarify the search criteria and success profile —who you need and why.

What We Do: Explore and refine role expectations and responsibilities.

• Align on values, leadership traits, and long-term potential, as well as specific criteria.
• Confirm hybrid/on-site details and compensation strategy.

Why It Matters:
The best hires happen when the role is clearly defined — not just in tasks, but also in how the position supports the firm's vision and promise for the future..

3 • Position the opportunity to attract top candidates.

What We Do: Develop a narrative-driven job profile that reflects your values and voice.

• Create a candidate-facing snapshot of the role, team, and firm vision, and an advertorial magnet for job posting.
• Lead content development or coordinate with your in-house team.

Why It Matters:
Top candidates respond to purpose and vision, not vacancies. We make sure your opportunity feels like a step forward, not just a new job.

4 • Your values, structure, and goals shape every search.

What We Do: Identify and vet prospects through referrals and professional resources.

• Use discreet but impactful outreach (personal networks + professional platforms).
• Coordinate messaging across channels and associations.

Why It Matters:
Effective outreach is part storytelling, and part targeting. We balance discretion with buzz to reach the right people.

5 • Share informattion about prospective candidates with you.

What We Do: Screen, interview, and evaluate candidates in the context of your firm and your key talent requirements.

• Conduct informal reconnaissance and references.
• Present candidates based on potential, readiness, and fit.
• Work with you to evaluate potential within your firm.

Why It Matters:
We don’t just vet for credentials.
We look for alignment, adaptability, and the capacity to grow with your firm.