Plan the San Jose search before outreach
Employer questions for in-house counsel recruiters in San Jose. Define the actual legal work, seniority, reporting line, practice or business context, work location and the evidence the employer will use to make a decision. A job title or market label alone does not create a usable search brief.
Use questions that match the engagement
Ask what search evidence is gathered, how candidates are evaluated, who owns communications and what is recorded in the agreement.
Verify the information that matters
Use Santa Clara County Superior Court and other appropriate official authorities for any bar, court or credential questions. This page does not decide admission status, good standing, eligibility to practice or employment-law requirements.
Keep the employer in control of the hire
BEGHR supports employer direct-hire inquiries. The employer decides whom to hire and directly employs the successful person. Scope, fee, candidate ownership, screening responsibilities, timing and any replacement terms are set in the written engagement before search work begins.
Twelve questions for in-house counsel recruiters in San Jose
Who sources, and from where? What is screened before a candidate reaches us? How many candidates, and with what written evidence? When does billing start? What is the fee basis and total? What is excluded? Who owns candidate introductions, and for how long? How often do we get reporting? What is the published timeframe, and its basis? What is the fill rate, and its denominator? What are the replacement terms? Who verifies admission in California? BEGHR’s answers are on this page and in the client agreement.
What BEGHR offers San Jose employers for internal legal advice and stakeholder decision-making
Business Executive Group runs permanent legal searches for internal legal advice and stakeholder decision-making: legal placements in 23 to 35 days as BEGHR’s published timeframe, an 86% fill rate on active searches across its placement service, a fee roughly 50% less than contingency recruiters, a 45-day replacement guarantee and 50% off a repeat hire for the same role. Billing is milestone-based and starts after applicants are sent. The employer interviews, selects and employs the hire directly. The pricing form returns an estimate for the role.
For a broader overview, see our legal recruiting services, direct-hire process, and BEGHR’s legal placement service.