For law firms, a Recruiting & HR VA plugs into the intake-to-engagement handoff — taking on candidate sourcing and screening calls so managing partners and solo attorneys stop carrying the work themselves. They work inside the same tools you already run on, including LinkedIn Recruiter and Greenhouse alongside Clio, and inherit the SOPs your team has already documented.
Every Recruiting & HR VA we place in legal works against client confidentiality and conflict-of-interest screening. We solve the day-to-day pain law firms feel most: non-billable admin pulling attorneys off matters. They onboard onto your legal stack (typically Clio, MyCase, PracticePanther) inside the first week, with your SOPs as the source of truth.
In the first 30 days, your Recruiting & HR VA for Legal ships the sourced candidate list (weekly) and the scheduled interview loops (per role), plus the recurring work that defines the role: source passive candidates on linkedin and outreach against your icp, and screen inbound applicants against role scorecards and route shortlists. Your account manager runs a weekly review against the role's SOP and the legal-specific checklist so quality is measured, not assumed.