Hiring Law Firm Employees

Hiring experienced and highly qualified legal assistants, paralegals, and associate attorneys to work for your law firm is crucial to its future success.

We can handle the time-consuming administrative work involved with recruiting top-tier employees, including screening and interviewing applicants, and present you with nothing but qualified candidates.

Rose Hutchinson

Rose is the Director of Build My Great Team. With over two decades of experience in the legal industry, Rose brings a wealth of expertise as both a Human Resources professional and an Administrator for two large corporate law firms. As your main point of contact, Rose is dedicated to kickstarting your search for the perfect hire. She’ll collaborate with you to identify the essential qualities and qualifications needed, craft a compelling job ad for your review, and initiate the recruiting process by posting it. With Rose at the helm, you can trust that your hiring journey will be guided by someone with a deep understanding of both the legal industry and effective recruitment strategies.
Rose was a guest on the Great Practice. Great Life.® Podcast. Listen to her episode here: Hiring Shortcut for Busy Lawyers with Rose Hutchinson.

Bob Zamarra

Meet Bob, a valued member of the Atticus team since 2009. Drawing from his extensive executive background, Bob brings a wealth of experience to his role. He specializes in reviewing DiSC profiles and Practice Diagnostics, providing invaluable insights to firms. Within our Build My Great Team program, Bob plays a crucial role in reviewing resumes, conducting thorough analysis, and collaborating closely with clients. His expertise ensures that we’re identifying the best candidates tailored to each client’s specific needs. With Bob’s guidance, our clients can rest assured that their hiring process is in capable hands, backed by years of industry knowledge and insight.

Cindy Moore

Cindy’s journey with Atticus began as Mark Powers’ assistant, where she quickly became immersed in various aspects of Atticus’ programs, including the Rainmakers program. Over time, Cindy’s role evolved, and she now plays a crucial part in our Build My Great Team initiative. As a member of the BMGT, Cindy conducts initial interviews with candidates and meticulously summarizes her findings for our clients. Her dedication and expertise ensure that our clients receive top-notch support in their quest to build exceptional teams. Cindy’s journey exemplifies her commitment to excellence and her integral role with Build My Great Team.

Laura Stiwinter

Meet Laura, our newest team member dedicated to ensuring the smooth flow of information for our job postings. With over 20 years of administrative and management experience, Laura brings a wealth of expertise to the table. Her BS degree in Supervision and Management from Daytona State College, earned with High Honors, showcases her commitment to excellence. Laura’s keen attention to detail and organizational skills make her an invaluable asset as she learns the ins and outs of our processes to provide support wherever needed.

Time-Limited Posting Holds:

All current paused or on-hold postings will expire on June 1, 2024.

Confidential Posting’s Hosting Fee:

For confidential postings on Indeed job page there’s a $250 hosting fee (as well as other incurred fees) to use Atticus’ account, which will include our team’s search for possible candidates on these hiring platforms when purchasing Basic or Standard packages (this is included in Deluxe packages upon requested).

Additional Service Fees:

All additional service fees incurred to post positions on any job boards are the responsibility of the firm and not of Atticus, Inc. You will be notified of these additional charges and must authorize them before we can proceed with the posting.

Discounts for Your Loyalty:

Returning Atticus clients will receive a 15% discount on new searches. Please reach out before purchasing your package online for this discount.

Re-Engage with Confidence:

Once you hire an applicant and we close the position, we will reopen the posting should you decide the applicant is not a good fit within the first 60-day period. Please notify us timely with your hires so we can fairly assess the time period. Your search will be restarted at the same place where you ended and once the resume review and interview limits have been met, additional packages must be purchased to continue. We will offer this one time per package. Our re-engage rules ensure a fair and transparent process. Closed positions require a new package for future requests.

Paused Positions & Refunds:

Paused positions can be held for a maximum of 6 months, with a gentle reminder near the 3-month mark. Opening a paused ad incurs no admin fee within the first 3 months, followed by an admin fee of $500 in the 3-to-6-month period. After 6 months, the ad expires, and no refunds or credits will be issued. All paused ads that are changed to a new position will incur a $500 admin fee.

Refund policies are outlined to ensure fairness and reflect the work invested in the process.