Executive Search for Legal & Law2025-07-30T14:57:37+00:00

Executive Search for Legal & Law

Trusted Legal Leadership for Fast-Moving, High-Stakes Organizations

Hire Legal Executives Who Navigate Complexity Without Slowing You Down

Whether you’re a scaling startup, a Fortune 1000 enterprise, or a legal-tech firm disrupting the status quo, legal leadership isn’t optional—it’s critical.

From compliance and contracts to strategy and governance, your legal hires must protect the business, guide decision-making, and move at the speed of growth.

At Ready Set Exec, we connect companies and legal organizations with senior legal talent who combine technical expertise with commercial awareness and strategic clarity.

Who We Place in Legal / Law

We specialize in recruiting legal leaders across both in-house and practice-based environments:

Executives who manage legal strategy, risk, and compliance across jurisdictions and business units.

Leaders who drive digital transformation, automate workflows, and modernize legal operations.

Specialists who balance legal risk and deal velocity—especially in SaaS, healthcare, and fintech.

Professionals who maintain alignment with evolving laws, data privacy, and governance frameworks.

Professionals who optimize team structure, vendor management, and internal service delivery.

Why Legal Hiring Demands More Than Just Credentials

The wrong hire in legal can result in:

  • Bottlenecks to growth or deal flow
  • Overly risk-averse decision-making
  • Disconnection from commercial leadership
  • Low visibility into compliance risks until it’s too late

We focus on legal leaders who can protect the business without becoming blockers—those who understand nuance, risk, and the cost of inaction.

Why Legal-Driven Companies Work With Ready Set Exec

  • We Understand Both In-House and Practice Settings: We recruit for firms, scale-ups, and enterprise legal teams—and tailor our process accordingly.
  • We Screen for Strategy, Not Just Credentials: We go beyond resumes to understand how candidates influence executive decisions and manage stakeholders.
  • Founder-Led Search With Confidential PrecisionWe operate with discretion and speed, so you don’t lose time—or control—during a key leadership hire.
  • Long-Term Fit, Not Just Technical Accuracy: Our hires integrate quickly, align cross-functionally, and stay through key phases of business change.

Let’s Find Legal Talent That Leads With Confidence and Clarity

From risk management to revenue enablement, your legal leaders should be part of the business engine.

Let’s help you hire one who brings that mindset—and has the record to back it up.

Top Jobs by Vertical

  • Client Development Executive (Law Firms) – Focused on cross-selling and partner support
  • Enterprise AE (LegalTech platforms) – Strong demand in contract automation, eDiscovery, IP tools
  • Sales Engineer (Legal SaaS) – Product + legal domain knowledge is rare and valued
  • Digital Marketing Manager (Law Firm or Tech) – SEO, content, email strategy for lead gen
  • Proposal Manager / Pitch Strategist – High demand in BigLaw and regional firms
  • Content Marketing Lead (LegalTech) – Domain knowledge + storytelling skill
  • Legal Talent Acquisition Specialist – Especially with lateral partner recruiting experience
  • People & Culture Business Partner – Alignment across practice groups and admin staff
  • Legal Project Manager (LPM) – Client fee predictability drives this trend
  • Practice Group Manager / Coordinator – Ensures lawyer capacity and delivery optimization
  • Billing & Compliance Ops Lead – Efficient matter management + regulatory alignment
  • Paralegals

Contact Us Today

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What’s the Difference Between Contingent and a Retained Search?2025-07-22T18:06:50+00:00

Retained search involves a significant upfront financial commitment from the client, typically paid in three instalments: one-third upfront, one-third upon interviewing, and the final third upon hiring. This commitment signifies a strong dedication to finding the right candidate and ensures that the recruiting firm allocates substantial time and resources to the search process. In contrast, contingent searches require no payment until a candidate is hired. While this may seem like a lower-risk option, it often results in less commitment, time, energy and resources from the recruiting firm. Contingent searches are typically deprioritized in favor of retained searches, and resources are allocated accordingly.

Contingent searches are ideal for those seeking speed and volume in the recruitment process, typically in more transactional environments. They are recommended for filling entry-level or mid-level roles that can be filled within 30 days. On the other hand, a retained search represents a true partnership between the client and the search firm. It entails a firm commitment from the recruiting company to fill the role effectively. Executive searches, a type of retained search, tend to have a higher success rate, ranging from 80% to 95%, compared to the average success rate of around 15% for contingent searches.

How does your Guarantee Work?2025-07-22T18:08:04+00:00

Our standard guarantee period is for 90 days. This allows you to have a full quarter of performance with your new hire. If the candidate’s performance is not satisfactory, then READY SET EXEC will find a one time replacement candidate that meets your hiring criteria. Usually, we are able to go back to our active candidate pool and find one of the top candidates for you or we will conduct the search again. The one time guarantee does not extend the guarantee period, rather it is a fulfillment of our promise to ensure you have a candidate for hire. When making a new hire, having a structured and thoughtful onboarding process, training and a healthy work environment contributes to successfully integrating your new employee and increasing your employee retention.

What is the Average Time to Fill a Vacancy?2025-07-22T18:08:14+00:00

39 days and 100% success in partnership searches following our milestone fee system. This timeline includes the search start and ramp up, a candidate going through our recruitment process, then client interviews, then an offer being negotiated. The candidate will also give notice to their employer which can be two to four weeks.

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