Start with the work that needs an owner
For a San Diego legal search, specify the matters, internal clients, reporting line, decision authority and working model before outreach starts. Separate requirements that are essential on day one from capabilities the employer can support through onboarding.
Specify the protocol, platform and volume
State the review platform, the document population, the issue-coding structure, privilege and redaction responsibility, and the throughput and accuracy standard. Review work is defined by the protocol, so a brief that names only the matter type does not describe the job.
Screen on platform fluency and privilege judgment
Ask which platforms the candidate has coded in, how they handled a close privilege call, and what they did when the protocol did not cover a document. Volume experience without privilege judgment creates downstream cost.
Document review attorney hiring in San Diego
San Diego is a market where regulated-industry exposure, cross-border work and hybrid terms should be explicit before candidates are approached. Set the brief against the work this employer actually has, not a template drawn from another market.
Keep the hiring decision with the employer
BEGHR helps employers prepare permanent-hire searches. The employer decides whom to hire and directly employs the successful person. Scope, fees, candidate ownership, timing and any replacement terms are established in the written engagement before a search begins.
How BEGHR screens document review attorneys for San Diego employers
Every candidate on the shortlist is screened against the written brief, not a title. The screen covers the actual work performed, seniority and supervision, admission or certification where the role requires it, work model and compensation fit. Employed document review attorneys who are not applying anywhere are contacted directly, because law school enrollment is down roughly 30% since 2010 and the strongest lateral candidates are passive. You receive 3 to 5 screened candidates, each with a written summary of fit against the brief.
Timeline and milestones
BEGHR’s published placement timeframe for permanent legal roles is 23 to 35 days from the signed engagement. The discovery call sets scope and fee; sourcing and screening follow; the shortlist is reviewed before interviews; the employer interviews, selects and makes the offer. Interview availability on the employer side is the most common cause of a longer search.
Fees, billing and guarantees
The legal placement fee is roughly 50% less than contingency recruiters. Billing is milestone-based: it starts after applicants are sent, with invoices at least monthly during billable service delivery, within the range agreed in your client agreement. A 45-day replacement guarantee applies, and a repeat hire for the same role is 50% off. Use the pricing form for the estimate on this role.
Verify California credentials before the offer
Confirm admission and standing through the State Bar of California attorney search. For court-facing roles, use the San Diego Superior Court. Record the status and the verification date, and resolve any discipline or restriction with the authority directly. BEGHR does not determine admission status or eligibility to practice.
What the employer keeps control of
The employer owns the hiring decision, the offer, credential verification, employment terms and the start date. BEGHR runs the search, screens candidates and coordinates interviews. Scope, fee, candidate ownership, timing and replacement terms are set in writing before a document review attorney search begins.
From vacancy to candidate interviews
BEGHR’s published placement timeframe is 23 to 35 days. The search runs in four steps.
- Discovery call: Discuss the role, practice or business context, compensation range, the actual San Diego work location and the people who will interview. BEGHR confirms the search scope and the fee before sourcing begins.
- Direct candidate sourcing: BEGHR contacts candidates directly, including employed attorneys and paralegals who would consider a move but are not applying through job boards. Law school enrollment is down roughly 30% since 2010, so the strongest lateral candidates are usually passive.
- Screened shortlist: Review 3 to 5 screened candidates measured against the agreed brief: practice work, seniority, admission in California where the role requires it, work model and compensation fit. Your team interviews, selects and hires directly.
- Offer and start: BEGHR coordinates interviews, candidate communication and offer support. The employer makes the offer, verifies credentials through the official authority and employs the hire directly. A 45-day replacement guarantee applies under the engagement.
Follow the search. Understand each invoice.
Billing is milestone-based and starts after applicants are sent. The fee is roughly 50% less than contingency recruiters, with a 45-day replacement guarantee and 50% off a repeat hire for the same role.
- Kick off and agree the billing plan: Define the role, required experience and candidate profile. Confirm the fee, billable milestones, invoice schedule and payment terms in your client agreement before work starts.
- Build qualified candidate leads: The recruiting team sources prospects and screens them against your brief. Weekly calibration reviews candidate quality, the pipeline and any change needed to the sourcing strategy.
- Approve candidates; billing begins: Review qualified candidates and confirm which meet your criteria before interviews. BEGHR’s published process starts billing after applicants are sent; your agreement defines the billable work, milestones and amounts.
- Interview, select and hire: The recruiter coordinates interviews, candidate communication and offer support. You select the hire. BEGHR invoices on your agreed cadence, at least monthly during billable service delivery.
For a broader overview, see our legal recruiting services, direct-hire process, and BEGHR’s legal placement service.