Background. Before beginning a search, we spend time understanding the culture and expectations of the client firm. We work to make sure we have a clear understanding of the firm's value systems and norms. We also attempt to identify specific selling points about the firm, its practice, culture and the city in which the position is located. Typically we ask for organization charts, firm brochures, job descriptions and any other information that we can use to enhance candidates' interest in the position.

Prospectus. We develop a multi-page prospectus providing information about the firm, the position, compensation and benefit packages and other important details. We use this prospectus both to ensure that our client firm understands and agrees with what we are going to be saying to candidates, and as information to present to enhance and reinforce their interest.

Research. We develop a research plan based upon the level of search experience desired by the firm. We use the resources of specialized associations, together with our extensive contact base of information, to develop a search plan stratified by the level of contact and the geographical location. Geographically, we use concentric market areas beginning with the city in which the position is located and then moving out within the region and eventually nationally. Our philosophy is to attempt to find top candidates locally or regionally, and we always consult with the client firm before moving to a full national search.

Recruiting. Using our research and experience, search consultants begin contacting candidates by telephone. Each call involves eleven sequential objectives:

• To inform the prospective candidate about the opportunity;
• To provide information to the prospective candidate about our client firm;
• To build or confirm a positive impression of our client firm;
• To generate interest in the opportunity by the prospective candidate;
• To seek referrals to other qualified potential candidates;
• To assess the potential candidate's level of interest;
• To obtain qualification information from the candidate as to his or her fit with our client's search profile;
• To obtain a resume from the potential candidate; that is, the conversion from a potential candidate to an actual candidate;
• To obtain any market information desired by the client firm;
• To develop an ongoing referral relationship with the candidate; and,
• To leave the candidate with a positive impression of the client firm, Legal Resource Group and the process.

Reporting. Each week, the client receives a report showing all contacts made, information obtained and any resumes or bios generated. The report includes a summary of our conversations with candidates, particularly any information obtained that may be of competitive or marketing value to our client. Typically, this includes the candidate's knowledge about and perception of the client. This report is followed by a telephone call from the recruiter to assure client satisfaction, obtain any additional information and fine-tune the search process.

Recommended List. We offer clients the option of receiving a copy of every resume we receive in our search for the position. This is often an attractive option when there is an urgent need to fill the position when the person at the firm responsible for the search prefers a "hands on" role. Alternatively, many firms prefer that we present, at the conclusion of the search, a recommended list of 4 to 6 candidates who we believe represent as close to a "perfect fit" as we are likely to find. We make arrangements for interview schedules and can make arrangements for teleconference or videoconference interviews.

Follow-up. Legal Resource Group maintains follow-up contacts with the candidates. Weekly contact is made with all candidates until a selection is made or the candidate is rejected. At the client's request, all resume information is confirmed and references are checked. When a selection is made, all candidates contacted are advised that the position is filled and, upon their request, we provide counseling as to why they were not selected and what they can do to improve their candidacy for future positions in which they may have an interest.