Building a Winning Legal Team: Insights from Wizehire and How to Manage a Small Law Firm

Key Takeaways

• Build and nurture a talent pipeline—even when you’re not actively hiring
• Use Wizehire’s DISC+ assessment to assess personality fit and team compatibility
• Treat job posts like marketing: showcase firm culture, values, and unique benefits
• Identify and address “C‑players” early—don’t let attitude drag down skilled teams
• Embrace a culture of growth to engage and retain top performers

Q&A Highlights

Q: What’s a quick way to screen resumes without drowning in paperwork?

A: Use screening questions and filters to surface qualified candidates faster. With Wizehire, you can set screening questions and get a list of recommended applicants who meet your must-haves.

You can also search by keyword(s) in your job dashboard, which parses through resumes and filters out any that don’t contain your search terms (learn more here)! These are the easiest ways to reduce busywork and focus on real prospects

Q: How do you keep candidates engaged between hiring stages?

A: Communication is key. Even a short message like “we’re reviewing applications this week” can keep engagement high. Tools like Wizehire Scout offer automated nudges and reminders so you don’t lose great candidates to silence.
Applicant texting is also a game-changer — it’s faster, more personal, and often gets a better response than email alone.

Q: How can small firms attract talent without big benefits?

A: Emphasize what makes your workplace special — flexibility, meaningful work, or a tight-knit team. In your job ad, call out unique perks like mentorship, impact, or professional development. Those matter just as much as benefits to the right candidates.

Q: How do you evaluate candidates who don’t have legal experience but seem like strong cultural or operational fits?

A: First, make sure you have clearly outlined cultural and operational definitions!
Around those definitions, ask behavioral questions and assess how applicants think. Use structured interviews, test tasks, or short working sessions to evaluate problem-solving and communication. You can train for technical skills, but soft skills and mindset are often more valuable.

Q: What are examples of alternative hiring routes that have worked well in legal?

A: Firms have found success hiring from industries like hospitality, customer service, and education. These candidates often bring strong communication, multitasking, and client care — all essential in legal support roles. Wizehire’s DISC+ assessment can also help you spot top performers, even when their background isn’t traditional.

Q: How can you confidently hire for potential instead of credentials in a compliance-heavy field?

A: Create clear onboarding plans and checklists. When roles are well-documented, you can train promising hires step-by-step while staying compliant. Use check-ins and scorecards to measure progress early and often.

Q: What’s the best way to spot transferable skills?

A: Look for examples of time management, accountability, and communication under pressure. Ask scenario-based questions like “How do you handle competing deadlines?” or “Tell me about a time you dealt with a difficult client.” Then consider DISC+ results to see how they align with your team’s needs.

Q: How do you balance fast hiring needs with long-term growth?

A: Hire for role fit today, but talk about tomorrow. Candidates are more likely to stay when they see a clear path forward. During onboarding, discuss long-term goals and development milestones.

Q: What are some common mistakes in retaining talent — especially in hybrid or remote roles?

A: One of the biggest? Neglecting culture. Remote teams thrive on intentional structure — like weekly check-ins, recognition programs, and clear expectations. Without regular touchpoints, it’s easy for employees to feel isolated or stagnan.

Q: Does focusing on diverse experience over conventional resumes actually lead to better ROI?

A: Absolutely. Teams that value diverse perspectives often see stronger collaboration, innovation, and problem-solving. Track impact by measuring time-to-hire, quality-of-hire, and retention. Scout can also help identify strong candidates who might otherwise be overlooked.

Q: It’s tough to find attorneys or paralegals with specialized expertise. How can I improve my pipeline?

A: Don’t rely solely on keywords. Use detailed screening questions, work samples, or scenario prompts to gauge real knowledge. Revisit previous applicants through your saved candidates or Talent Pool, and use Scout’s recommendations to surface top-fit talent automatically.

“Always be sourcing. Never stop. You’re always looking to get your name out there, promote your culture, and keep a ready pool of great people.”

– Nichole Hanscom, How to Manage a Small Law Firm

Christel Sonnekalb

Christel is a product marketing professional in tech with 11+ years of experience. She has a deep understanding of the hiring and recruitment industry and a proven track record of delivering results. One of her greatest strengths is her ability to execute complex product launches and develop effective marketing strategies to share product updates with users. She's our Wizehire product guru.