Attorneys
Define the practice experience, writing, case ownership, and trial preparation your role needs.
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Build your legal team with a clearer hiring process.
Set role-specific criteria, compare applicants with written reasons, and keep partners, hiring managers, and recruiters aligned from application to offer.
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Paralegals
Compare discovery experience, deadline management, client communication, and case software.
Intake professionals
Evaluate client communication, follow-through, organization, and relevant intake experience.
Sample evaluation
Every score comes with its reasons.
See how a candidate measures up against the criteria you set. Review the evidence, identify gaps, and decide what to explore in the interview.
Illustrative example using fictional candidate information. This is not a customer result or a live assessment.
Litigation paralegal · Sample candidate
Alex Morgan
85 / 100
Strong Yes
Example threshold: Strong Yes = 85–100. Each role sets its own thresholds.
- Litigation experience32 / 35
- Sample resume: four years supporting personal-injury litigation.
- Discovery & deadlines25 / 30
- Describes discovery responses and deadline tracking; confirm ownership.
- Client communication18 / 20
- Describes regular client updates and medical-record follow-up.
- Case software10 / 15
- Lists case-management tools; experience with your system is unconfirmed.
Confirm in the interview
Trial-preparation ownership is not established. Ask: “Walk me through your responsibilities in preparing a case for trial.”
Recommendation buckets: Strong Yes, Yes, Maybe, Weak Maybe, No. Your team makes the hiring decision.
One process. Criteria that fit each role.
Use weighted scorecards, structured interviews, and a shared pipeline to keep hiring decisions organized. Start with your next open role.
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