The legal market operates by its own rules. Precision, reasoning, and reputation matter more than buzzwords on a CV. That’s why traditional HR methods often fail here.
When a company looks for a lawyer, it’s not just hiring talent – it’s choosing someone to trust with risk, compliance, and decision-making. We understand that, because we are lawyers ourselves.
Why our HR speaks the language of law
Our lawyer-trained HR professionals do more than recruit. They understand both the substance and context of legal work, enabling them to evaluate real skills and match candidates to your specific needs. Their legal expertise ensures we identify specialists, not just titles.
When we interview a candidate, we don’t ask generic questions like “What are your strengths?”
We discuss real legal scenarios – how they would handle a dispute, assess contract risks, or structure a company under new regulations. We look not only at what they know but also at how they think.
For us, HR is part of the legal team. They must understand the client’s business model, the practice area, and the kind of legal mindset that will fit.
How we assess legal competence
A polished CV doesn’t prove how a person reasons. That’s why our process includes several deeper layers of evaluation.
1. Legal thinking tests
These are not about quoting laws from memory. We give practical cases – for example, structuring a crypto company or resolving a shareholder conflict – and observe how the candidate identifies risks, frames arguments, and builds conclusions.
2. Real-world legal tasks
We provide assignments that mirror real client projects: drafting a short legal memo, identifying key risks in a contract, or proposing a licensing structure. This shows how candidates handle ambiguity, time pressure, and accountability.
3. Interviews with practicing lawyers
The final stage is a conversation with our in-house legal experts. Here, we assess not just knowledge depth, but clarity of communication. Can the candidate explain complex issues simply? Build trust? Collaborate with peers?
What makes legal recruitment different
Traditional HR stops at experience and skills. Our legal recruitment goes deeper because we think-and hire-like lawyers, not just recruiters. We offer clients tailored legal teams defined by their mindset, ethics, and analytical strength.
A candidate might have fewer years of experience but show sharper logic, stronger attention to detail, and faster learning ability – qualities that matter more in legal work than seniority.
We assess:
- how they structure legal arguments,
- whether they foresee consequences,
- how they balance client interests with regulatory frameworks,
- and whether they take ownership of their conclusions.
In the end, we don’t just fill roles. We build legal teams that share the same professional integrity and mindset.
Examples of successful placements
1. Compliance Officer for an EU fintech startup
The client needed someone who not only knew AML regulations but also understood startup realities. After testing over 40 candidates, we found the one who built an internal control structure later approved by regulators without a single remark.
2. Legal Counsel for an iGaming company
While traditional recruiters prioritized direct gambling industry experience, we focused on candidates who demonstrated strategic legal thinking. The lawyer we recommended helped the client secure a license within three months and has since advanced to Head of Legal.
3. Legal Analyst for a crypto project
Rather than filtering by length of experience, we assigned a MiCA compliance case and requested a structured token risk analysis. The applicant with the most effective response, despite being the youngest, now leads the company’s legal research unit.
Why this approach works
Law is built on precision, ethics, and trust. When HR doesn’t understand the substance of legal work, evaluations become shallow.
We designed our process to treat every candidate as a potential member of a legal team – not just a name on a shortlist.
Our recruitment method bridges HR and law. We don’t simply “close vacancies.”
We build environments where lawyers grow and companies gain trusted partners.м
Legal recruitment is about building trust.
Lawyers deserve workplaces that value how they think, not just their CVs.
Contact information
Leave a request, and we will assemble not just candidates, but a team that will work toward a common goal.
If you want to become our client or partner, write to us at support@manimama.eu.
Or use our Telegram @ManimamaBot and we will respond to your request.
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