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# How Legal Firm Teams Use 100Hires

# How Legal Firm Teams Use 100Hires

## Who this is for

Law firms hiring associates, counsel, paralegals, legal assistants, and lateral partners.

## What makes this hiring workflow different

- Bar admission and practice area fit are hard filters
- Partner feedback should be structured
- Compensation, conflicts, and referrer details may need restricted visibility

Note: Use 100Hires to capture and route legal hiring evidence. Verify bar admission, conflicts, and local requirements through your firm's normal process.

## Recommended 100Hires setup

### Profile Fields for bar and practice data

Capture admission state, bar number, practice area, years of experience, and language skills.

![Profile Fields for bar and practice data](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-add-candidates-manually_482zsk.png)

### Knockout questions

Ask explicit admission or eligibility questions for roles where they are required.

![Knockout questions](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/introduction-to-pipeline-autom_gbzyl5.png)

### Discussion notes visibility

Restrict sensitive partner notes when appropriate.

![Discussion notes visibility](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-mention-colleagues-in-d_d7rqkg.png)

### Evaluation Forms and AI Copilot

Use structured feedback, then ask AI Copilot for summaries and follow-up questions.

![Completed structured evaluation form scorecard with rated criteria](https://100hires.com/wp-content/uploads/2026/07/completed-evaluation-form-scorecard.png)

## Suggested workflow

Applied -> Bar/practice screen -> Recruiter screen -> Partner review -> Interview -> Offer

Use this as a starting point. Adjust the stage names, automations, evaluation forms, and messages to match your actual process.

## Operating tips

- Keep the first application form short, then move deeper screening into questionnaires or recruiter follow-up when the role requires it.
- Store repeatable requirements as Profile Fields, form answers, tags, or evaluation form answers instead of burying them in free-text notes.
- Test every automation on a sample candidate before relying on it for live applicants.
- Use bulk actions for clear administrative changes, but review edge cases before sending rejection emails.
- Review source performance periodically so the team spends time on channels that produce qualified candidates, not only high applicant volume.
- Put private hiring priorities in Job Notes when they should guide internal review but should not appear on the public job post.