Have Questions?

Eager to join our team, but still confused about our recruitment process?

We simply do not have the bandwidth to answer all the candidate questions we receive, so please find this helpful list of FAQs that we believe should answer most questions you might have about the process.

Your recruitment FAQs answered!

Can you provide an overview of the full interview process?


Below is a summary of the general path our interview process usually takes. Round 1. Initial Candidate Submission directed to WizeHire (via various platforms where the job ad is posted such as LinkedIn, Indeed, Careerbuilder, etc.). You can get there here! Round 2. Candidates take and submit our Predictive Index ("PI") Assessment Survey, required before you can schedule Round 3 interview. Note, you won't be able to move forward in our process unless you complete our PI Assessment. Round 3. Upon successful submission and favorable team review of Round 2 submission, advancement to Round 3 Screening Interview. Round 4. Upon successful completion of Round 3 Screen, invitation to Round 4 (possible additional testing and evaluation), one to three one-on-one interviews with seasoned member of the CORPlaw team. Final Round. One-on-one interview with Supervisor, Senior Counsel, or Senior Member of the CORPlaw Team.




Your interview process is extensive! Can't you cut some things out to move it along faster?


Nah. Our onboarding process is intentional. We know it is extensive; we built it that way. We only want to work with the type of candidates who take pride in working on a high-performing no excuses, no B.S., team and who, themselves, only want to work alongside quality team members that are fully vetted by a business that cares enough to build an epic onboarding system that seeks to ensure it brings on top tier talent. We are cool. We make jokes. But when we get in the ring to fight for our clients, we land K.O.s with skill. Not only are we awesome, we are F-ing great at substantive lawyering. If you'll settle for sub-par, if your ego is so big it can't be bothered to jump through some onboarding hoops, and you can only tell us your are a Rock Star and think it's rude of us--lawyers--to ask for some EVIDENCE of your epic greatness, then you probably won't enjoy working on our team. Our team walks the walk and not only claims to be awesome, but is proud of the fact that we can PROVE it.




How long will it take before I hear back from you, and should I reach out and let you know if I have another job offer?


Because our process is quite involved, it may take a while before you receive any communication from us. We apologize for any delays in communication. We are a small team managing somewhere between 500 to1000+ applications at a time. We appreciate your patience. Though we are constantly working to improve, sometimes it can take 2 to 4 weeks (or more) before you hear back from us. The sooner you get in all your submission and follow the instructions in the emails we send you, the better. Kindly note that because of the volume of our applicants and the boutique size of our firm, informing us of your other job offers or your personal timelines is helpful, but will not necessarily adjust our processing time or speed. If you found another position and are in a place to accept it, we understand and wish you much professional success.




Are we using this process as a test to screen candidates?


You bet we are. We aren’t shy about what we are doing here. Yes, our process is intentional. We want Super Stars. Super Stars read carefully. They follow instructions. They don't only tell you they are great; they show you and it is evidenced in everything that they do. The ideal candidate we seek has enough professional experience to see the value in the thoughtfulness and care we’ve put into our recruitment and selection process, sees our various assessments as a challenge they are confident they can tackle and is excited to work on a team of fully vetted mature, reliable professionals. Note, while we are genuinely excited about your application, our hiring team will not consider applicants who fail to adhere strictly to the submission directions. Attention to detail and following instructions (essential qualifications to be successful on our team) are non-negotiable, no exceptions, no matter how impressive the resume or your prior connection to a member of our team.




Alright, I am like REALLY interested because your firm is my dream job. What do I do now to move my application to the next round and for you to consider me as a candidate for the position?


To access our available job listings, please navigate to our Wizehire portal where you will find links to any open job adds. If you've already applied, actively check your email for information about the next stage in your interview process. We have various interview stages and we send specific instructions about how to proceed to the next stage of our interview process, required assessments, evaluation, or interview booking links via email. Please whitelist our email, ensure you are checkint for messages from our recruitment team, and following the prompts. If we send over an instruction or next step and you don't follow it, we'll assume you are interested in moving forward with us.




Can you tell me about the PI assessments you ask candidates to take?


Yes, Predictive Index ("PI") provides an assessment designed to help employers to understand and elevate talent. The goals isn't to put people in a box. The goal is simply to learn more about candidates and then to elevate them to positions that are a great fit. The Behavioral Assessment is just two simple questions. When you click on the link please enter a name in the fields that matches the full name in your application. You can leave the section on a Behavioral ID blank unless you have taken the assessment before in which case you can input your unique assessment number. Otherwise, leave the section blank. After Completing the Behavioral Assessment, you will automatically receive a link via email to complete the Cognitive Assessment portion. This section will be short, but timed, so make sure to be in a comfortable environment before you begin. Upon your completion, we will receive a copy of both assessments; You do not need to take any additional steps to let us know you completed the assessment. If it will make you feel more comfortable, you can reply directly to this email letting our team know that you have completed the assessments (again, not required). Once we receive a copy of your assessment, our team will review it and reach out to you about next steps. You should receive the results in separate emails. If you do not receive the results contact PI, please do not send a follow-up email to our team as we will not be able to responsd to requests for assessment results.




How do you evaluate my assessment results?


"And didn't you know that assessments and evaluations are outmoded tools designed to like unfairly put us in a box." Alright, alright, calm it down and don't #cancel us because we used an assessment. We did a lot of research on the one we selected (check them out yourself, PI is an amazing company) and, no, we are not trying to put you in a box or make a judgment about you from any single assessment or evaluation alone. We designed a holistic process, and we continue to learn and improve our process. We are simply tyring to gather more data points about all candidates and, as we've noted, only looking at a resume and writing sample isn't enough for us to do that. We want to know more of the ways candidates are unique and great. We are using assessments (like PI) and other evaluations (e.g., written tests, video, etc.) as tools to systemitize the recruit evaluation process because we, regretfully, do not have the bandwith as a small maxed out team to speak with every single one of our amazing applicants. We wish we had more time and resources to dedicate to this important process, but we unfortunately do not have unlimited resources. Be cool. Play along. And allow us to get to know you a bit. Once we get to know you, we are all ears for your feedback on how we can improve our process to ensure we are connecting with amazing talent. Our team only uses your assessment results as a reference tool (with no dispositive weight in the overall interview process) and to help us understand and maximize the experience of the talent that's interested in joining us.




What is your company culture? Who is a great fit on your team?


We like big personalities who can walk the walk without any unnecessary peacocking. Our ideal candidate is excited to get in on the ground floor of a team that's re-writing the narrative on what a modern law firm can and should be, with a mind towards securing rapidly incoming incentive and growth opportunities (including the managing attorney role we know we will soon need to supervise our growing legal team). Our ideal teammate hates being told by the Old Guard, "we do it this way because we've always done it this way" and is holding out hope that one day they'll find that magical fairy tale home where quality brilliant lawyers exist without also being extreme douche bags. Note, we have a strict No A$$ hole Policy that applies to all our staff, our attorneys, and, yes, clients--who we rank, and, yes, we break up with clients if they mistreat our team--too. Not a good fit. This position is not going to be a good fit for, Someone who is proud of their role as a Capital T Turd. You know this guy or gal. They make every human around them miserable, take gross pride in spouting out all the ways something "can't" or "won't" work, bludgeon unsuspecting humans with unnecessary pretentiousness, and enjoy snuffing out the light of positive visionary people that make the mistake of breathing in their vicinity as a result of their extreme misery and obvious self-loathing. Even if they don't rise to the level of a Capital T, someone content to play squarely in the box, tethering their self-worth to the name and ranking of their law firm, or who doesn't genuinely want to work with innovative small businesses, likely won't be a good fit with our team of trailblazing rebels who are all about fighting for the "little" guy (in business that is) and bulldozing traditional models of lawyering. An extremely passive personality or a one-trick specialist (unwilling to tackle new and exciting problems) with no interest in diversifying their skill set by the challenge of more holistic advising that comes with the role of General Counsel, also is unlikely to be a good fit with our team. And we clearly need someone with a sense of humor because, yeah, we say things like, Capital T Turd and if that just isn't a hilarious knee-slapper for you, then you (probably are a Capital T or) simply aren't the right kind of cool to sit at our table (physically or digitally).
If these things resonate with you and you are nodding your head like yeah, they get me, then you'd probably enjoy being a part of our team. If this doesn't sound like your cup of tea, that's cool, you do you baby. We all--even the CapitalTs (probably)--desserve to work in environments that foster happiness, whatever that means for you! Good luck with the job hunt.




You rejected me. Is it personal?


Probably not. We are a small, rapidly growing team. We have more interest than we have open spots. If you are real talent and you are truly excited about what we are building here at CORPlaw, then we want to know you and we want you to show us why you should be on our team. In most cases, no, doesn't mean never. Don't be discouraged if you get a no. Please don't let a temporary no from us, be the reason you cut us out. Translation, don't take it personally. The recruitment process is difficult from the standpoint of the employer as well. We want to meet with and recruit talent, but sometimes we can't see all the elements of your unique awesome-ness through the limited lense of a resume or writing sample. And ofter times we only have a limited amount of data points available on our end to compare candidates. It's an imperfect system. That's not our fault, and it's not your fault. Help us out by doing all you can to show us you are the Super Star we need on our team. And, if we still don't see it, forgive us and try again. In our experience, when you really want something, you get creative and you don't give up.




You ghosted me. Is it personal?


Probably not. We are a small, rapidly growing team. We have more interest than we have open spots. If you are real talent and you are truly excited about what we are building here at CORPlaw, then we want to know you and we want you to show us why you should be on our team. In most cases, no, doesn't mean never and our lack of response is a produce of sheet overwhelm by our overloaded team. Don't be discouraged if you get a no or if we don't respond as quickly as you'd like. Please don't let our resource limitations internally put you off. We, like you, are doing the best we can. Translation, don't take our ghosting personally. The recruitment process is difficult from the standpoint of the employer as well. We want to meet with and recruit talent, but sometimes we can't see all the elements of your unique awesome-ness through the limited lense of a resume or writing sample. And ofter times we only have a limited amount of data points available on our end to compare candidates. It's an imperfect system. That's not our fault, and it's not your fault. Help us out by doing all you can to show us you are the Super Star we need on our team. And, if we still don't see it, forgive us and try again. In our experience, when you really want something, you get creative and you don't give up.