The Solo Attorney Practice Hiring Checklist: From Job Post to Offer
A step-by-step hiring checklist for solo attorneys: job post, screening, interviews, and offer, with realistic costs and timelines.
Hiring your first employee as a solo attorney is a major step. It can free you from administrative work and help your practice grow, but a bad hire costs time and money. This checklist walks you through the process from writing the job post to making the offer, with concrete steps you can take this week.
Step 1: Define the Role and Budget
Before you post anything, know exactly what you need. Write a one-page description of the role, including daily tasks, required skills, and how this person will interact with clients and staff.
Key questions to answer:
- What are the top 3 outcomes this person must achieve in the first 90 days?
- What software or tools will they use (e.g., Clio, MyCase, QuickBooks)?
- Will they work in-office, remote, or hybrid?
Budget realistically. For a legal assistant or paralegal in 2026, expect to pay:
- Legal assistant: $18-$28 per hour (or $37,000-$58,000 annually)
- Paralegal: $25-$40 per hour (or $52,000-$83,000 annually)
- Entry-level associate: $70,000-$110,000 annually, depending on market
Add 15-20% for payroll taxes, benefits, and overhead. If you cannot afford this, consider a part-time contractor first.
Step 2: Write a Clear Job Post
A vague post attracts unqualified candidates. Be specific about duties, requirements, and your practice culture.
Include these elements:
- Job title and summary (2-3 sentences)
- Key responsibilities (bullet list, 5-7 items)
- Required qualifications (education, experience, certifications)
- Preferred skills (e.g., bilingual, specific software)
- Work schedule and location
- Compensation range and benefits
- How to apply (email with resume and cover letter)
Where to post:
- Indeed: free or $100-$300 per posting for sponsored visibility
- LinkedIn: $99-$399 per posting, depending on duration
- Local bar association job boards: often free or $50-$150
- Law school career services: free for alumni
Timeline: Plan to keep the post live for 2-3 weeks to get a good pool.
Step 3: Screen Resumes Efficiently
You will get many applicants. Use a simple scoring system to filter.
Score each resume on:
- Relevant experience (0-5 points)
- Required skills match (0-5 points)
- Stability (no frequent job hopping) (0-3 points)
- Cover letter quality (0-2 points)
Invite the top 5-7 candidates to a phone screen. This is a 15-20 minute call to confirm basics: salary expectations, availability, and interest.
Phone screen questions:
- Why are you interested in this role?
- What is your experience with [key task]?
- What are your salary expectations?
- When can you start?
Step 4: Conduct Structured Interviews
Use the same questions for all candidates to compare fairly. Schedule 45-60 minutes for each interview, either in person or via video.
Sample interview questions:
- Walk me through a typical day in your current role.
- How do you handle a difficult client?
- Give an example of a time you made a mistake. How did you fix it?
- How do you prioritize tasks when everything is urgent?
Include a practical test. For a legal assistant, give a 30-minute mock task: draft a simple letter, organize a file, or respond to a client email. This reveals real skills.
Check references. Contact at least two professional references. Ask about reliability, communication, and ability to work under pressure.
Step 5: Make a Competitive Offer
Once you choose your candidate, act quickly. Good candidates get other offers.
Offer components:
- Salary or hourly rate (within your budget)
- Start date
- Benefits: health insurance, paid time off, retirement plan
- Any bonuses or performance incentives
- At-will employment statement
Salary negotiation: Expect some back-and-forth. Have a ceiling in mind. If they ask for more than you can pay, consider offering a signing bonus or extra PTO.
Put the offer in writing. Include a deadline (e.g., 3 business days) for acceptance.
Step 6: Onboard for Success
The first week sets the tone. Have a plan ready.
First day:
- Tour the office or set up remote access
- Introduce to key contacts
- Review job duties and expectations
- Provide login credentials and training on your software
First 30 days:
- Schedule weekly check-ins
- Set specific goals for the first month
- Offer training on your case management system
- Provide feedback on performance
First 90 days:
- Conduct a formal review
- Discuss any adjustments to role or compensation
- Confirm if they are a long-term fit
FAQ
Q: How long does the hiring process take? A: From posting to offer, plan for 4-6 weeks. This includes 2-3 weeks of posting, 1 week of screening and interviews, and 1 week for reference checks and offer.
Q: Should I use a recruiter? A: For a first hire, probably not. Recruiters charge 15-25% of first-year salary. Use job boards and your network first. If you need a highly specialized role, a recruiter may be worth it.
Q: Can I hire a contractor instead of an employee? A: Yes, for short-term or project work. Contractors cost less in taxes and benefits, but you have less control. Make sure they meet IRS criteria for independent contractor status.
Q: What if the hire doesn’t work out? A: Have a probationary period (e.g., 90 days) in your offer letter. Document performance issues. If you must terminate, follow your state’s employment laws and give proper notice.
The Bottom Line
Hiring your first employee is a process, not an event. Follow this checklist to avoid common pitfalls: define the role, budget realistically, screen carefully, and onboard thoroughly. The time you invest upfront pays off in a reliable team member who helps your practice thrive. Start with step one today: write that role description and set your budget. Your future self will thank you.