Interview Guide for

Legal Counsel

This comprehensive Legal Counsel interview guide provides a structured framework to effectively evaluate candidates for one of your organization's most pivotal roles. By implementing Yardstick's data-driven interview methodology, you'll identify candidates who not only possess the legal expertise necessary but also demonstrate the critical behavioral competencies that lead to exceptional performance and cultural alignment.

How to Use This Guide

This interview guide is designed to help your organization hire the best Legal Counsel candidates through a structured approach that ensures consistency and objectivity. Here's how to make the most of it:

Customize to Your Needs - Adapt the questions and evaluation criteria to align with your company's specific legal needs and culture
Share with Your Team - Distribute this guide to everyone involved in the interview process to ensure alignment on what to assess
Maintain Consistency - Use the same questions for all candidates to enable fair comparisons and reduce bias in your hiring decisions
Leverage Follow-up Questions - Use the suggested follow-up questions to probe deeper into candidates' experiences and validate their claims
Score Independently - Have each interviewer complete their scorecard before discussing candidates to prevent groupthink

To further enhance your interview effectiveness, check out our resources on conducting effective job interviews and using interview scorecards.

Job Description

Legal Counsel

About [Company]

[Company] is a [Industry] company dedicated to [Company Mission/Values]. We are committed to creating a dynamic and inclusive work environment where legal expertise contributes directly to our business success. Our headquarters in [Location] serves as the hub for our growing operations.

The Role

As Legal Counsel at [Company], you'll serve as a key advisor to various departments, providing strategic legal guidance that enables business growth while mitigating risk. This position offers excellent growth potential within a collaborative legal team, allowing you to develop your expertise across multiple areas of practice while making a tangible impact on our business operations.

Key Responsibilities

Provide timely and accurate legal advice to various departments on complex legal issues
Draft, review, and negotiate a variety of commercial contracts and agreements
Ensure company compliance with applicable laws, regulations, and industry standards
Develop and update company policies and procedures to mitigate legal risks
Identify and assess potential legal risks and develop strategies to address them
Assist with the management of litigation matters, including working with outside counsel
Provide legal training to employees on relevant legal topics
Support other legal matters as assigned by the General Counsel or senior management

What We're Looking For

J.D. degree from an accredited law school and active bar membership in good standing
[Number] years of relevant legal experience, ideally in the [Industry] sector
Strong understanding of contract law, compliance, and corporate governance
Excellent written and verbal communication skills, with the ability to translate complex legal concepts for non-legal audiences
Exceptional analytical thinking and problem-solving capabilities
Ability to work independently while collaborating effectively with cross-functional teams
Outstanding organizational skills with attention to detail and ability to prioritize effectively
Professional demeanor with strong ethical standards and sound judgment

Why Join [Company]

At [Company], our legal team is valued as a strategic partner in achieving our business goals. We offer:

Competitive compensation package of [Pay Range]
Comprehensive benefits including health, dental, and vision insurance
401(k) with company matching
Professional development opportunities and continuing legal education support
Collaborative work environment with work-life balance

Hiring Process

We've designed our hiring process to be thorough yet efficient, allowing us to make timely decisions while getting to know you well:

Initial Screening - A conversation with our recruiting team to discuss your background and interest in the role
Legal Analysis Exercise - A practical exercise to evaluate your legal analysis and writing skills
Career History Discussion - An in-depth conversation about your professional experience and achievements
Competency Interview - A behavioral interview focusing on key competencies for success in this role
Team & Leadership Interview - Meet with key stakeholders to assess team fit and alignment with our culture

Ideal Candidate Profile (Internal)

Role Overview

The Legal Counsel serves as a critical strategic partner to the business, providing practical legal guidance that enables growth while protecting the company from risk. The ideal candidate combines strong legal expertise with business acumen, demonstrating the ability to communicate effectively with stakeholders at all levels and make sound judgments in complex situations.

Essential Behavioral Competencies

Analytical Thinking - The ability to break down complex legal issues into manageable components, identify patterns, and draw logical conclusions that balance legal risk with business objectives.

Communication Skills - Excellence in both written and verbal communication, with the ability to translate complex legal concepts into clear, actionable guidance for non-legal stakeholders.

Problem Solving - The capacity to anticipate potential legal issues, proactively develop creative solutions, and resolve complex problems in a pragmatic way that supports business goals.

Adaptability - The ability to quickly adjust to changing priorities, handle ambiguity, and thrive in a fast-paced environment while maintaining high-quality legal work.

Ethics & Integrity - Unwavering commitment to maintaining the highest ethical standards, demonstrating sound judgment, and advocating for compliance even when under pressure.

Desired Outcomes

Develop and implement effective legal risk management processes that protect the company while enabling business growth
Create a streamlined contract review process that reduces turnaround time by at least 25% while maintaining quality
Build strong collaborative relationships with key business stakeholders to ensure legal considerations are integrated early in business decisions
Establish a comprehensive compliance program appropriate to our industry and operational needs
Reduce external legal spend by effectively managing matters in-house when appropriate

Ideal Candidate Traits

The ideal Legal Counsel candidate will demonstrate exceptional judgment and business acumen, balancing legal risk with practical business needs. They should be proactive and solutions-oriented, identifying potential issues early and providing creative ways to address them rather than simply highlighting problems. Strong organizational skills and attention to detail are essential, as is the ability to prioritize effectively when managing multiple competing demands. The candidate should thrive in a collaborative environment, building relationships across departments while maintaining appropriate independence in their legal judgment. They should demonstrate intellectual curiosity and continuous learning, staying current on relevant legal developments in our industry.

Screening Interview

Directions for the Interviewer

This screening interview is designed to quickly identify candidates with the right legal background, skills, and mindset for your Legal Counsel role. Focus on assessing their relevant experience, communication abilities, and approach to balancing legal risks with business objectives. This initial conversation sets the tone for the entire interview process, so be professional yet warm to create a positive candidate experience. Allow 5-10 minutes at the end for the candidate to ask questions. Take notes on both their responses and the quality of their questions, which often reveal their priorities and preparation level.

Directions to Share with Candidate

"Today, we'll be discussing your professional background, legal expertise, and approach to supporting business objectives. This conversation will help us understand if there's a potential match between your skills and our Legal Counsel position. I'll leave time at the end for any questions you might have about the role or our company."

Interview Questions

Tell me about your current role and responsibilities as legal counsel.

Areas to Cover

Primary areas of legal responsibility
Types of matters/transactions they handle
Who they support within the organization
Reporting structure and team dynamics
Volume and complexity of work they manage

Possible Follow-up Questions

How is your legal department structured?
What types of contracts or legal matters do you handle most frequently?
How do you prioritize competing demands from different stakeholders?

What experience do you have in [specific legal area, e.g., contract negotiation, compliance, intellectual property] that would be relevant to our industry?

Areas to Cover

Depth of experience in key areas relevant to your company
Understanding of industry-specific regulations
Examples of complex matters they've handled
How they've developed expertise in these areas
Results they've achieved for their organization

Possible Follow-up Questions

What was the most complex matter you handled in this area?
How do you stay current with legal developments in this field?
What unique challenges exist in our industry that you're prepared to address?

Describe a situation where you had to balance legal risk with business objectives.

Areas to Cover

Their approach to risk assessment
How they communicate risks to business stakeholders
Decision-making process when legal and business priorities conflict
Creativity in finding solutions
Judgment in determining acceptable risk levels

Possible Follow-up Questions

How did you explain the legal risks to non-legal stakeholders?
What alternative approaches did you consider?
How did the situation ultimately resolve?

How do you approach building relationships with business teams while maintaining your independence as legal counsel?

Areas to Cover

Strategies for establishing trust with business partners
How they position legal as a business enabler, not just risk manager
Balance between being collaborative and maintaining objectivity
Approach to disagreements with business stakeholders
Examples that demonstrate successful relationship building

Possible Follow-up Questions

How do you handle situations where business teams try to circumvent legal review?
What feedback have you received about your approach to supporting business teams?
How do you ensure you're brought into discussions early enough?

Describe your experience managing outside counsel.

Areas to Cover

Process for selecting and evaluating external firms
Budget management approach
Division of work between internal and external counsel
Communication and oversight methods
Cost control strategies

Possible Follow-up Questions

How do you ensure outside counsel provides value for money?
Have you ever had to change firms due to performance issues?
What criteria do you use when deciding whether to handle a matter in-house versus externally?

What questions do you have about our company or this role?

Areas to Cover

Level of research and preparation about your company
What aspects of the role they're most interested in
Whether their questions align with the position's key responsibilities
Any concerns or hesitations they might have

Possible Follow-up Questions

What interests you most about this opportunity?
Is there anything about the role that gives you pause?

Interview Scorecard

Legal Expertise

0: Not Enough Information Gathered to Evaluate
1: Limited experience in key legal areas needed for this role
2: Has experience in some but not all essential legal areas
3: Demonstrates solid experience across all key legal areas
4: Exceptional expertise in multiple legal areas relevant to our business

Business Acumen

0: Not Enough Information Gathered to Evaluate
1: Focuses solely on legal issues without business context
2: Shows basic understanding of business implications of legal advice
3: Effectively balances legal risks with business objectives
4: Demonstrates exceptional ability to provide strategic legal guidance that advances business goals

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Struggles to express legal concepts clearly
2: Communicates adequately but uses excessive legal terminology
3: Articulates complex legal issues clearly and concisely
4: Exceptional ability to translate complex legal concepts for non-legal audiences

Develop and implement effective legal risk management processes

0: Not Enough Information Gathered to Evaluate
1: Unlikely to establish effective risk management processes
2: May implement basic risk management approaches
3: Likely to develop effective, comprehensive risk management protocols
4: Exceptional risk management experience with proven implementation success

Create a streamlined contract review process

0: Not Enough Information Gathered to Evaluate
1: Unlikely to improve contract processes
2: May introduce some process improvements
3: Demonstrates capability to significantly improve contract efficiency
4: Has exceptional experience creating efficient contract management systems

Build strong collaborative relationships with key business stakeholders

0: Not Enough Information Gathered to Evaluate
1: Unlikely to develop effective stakeholder relationships
2: May build adequate working relationships
3: Likely to develop strong collaborative partnerships
4: Exceptional relationship-building skills with proven business partnership success

Establish a comprehensive compliance program

0: Not Enough Information Gathered to Evaluate
1: Limited compliance program experience
2: Some experience with compliance initiatives
3: Capable of building appropriate compliance frameworks
4: Extensive experience developing sophisticated compliance programs

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Legal Analysis Work Sample

Directions for the Interviewer

This work sample is designed to assess the candidate's practical legal skills, including their analytical thinking, problem-solving approach, and written communication. Select a legal scenario relevant to your company's industry that requires the candidate to analyze a complex situation, identify key issues, and provide practical recommendations. The exercise should be challenging enough to differentiate skill levels but manageable within the allotted time. Send the exercise to qualified candidates after the screening interview, giving them 2-3 days to complete it. When reviewing submissions, evaluate both legal analysis and business practicality. During the follow-up discussion, explore their thought process and how they would implement their recommendations.

Directions to Share with Candidate

"As part of our assessment process, we'd like you to complete a legal analysis exercise that reflects the type of work you might encounter in this role. You'll receive a business scenario with several legal considerations. Please analyze the issues, identify key risks, and provide your recommendations in a memo format (2-3 pages). We're evaluating your legal analysis, practical business judgment, and communication skills. Please submit your completed analysis within [timeframe, e.g., 48 hours] to [email address]. We'll discuss your approach during our next conversation."

Legal Analysis Exercise

Confidential Memorandum

TO: Legal Counsel Candidate
FROM: [Company] Hiring Team
RE: Legal Analysis Exercise

Please review the following scenario and prepare a legal memorandum addressing the issues presented:

[Company] is considering [specific business scenario relevant to your industry, such as:

Launching a new product with potential intellectual property considerations
Expanding operations to a new jurisdiction with different regulatory requirements
Implementing a new data collection practice with privacy implications
Restructuring a significant business relationship or contract]

Your memorandum should:

Identify the key legal issues presented by this scenario
Analyze the relevant legal considerations and risks
Provide practical recommendations that balance legal compliance with business objectives
Outline next steps and any additional information needed

Please limit your response to 2-3 pages and submit by [deadline].

Interview Scorecard

Legal Analysis

0: Not Enough Information Gathered to Evaluate
1: Misses key legal issues or provides incorrect analysis
2: Identifies main issues but analysis lacks depth or contains minor errors
3: Thorough analysis of all significant legal issues with sound legal reasoning
4: Exceptional analysis demonstrating sophisticated understanding of complex legal nuances

Practical Judgment

0: Not Enough Information Gathered to Evaluate
1: Recommendations are impractical or would significantly impede business objectives
2: Solutions are legally sound but may create unnecessary operational challenges
3: Balanced approach that addresses legal risks while supporting business goals
4: Innovative solutions that effectively mitigate legal risks while enhancing business opportunities

Written Communication

0: Not Enough Information Gathered to Evaluate
1: Writing is unclear, disorganized, or contains significant errors
2: Basic clarity but could be more concise or better structured
3: Clear, well-organized writing that effectively communicates complex concepts
4: Exceptional writing that presents sophisticated analysis in a compelling, accessible manner

Develop and implement effective legal risk management processes

0: Not Enough Information Gathered to Evaluate
1: Demonstrates minimal risk management awareness
2: Basic approach to identifying and managing legal risks
3: Comprehensive risk assessment with effective mitigation strategies
4: Sophisticated risk management framework that balances protection with business enablement

Create a streamlined contract review process

0: Not Enough Information Gathered to Evaluate
1: Shows little consideration for procedural efficiency
2: Suggests basic process improvements
3: Presents thoughtful approach to efficient legal processes
4: Demonstrates innovative thinking about optimizing legal workflows

Build strong collaborative relationships with key business stakeholders

0: Not Enough Information Gathered to Evaluate
1: Takes purely legal perspective without business context
2: Acknowledges business needs but prioritizes legal considerations
3: Balances legal and business perspectives effectively
4: Demonstrates exceptional business partnership mentality

Establish a comprehensive compliance program

0: Not Enough Information Gathered to Evaluate
1: Minimal focus on compliance considerations
2: Basic compliance approach with some gaps
3: Thorough compliance considerations integrated into recommendations
4: Sophisticated compliance framework that addresses both current and emerging issues

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Chronological Interview

Directions for the Interviewer

This chronological interview is designed to thoroughly explore the candidate's career progression, focusing on their legal experience, achievements, and growth over time. Begin with their earliest relevant legal role and progress chronologically to their current position. For each role, explore responsibilities, key accomplishments, challenges faced, and reasons for transitions. Pay particular attention to the depth and breadth of their legal experience, how they've handled complex situations, and their professional development. Listen for patterns in their career choices and how they've built their expertise. This interview should provide insight into both their technical legal abilities and their professional judgment. Allow 45-60 minutes for this interview, with time for candidate questions at the end.

Directions to Share with Candidate

"Today, we'll be discussing your career progression in detail, starting with your earlier legal roles and moving forward chronologically. For each position, I'll ask about your responsibilities, key accomplishments, and challenges. I'm interested in understanding how your experiences have shaped your legal expertise and approach. We'll also leave time for your questions at the end."

Interview Questions

To start, could you tell me about your educational background and what drew you to pursue a legal career?

Areas to Cover

Law school experience and areas of focus
Why they chose to pursue law
Any particularly formative experiences during education
Early career aspirations and how they've evolved
Values and motivations that drive their professional choices

Possible Follow-up Questions

How has your legal education influenced your approach to practicing law?
Were there specific professors or experiences that shaped your legal perspective?
How have your career aspirations evolved since law school?

Let's discuss your first legal role after law school. What was your position, and what were your primary responsibilities?

Areas to Cover

Scope of responsibilities in their early career
Types of legal matters they handled
Skills and knowledge they developed
Key learnings from this experience
Reporting relationships and team context

Possible Follow-up Questions

What was the most challenging aspect of this role?
What skills did you develop that you've carried throughout your career?
How did this role shape your professional development?

What were some significant matters or projects you handled in this role, and what was your contribution?

Areas to Cover

Complexity of legal matters they managed
Their specific role and responsibilities on key projects
Results achieved and impact on the organization
Approach to handling challenging situations
Growth in capabilities and confidence

Possible Follow-up Questions

What was the most complex legal issue you handled in this role?
How did you approach the problem-solving process?
What would you do differently if handling a similar matter today?

Moving to your next position, what prompted that transition, and how did your responsibilities change?

Areas to Cover

Reasons for career moves (growth, different sector, etc.)
How they adapted to new environments or requirements
Expanded scope or new areas of legal expertise
Career progression and increasing responsibility
Strategic thinking about professional development

Possible Follow-up Questions

What new legal areas did you need to master in this role?
How did you adapt your approach when moving to a new organization/industry?
What surprised you most about this position?

How has your approach to providing legal advice evolved throughout your career?

Areas to Cover

Development of business acumen alongside legal expertise
Changes in communication style or stakeholder management
How they've learned to balance risk with business needs
Growth in strategic thinking vs. technical legal analysis
Self-awareness about professional development

Possible Follow-up Questions

How do you ensure your legal advice is practical for business partners?
What feedback have you received about your approach to legal counsel?
How do you stay current with legal developments in your field?

Tell me about a situation where you had to manage a significant legal risk or crisis. What was your approach?

Areas to Cover

How they assess and prioritize risks
Crisis management capabilities
Communication with stakeholders during high-pressure situations
Decision-making process when facing significant legal challenges
Results achieved and lessons learned

Possible Follow-up Questions

How did you communicate with senior leadership during this situation?
What would you do differently if facing a similar situation now?
How did this experience shape your approach to risk management?

Looking at your current role, what are the most complex or rewarding aspects of your work?

Areas to Cover

Current scope of responsibility and expertise
Complex legal issues they're addressing
How they've continued to develop professionally
What they find most engaging about their work
How they measure success in their current role

Possible Follow-up Questions

What accomplishment in your current role are you most proud of?
How are you continuing to grow and develop in your current position?
What legal challenges do you find most intellectually stimulating?

Which of your past roles do you think has best prepared you for the Legal Counsel position with our company?

Areas to Cover

Their understanding of this role's requirements
Self-awareness about transferable skills and experiences
Alignment between their career path and this opportunity
How they see their experience applying in our context
Their perception of their readiness for this role

Possible Follow-up Questions

What aspects of your experience do you think would be most valuable to our company?
What areas would represent new challenges for you in this role?
How would you approach getting up to speed in those areas?

Interview Scorecard

Legal Expertise Depth

0: Not Enough Information Gathered to Evaluate
1: Limited depth in key legal areas needed for this role
2: Adequate experience but lacking depth in some important areas
3: Strong depth of expertise across multiple relevant legal areas
4: Exceptional depth of knowledge with sophisticated understanding of complex legal issues

Legal Experience Breadth

0: Not Enough Information Gathered to Evaluate
1: Narrow experience limited to few legal areas
2: Experience in several key areas but gaps in others
3: Broad experience across most relevant legal domains
4: Comprehensive experience spanning all legal areas important to our business

Business Acumen Development

0: Not Enough Information Gathered to Evaluate
1: Limited growth in business understanding throughout career
2: Moderate development of business perspective
3: Clear progression in understanding business context and implications
4: Exceptional development of strategic business partnership mindset

Career Progression & Growth

0: Not Enough Information Gathered to Evaluate
1: Limited advancement or skill development over career
2: Some progression but plateaued in recent roles
3: Steady growth in responsibilities and capabilities
4: Impressive progression demonstrating consistent achievement and expanding impact

Develop and implement effective legal risk management processes

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of risk management experience
2: Basic risk management approaches demonstrated
3: Strong history of implementing effective risk frameworks
4: Exceptional track record of sophisticated risk management systems

Create a streamlined contract review process

0: Not Enough Information Gathered to Evaluate
1: Little evidence of process improvement experience
2: Some experience optimizing contract workflows
3: Strong history of improving contract processes
4: Exceptional track record of transforming contract management systems

Build strong collaborative relationships with key business stakeholders

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of effective stakeholder relationships
2: Some positive stakeholder interactions described
3: Clear pattern of building strong business partnerships
4: Exceptional history of trusted advisor relationships with business leaders

Establish a comprehensive compliance program

0: Not Enough Information Gathered to Evaluate
1: Minimal compliance program experience
2: Some involvement with compliance initiatives
3: Substantial experience developing compliance frameworks
4: Comprehensive compliance program leadership experience

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Competency Interview - Risk Management & Problem Solving

Directions for the Interviewer

This interview focuses on assessing the candidate's analytical thinking, problem-solving, and risk management capabilities – critical competencies for an effective Legal Counsel. Through behavioral questions, you'll evaluate how the candidate has handled complex legal issues, balanced competing priorities, and provided practical solutions in their past roles. Listen for evidence of their ability to identify root causes, develop creative solutions, and implement effective risk management strategies. Pay attention to their communication style and ability to explain complex legal concepts clearly. This interview should provide insight into how the candidate would approach challenging legal situations in your organization. Allow approximately 45 minutes for this interview, with time for candidate questions at the end.

Directions to Share with Candidate

"In this conversation, I'd like to explore specific situations where you've handled complex legal issues, managed risks, and solved problems. For each question, please share detailed examples from your experience, describing the situation, your approach, actions taken, and the results achieved. I'm interested in understanding your thought process and how you've applied your legal expertise to address business challenges."

Interview Questions

Tell me about a time when you identified a significant legal risk that others had overlooked. (Analytical Thinking)

Areas to Cover

How they identified the risk that others missed
Their process for analyzing the situation
How they evaluated the potential impact
Their approach to communicating the risk to stakeholders
Actions taken to address the issue
The ultimate outcome and lessons learned

Possible Follow-up Questions

What made you notice this risk when others had missed it?
How did you quantify or measure the potential impact?
How did stakeholders respond to your findings?
What preventive measures did you implement afterward?

Describe a situation where you had to develop a creative solution to a complex legal problem. (Problem Solving)

Areas to Cover

The nature and complexity of the legal challenge
Their process for analyzing the problem
Alternative solutions they considered
How they evaluated different options
Implementation of their solution
Outcomes and lessons learned

Possible Follow-up Questions

What made this problem particularly challenging?
How did you generate potential solutions?
What constraints did you have to work within?
How did you get buy-in for your proposed approach?
What would you do differently if faced with a similar situation?

Tell me about a time when you had to say "no" to a business initiative due to legal concerns. (Ethics & Integrity)

Areas to Cover

The context of the business request
The legal issues they identified
How they analyzed the situation
Their approach to communicating the concerns
How they managed the relationship with business stakeholders
Alternative solutions they proposed, if any
The ultimate outcome

Possible Follow-up Questions

How did you communicate your concerns to business partners?
How did they respond to your position?
Were you able to find an alternative approach?
How did you maintain the relationship despite delivering unwelcome news?

Describe a situation where you had to quickly adapt your legal approach due to changing circumstances or new information. (Adaptability)

Areas to Cover

The initial situation and their approach
The nature of the change or new information
How they recognized the need to adjust
Their process for reassessing the situation
How they implemented the new approach
Their communication with stakeholders about the change
The outcome and what they learned

Possible Follow-up Questions

What indicators suggested you needed to change course?
How did you balance thoroughness with the need for speed?
How did you manage stakeholder expectations during this shift?
What did this experience teach you about adaptability in legal work?

Tell me about a time when you successfully negotiated a complex agreement with significant legal implications. (Communication Skills)

Areas to Cover

The context and importance of the agreement
Key legal issues or challenges involved
Their preparation and negotiation strategy
How they communicated complex legal concepts to non-lawyers
Their approach to finding mutually acceptable terms
The outcome and impact for their organization
Lessons learned from the experience

Possible Follow-up Questions

What was your strategy going into the negotiation?
How did you prepare for potential obstacles?
How did you build rapport with the other party?
What compromises did you make and why?
What would you do differently in future negotiations?

Interview Scorecard

Analytical Thinking

0: Not Enough Information Gathered to Evaluate
1: Struggles to break down complex problems or identify key issues
2: Basic analytical skills but may miss nuances or important factors
3: Strong analytical abilities with systematic approach to complex issues
4: Exceptional analytical skills with sophisticated understanding of multifaceted legal problems

Problem Solving

0: Not Enough Information Gathered to Evaluate
1: Applies rigid or formulaic solutions without creativity
2: Capable of solving routine problems but struggles with novel challenges
3: Develops effective, creative solutions to complex problems
4: Exceptional problem-solving abilities with innovative approaches that balance legal and business needs

Ethics & Integrity

0: Not Enough Information Gathered to Evaluate
1: Has compromised ethical standards under pressure
2: Maintains basic ethical standards but may struggle with complex situations
3: Consistently demonstrates strong ethical judgment even in difficult circumstances
4: Exceptional moral compass with proven history of ethical leadership

Adaptability

0: Not Enough Information Gathered to Evaluate
1: Resistant to change or struggles when plans are disrupted
2: Can adapt with support but prefers stable conditions
3: Readily adjusts to changing circumstances with minimal disruption
4: Thrives in changing environments, quickly recalibrating approach when needed

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Struggles to explain legal concepts or communicate persuasively
2: Basic communication abilities but may use excessive legal jargon
3: Effectively communicates complex legal issues to diverse stakeholders
4: Exceptional communicator who can influence, persuade, and build consensus

Develop and implement effective legal risk management processes

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of risk management experience
2: Some experience with risk assessment and mitigation
3: Strong history of implementing effective risk frameworks
4: Exceptional track record of sophisticated risk management systems

Create a streamlined contract review process

0: Not Enough Information Gathered to Evaluate
1: Little evidence of process improvement experience
2: Some experience optimizing legal workflows
3: Demonstrated success improving legal processes
4: Exceptional success transforming legal operations

Build strong collaborative relationships with key business stakeholders

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of effective business partnerships
2: Some positive stakeholder interactions
3: Proven ability to build strong working relationships
4: Exceptional history of trusted advisor relationships

Establish a comprehensive compliance program

0: Not Enough Information Gathered to Evaluate
1: Minimal compliance program experience
2: Some experience with compliance elements
3: Substantial experience developing compliance frameworks
4: Comprehensive compliance leadership experience

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Team & Leadership Interview

Directions for the Interviewer

This interview is designed to assess how well the candidate will integrate with your legal team and broader organization. Focus on evaluating their collaboration style, leadership potential, and cultural fit. This conversation should include the General Counsel, key business stakeholders, and potentially peer attorneys. Through behavioral questions, assess how the candidate has worked with diverse stakeholders, managed conflicts, and influenced decisions. Pay attention to their communication style, empathy, and how they've contributed to team success. This interview should provide insight into whether the candidate will thrive in your organization's culture and effectively partner with business teams. Allow approximately 45-60 minutes for this discussion, with time for the candidate to ask questions.

Directions to Share with Candidate

"In this conversation, we'll explore how you collaborate with colleagues, support business partners, and contribute to team success. We're interested in understanding your approach to working with diverse stakeholders and how you've handled challenging interpersonal situations. Please share specific examples that illustrate your collaboration and leadership style."

Interview Questions

Tell me about a time when you had to build consensus among stakeholders with competing priorities. (Communication Skills)

Areas to Cover

The context and nature of the competing priorities
Their approach to understanding different perspectives
How they communicated with various stakeholders
Strategies they used to find common ground
How they handled resistance or conflict
The ultimate outcome and lessons learned

Possible Follow-up Questions

How did you identify the underlying interests of each stakeholder?
What techniques did you use to help people see beyond their positions?
How did you handle the most resistant stakeholder?
What would you do differently if faced with a similar situation?

Describe a situation where you had to collaborate with a difficult colleague or business partner. (Adaptability)

Areas to Cover

The nature of the difficulty and its impact
Their approach to understanding the person's perspective
Strategies they used to improve the relationship
How they adapted their communication or work style
The outcome of their efforts
What they learned from the experience

Possible Follow-up Questions

What did you learn about yourself through this experience?
How did you maintain professionalism despite the challenges?
What techniques were most effective in improving the relationship?
How has this experience influenced your approach to difficult relationships?

Tell me about a time when you needed to influence a business decision without having direct authority. (Problem Solving)

Areas to Cover

The context and importance of the decision
Their approach to building influence
How they made their case to decision-makers
Challenges they faced in the process
The outcome of their influence attempt
Lessons learned about organizational influence

Possible Follow-up Questions

How did you identify the key decision-makers and influencers?
What resistance did you encounter and how did you address it?
What would you do differently to be more influential?
How do you typically approach influence in your current organization?

Describe a situation where you had to deliver difficult legal advice to a senior business leader. (Ethics & Integrity)

Areas to Cover

The context and legal issues involved
How they prepared for the conversation
Their approach to communicating the difficult message
How they handled pushback or disagreement
The ultimate outcome
What they learned about delivering challenging messages

Possible Follow-up Questions

How did you frame the message to make it more receptive?
What was the leader's initial reaction?
How did you maintain your position while preserving the relationship?
What would you do differently in a similar situation?

Tell me about a time when you contributed to improving team dynamics or processes within your legal department. (Analytical Thinking)

Areas to Cover

The situation and challenges they identified
Their analysis of the underlying issues
How they developed their improvement approach
Actions they took to implement changes
How they gained support from colleagues
The impact of their contributions
Lessons learned about team effectiveness

Possible Follow-up Questions

How did you identify the opportunity for improvement?
What resistance did you encounter and how did you address it?
How did you measure the success of the changes?
What did you learn about leading change in a legal team?

Interview Scorecard

Team Collaboration

0: Not Enough Information Gathered to Evaluate
1: Primarily focused on individual contribution with limited collaboration
2: Works adequately with others but may struggle with different styles
3: Strong collaborator who builds effective working relationships
4: Exceptional team player who enhances collective performance

Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: Difficulty managing diverse stakeholder relationships
2: Basic stakeholder management but may struggle with complex dynamics
3: Effectively builds and maintains relationships across diverse groups
4: Exceptional ability to navigate complex stakeholder environments

Influence & Persuasion

0: Not Enough Information Gathered to Evaluate
1: Limited ability to influence without authority
2: Some success influencing others but approach may be inconsistent
3: Effectively influences decisions through well-reasoned arguments
4: Exceptional persuasive abilities with consistent success influencing outcomes

Leadership Potential

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of leadership beyond individual contribution
2: Shows some leadership qualities but development areas remain
3: Demonstrates strong leadership capabilities and initiative
4: Exceptional leadership with proven ability to drive positive change

Develop and implement effective legal risk management processes

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of influencing risk management
2: Some contributions to risk management approaches
3: Strong collaborative approach to risk management
4: Exceptional ability to lead cross-functional risk initiatives

Create a streamlined contract review process

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of process improvement collaboration
2: Some examples of working with others on process efficiency
3: Effective collaborator on process improvement initiatives
4: Exceptional ability to lead cross-functional process transformation

Build strong collaborative relationships with key business stakeholders

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of relationship-building success
2: Some positive stakeholder relationships described
3: Strong track record of effective business partnerships
4: Exceptional history of influential stakeholder relationships

Establish a comprehensive compliance program

0: Not Enough Information Gathered to Evaluate
1: Limited ability to collaborate on compliance initiatives
2: Some experience with cross-functional compliance efforts
3: Effective at driving compliance through collaboration
4: Exceptional ability to lead organization-wide compliance efforts

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Debrief Meeting

Directions for Conducting the Debrief Meeting

The Debrief Meeting is an open discussion for the hiring team members to share the information learned during the candidate interviews. Use the questions below to guide the discussion.

Start the meeting by reviewing the requirements for the role and the key competencies and goals to succeed.
The meeting leader should strive to create an environment where it is okay to express opinions about the candidate that differ from the consensus or from leadership's opinions.
Scores and interview notes are important data points but should not be the sole factor in making the final decision.
Any hiring team member should feel free to change their recommendation as they learn new information and reflect on what they've learned.

Questions to Guide the Debrief Meeting

Question: Does anyone have any questions for the other interviewers about the candidate?Guidance: The meeting facilitator should initially present themselves as neutral and try not to sway the conversation before others have a chance to speak up.

Question: Are there any additional comments about the Candidate?Guidance: This is an opportunity for all the interviewers to share anything they learned that is important for the other interviewers to know.

Question: Based on the legal analysis work sample, how strong are the candidate's analytical thinking and writing skills?Guidance: Discuss specific strengths and weaknesses observed in the work sample, considering both substantive legal analysis and communication effectiveness.

Question: How well does the candidate balance legal risk management with business objectives?Guidance: Consider examples from interviews that demonstrate the candidate's approach to providing practical legal guidance while protecting the organization.

Question: Is there anything further we need to investigate before making a decision?Guidance: Based on this discussion, you may decide to probe further on certain issues with the candidate or explore specific issues in the reference calls.

Question: Has anyone changed their hire/no-hire recommendation?Guidance: This is an opportunity for the interviewers to change their recommendation from the new information they learned in this meeting.

Question: If the consensus is no hire, should the candidate be considered for other roles? If so, what roles?Guidance: Discuss whether engaging with the candidate about a different role would be worthwhile.

Question: What are the next steps?Guidance: If there is no consensus, follow the process for that situation (e.g., it is the hiring manager's decision). Further investigation may be needed before making the decision. If there is a consensus on hiring, reference checks could be the next step.

Reference Checks

Directions for Conducting Reference Checks

Reference checks are a critical component of the Legal Counsel hiring process, providing external validation of the candidate's skills, experience, and professional reputation. Aim to speak with at least three references, including former supervisors, peers, and business stakeholders the candidate supported. Focus on gathering specific examples that demonstrate the candidate's legal expertise, business judgment, and collaboration skills. Listen carefully for both explicit feedback and subtle cues about the candidate's strengths and development areas. These conversations should validate your assessment of the candidate and potentially reveal new insights about how they operate in a professional environment. The same questions can be used for multiple reference calls to ensure consistency in your evaluation.

Questions for Reference Checks

In what capacity did you work with [Candidate], and for how long?

Guidance: Establish the reference's relationship with the candidate and the duration of their interaction to contextualize their feedback. Note whether they had direct supervisory experience or were peers/stakeholders.

What would you say are [Candidate]'s greatest strengths as legal counsel?

Guidance: Listen for alignment with the key competencies you've identified for the role. Ask for specific examples that demonstrate these strengths in action.

Can you describe [Candidate]'s approach to balancing legal risks with business objectives?

Guidance: This question assesses a critical capability for in-house counsel. Listen for examples of practical judgment and business partnership versus rigid legal positions.

How would you describe [Candidate]'s communication style, particularly when explaining complex legal concepts to non-lawyers?

Guidance: Effective communication is essential for Legal Counsel. Listen for indications of clarity, adaptability, and effectiveness with different audiences.

Can you tell me about a challenging legal situation that [Candidate] handled particularly well?

Guidance: This question reveals problem-solving abilities and grace under pressure. Ask follow-up questions about the approach, outcomes, and stakeholder reactions.

In what areas do you think [Candidate] could further develop professionally?

Guidance: Even strong candidates have development areas. Listen for patterns that align with or contradict what you've observed, and consider whether these areas would impact success in your role.

On a scale of 1-10, how strongly would you recommend [Candidate] for this Legal Counsel role, and why?

Guidance: This quantitative rating helps calibrate enthusiasm and provides an opportunity for the reference to summarize their overall assessment.

Reference Check Scorecard

Legal Expertise Confirmation

0: Not Enough Information Gathered to Evaluate
1: Reference indicates significant gaps in legal knowledge
2: Reference confirms adequate but not exceptional legal capabilities
3: Reference validates strong legal expertise in relevant areas
4: Reference enthusiastically confirms exceptional legal knowledge and expertise

Business Partnership Approach

0: Not Enough Information Gathered to Evaluate
1: Reference suggests candidate takes overly rigid legal stance
2: Reference indicates adequate but sometimes unbalanced approach
3: Reference confirms effective balance of legal and business considerations
4: Reference highlights exceptional business partnership that enhances outcomes

Communication Effectiveness

0: Not Enough Information Gathered to Evaluate
1: Reference notes significant communication challenges
2: Reference confirms adequate but inconsistent communication
3: Reference validates strong communication with diverse stakeholders
4: Reference emphasizes exceptional communication as distinctive strength

Interpersonal Effectiveness

0: Not Enough Information Gathered to Evaluate
1: Reference indicates challenging interpersonal dynamics
2: Reference suggests generally positive but some difficult relationships
3: Reference confirms consistently positive working relationships
4: Reference highlights exceptional relationship-building as key strength

Develop and implement effective legal risk management processes

0: Not Enough Information Gathered to Evaluate
1: Reference suggests limited risk management capabilities
2: Reference confirms basic risk management approach
3: Reference validates effective risk management framework development
4: Reference highlights exceptional risk management as distinctive strength

Create a streamlined contract review process

0: Not Enough Information Gathered to Evaluate
1: Reference indicates inefficient or inconsistent processes
2: Reference confirms adequate process management
3: Reference validates effective process improvement contributions
4: Reference highlights exceptional process transformation achievements

Build strong collaborative relationships with key business stakeholders

0: Not Enough Information Gathered to Evaluate
1: Reference suggests limited stakeholder relationship success
2: Reference confirms generally positive stakeholder interactions
3: Reference validates strong collaborative partnerships
4: Reference emphasizes exceptional stakeholder relationships as key strength

Establish a comprehensive compliance program

0: Not Enough Information Gathered to Evaluate
1: Reference indicates limited compliance program experience
2: Reference confirms basic compliance contributions
3: Reference validates effective compliance program development
4: Reference highlights exceptional compliance leadership as distinctive strength

Frequently Asked Questions

How should I modify this guide for different industries?

You should adapt the legal analysis work sample and some interview questions to reflect industry-specific legal challenges. For regulated industries like healthcare or financial services, emphasize compliance and regulatory experience. For technology companies, focus more on intellectual property, privacy, and commercial contract expertise. The core competencies remain relevant across industries, but the context and emphasis should align with your specific sector.

What if a candidate has excellent legal skills but struggles with communication?

Communication is a critical skill for legal counsel who must translate complex legal concepts for non-lawyers. Consider whether the communication challenges might create barriers to effectiveness in your organization. You might explore whether coaching or development could address this gap, but proceed cautiously as poor communication can significantly limit a legal counsel's impact and influence.

Should we prioritize industry experience over general legal expertise?

This depends on the complexity of your industry's regulatory environment and how specialized the legal issues are. For highly regulated or technical industries, relevant experience may be essential for immediate effectiveness. However, a candidate with strong legal fundamentals, learning agility, and transferable experience from adjacent industries can often adapt quickly with proper onboarding and support. Learn more about hiring for potential.

How can we effectively assess a candidate's business acumen and practical judgment?

The legal analysis work sample should include business implications to evaluate practical judgment. During interviews, probe for examples of how candidates have balanced legal risk with business objectives. Reference checks are particularly valuable for validating business acumen – ask former supervisors and business stakeholders about the candidate's approach to supporting business goals while managing legal risks.

What's the best approach if our top candidate lacks experience in one key legal area?

Consider whether this gap is in a critical day-one responsibility or could be developed over time. If it's a core requirement, test their learning agility through hypothetical scenarios related to that area during interviews. You might also structure onboarding to address this gap through training, mentorship, or selective use of outside counsel while they develop expertise. The candidate's demonstrated ability to master new legal areas quickly may outweigh the current experience gap.

How important is cultural fit when evaluating legal counsel candidates?

While technical legal skills are essential, cultural alignment significantly impacts a legal counsel's effectiveness. Legal counsel must build trust with business partners and influence decisions, which requires alignment with organizational values and communication styles. However, be careful that "cultural fit" doesn't become a proxy for homogeneity – focus on alignment with core values and working styles rather than personal similarity.