The Hire Process with Mind Over Law
We run your search from the first job ad through the first ninety days. Every candidate is measured against the behavioral target for the seat, so the people you meet are the people worth your time, and you make every final call with real data in hand.
What lands on your desk
Why firms hire with us
It tells you very little about how that person will handle a frightened caller at 4:45 on a Friday, or a partner who changes priorities twice before lunch. Most firms hire on a strong resume and a good feeling in the room, then spend months learning what the role actually needed.
We start somewhere else. Before a single applicant is reviewed, we define what success looks like in the seat and build a behavioral target for it with the Predictive Index. Every candidate is measured against that target and against the skills the work demands. You see who naturally fits, where someone would need to stretch, and which questions will tell you the truth in the second interview.
You stay in the driver’s seat for every decision that matters. We carry the posting, the screening, the scheduling and the candidate communication, so your attention stays on your clients and your team.
The process
Every search follows the same disciplined path. What changes from firm to firm is the role, the market and how much of the work you want us to carry.
01
You meet with Lexlee to talk through the role, the team it serves and what a great first year looks like. We clarify expectations and success measures, then build the Predictive Index behavioral target for the position so every later decision has a standard to measure against.
02
We write a job description and success profile with clear responsibilities, KPIs and a growth path, plus a job ad in your firm’s voice that speaks to the mission, the culture and the people you want to attract.
03
We post the role across trusted job platforms and networks, locally, remotely or globally. Applicants complete the PI Behavioral Assessment, and we add role specific exercises where they help, such as writing samples, detail checks or intake scenarios.
04
Our team runs first round interviews with a scorecard and logs every candidate in a shared tracker you can open any time. You receive a shortlist with notes, a PI job fit report for each finalist, tailored questions for your second round built around your core values, and our honest recommendation.
05
Hiring is the beginning of the work. We help you shape a 30, 60 and 90 day onboarding roadmap, the SOPs the role depends on and a rhythm of early check ins, and we coach the person who will lead your new hire on how that hire is wired to work.
Hiring packages
Each package is shaped to your firm and quoted after a conversation with Lexlee. Your investment depends on the scope you choose and the seat you are filling.
Tier one
For firms with a clear role and an interviewer ready to take it from the shortlist.
Priced by role and scope
Tier two · Our full process
For firms that want the whole search handled and a confident decision at the end of it.
Priced by role and scope
Tier three
For key seats where the first ninety days matter as much as the offer letter.
Priced by role and scope
Every engagement is a fixed fee, agreed before we begin, based on the package and the level of the seat. Hiring for more than one role at once is quoted together.
Support and intake
Receptionists, intake specialists, legal assistants and virtual assistants
Paralegals and case team
Litigation, PI, family, estate and discovery paralegals and coordinators
Attorneys and leadership
Associates, office managers, integrators and operations leaders
Optional add on: criminal background checks and employment verification, available on request and billed separately.
Already a Winning Teams client?
When a seat opens on your team, we run the search alongside you, typically with no separate fee. Each new hire builds on the team data, core values and role structure we have already created together.
Who leads your search
Lexlee Overton is a fifth generation trial lawyer with more than thirty years in the courtroom. She has sat on every side of a law firm hire: the partner who needed help yesterday, the team that absorbed a poor fit, the leader who finally found the right person and watched the whole office exhale.
Today she coaches firm owners and their teams through Mind Over Law, using the Predictive Index and The Six Types of Working Genius to put the right people in the right seats.
Questions firms ask
Every seat in a law firm, from receptionists and intake specialists to paralegals, associates, office managers and integrators. The process is the same; the behavioral target, the exercises and the interview questions change with the role.
Yes. We search locally, nationally and globally, including experienced virtual assistants, and we help you set up the workflows a remote hire needs to succeed.
You do, always. We bring you a shortlist, the data behind it and a clear recommendation. You meet the finalists, run the second round with our guide and choose.
The Predictive Index is a behavioral assessment that shows how a person is naturally wired to work: how they handle pressure, detail, people and pace. Comparing each candidate to the target for the seat lets you see fit before the interview and ask sharper questions during it.
Book a hiring strategy call with Lexlee. We will talk through the role and your timeline, then send a proposal with the package and fixed fee that fit your firm.
Tell us about the seat you need to fill. We will tell you how we would find the right person for it.
Or reach Lexlee directly at lexlee@lexleeoverton.com or 225.955.8463
With intention, anything is possible.
