Smart Hire names the seat first, brings you vetted finalists only, and stays through month six.
Four questions, about 60 seconds. Qualified firms book a Clarity Call directly.
What we hear first
You didn't get here by accident. Here's what firm owners tell us before they ever talk to us.
None of this is a character flaw. It's what happens when the hiring process was never actually designed, just repeated. Here's the part that's different.
The method
A contingency recruiter's job ends the day someone starts. Ours is tied to the start date, 90-day success, and 6-month retention. That one difference changes everything about how the search runs.
Before anyone gets sourced, the Clarity Call names the actual bottleneck and the actual seat. Firms come into this call more often than not unsure whether they're hiring an attorney, an operations lead, or someone else entirely.
That's a normal place to start. It's why the diagnosis comes before the search, not after.
You only meet qualified, culture-aligned candidates. The vetting is built around ownership of the work, not the polish of a resume, because a title on paper and a person who can do the job are two different things.
That's what the last search cost someone. Advisory-led vetting exists because a resume can't be cross-examined and a person can.
We don't hand off a name and disappear. We stay through onboarding, through the 90-day mark, and through six months, because a start date isn't the finish line. What that means in writing is in the guarantee below.
Who you'll be talking to
Molly McGrath founded Hiring & Empowering Solutions after years inside law firms, on the administrative side of the desk, watching talented people get hired into the wrong seats and burn out of the right ones.
She wrote two books on what she found there: Don't Be a Yes Chick and Fix My Boss. She hosts Hire and Empower, a podcast on law firm teams. And the method on this page is the one she uses on every engagement: name the seat, vet for ownership, stay until the hire sticks.
Not every call is with Molly, and it does not need to be. The method is hers: every engagement runs on it, and she stays closest to the two parts that decide everything, the diagnosis and the hire.
In their words
"I had an excellent experience with Molly and the team at Hiring & Empowering Solutions. I run a busy law firm, and over the years hiring and onboarding has always been a challenge. Not only did they make the recruitment and interview process easy, but they stay on for 90 days to support onboarding the new hire. My first time working with this company, we connected with an incredible litigation paralegal. She has been with us for almost a year and with the onboarding process the transition was seamless. I've recommended this company to my colleagues, and I plan to continue work with them on new hiring and onboarding in the future."
"Having done hiring in the past by myself and seeing how big of a pain it was, I knew that I wasn't going to go that route again when I needed to add someone to the team. I was recommended Molly's service by a few different people and I could not be more pleased with my decision to go with H&E! They have made the process seamless and have saved me countless hours that were better allocated elsewhere in the business."
"We had a very specific (and admittedly high) bar for a support role in our firm, a true unicorn candidate, and Hiring & Empowering absolutely delivered. Their team took the time to truly understand our needs, our culture, and what success in the role would look like. They found us an incredible person who not only meets but exceeds our expectations, and we are absolutely thrilled with her so far. [...]"
"In years of trying to find the right staffing solutions, I have been frustrated beyond belief. Enter Hiring & Empowering, not only did they help to find a great add to my team, the support for the new team member and my firm as a whole has been beyond any expectation. I cannot say enough words about how much I recommend Hiring & Empowering!"
"Working with Molly and her team is one of the best decisions I made as a law firm owner. She empowers my team to operate independently and efficiently, which frees up so much of my time and energy to focus on my clients and my firm's strategic growth."
Four questions
Four quick questions. They tell us whether the Clarity Call is the right next step, so if it isn't yet, we tell you honestly instead of booking you a call that wastes your time.
Based on what you shared, Smart Hire isn't the right next step for your firm at the moment. That's not a no forever, it's a no for right now. If that changes, come back and we'll take another look.
Before you book
Contingency recruiters get paid the moment someone starts. Smart Hire is a flat fee, no percentage of salary, with the diagnosis and the vetting built in up front. That structure is what removes the incentive to shove a resume at you and move on.
We pause the process. We find a replacement. Payments are tied to start date, 90-day success, and 6-month retention, so we only win when the hire actually sticks.
We're not going to give you a number we can't stand behind. What actually determines the timeline is how clearly the seat is defined and how narrow the search needs to be, which is exactly why the process starts with a diagnostic Clarity Call instead of a job post. You'll get a realistic answer for your specific search before anything is committed, not a generic promise up front.
Not the way you've experienced it before. We are not contingency recruiters, we are strategic hiring advisors. Before we recruit, we invest time into understanding your firm, your culture, the role, compensation, leadership expectations, and what success actually looks like, so we can attract and secure the right fit.
It's a flat fee, not a percentage of the hire's salary. No surprise recruiting charges, no hidden fees. Payment is milestone-based, tied to start date, 90-day success, and 6-month retention, so you're never paying for a placement that doesn't hold.
If they leave or are let go, we pause the process. We find a replacement. That's what the 6-Month Replacement Guarantee is: we only win when the hire actually sticks.
That's the most common place to start, not the exception. The Clarity Call exists to name the bottleneck first and the seat second, before anyone gets sourced.
