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Your law firm job descriptions attract everyone and fit no one. Here's the 6-component system that filters before interviews. This legal job description template shows exactly what good looks like.

Most law firm job descriptions try to please everyone, which means they attract no one worth hiring. The reality: you want to attract the right candidates AND repel the wrong ones before they waste your interview time. 

This legal recruitment strategy uses a 6-component framework covering mission statement, success metrics, key responsibilities, competencies, ideal candidate profile, and attorney career path. Sterling uses this exact law firm hiring strategy to filter culture mismatch before operational interviews even start. 

You'll learn why "candor is kindness" in job postings, how to define what success looks like so A-players get excited, and why including a 90-day roadmap signals you know what you're doing. 

The goal isn't maximum applicants. It's law firm culture fit from day one. 

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📄 CHAPTERS  

0:00 - Law Firm Job Descriptions: Why Generic Posts Fail 

1:59 - The 6 Components That Filter Before Interviews 

5:01 - Why "Work-Life Balance" Is a Red Flag in Candidates 

6:47 - Law Firm Mission Statement: Activate Internal Motivation 

11:11 - Success Metrics: A-Players Want a Scoreboard to Crush 

14:12 - Key Responsibilities: Drawing Clear Lines Between Roles 

15:26 - Competencies: Skills They Must Bring Day One 

20:12 - Ideal Candidate Profile: Define the Positive AND Negative 

23:31 - Attorney Career Path: The 90-Day Roadmap That Signals Competence 

28:41 - Final Framework: Candor Is Kindness in Hiring

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