legal recruitment agency
your next lawyer or legal counsel, in good hands.
We combine our data, our sector experts and our AI algorithms to identify the headhunter most relevant to your role, from legal counsel to general counsel.
- no setup fees, pay on hire
- guaranteed replacement
- hire signed in under 26 days
they hire with muzzo
how it works
you only pay if you hire
01
you describe the role
Using the form above: the role, your company, your sector. The rest is scoped in your first conversation with the Muzzo team.
02
the right headhunters get started
Those who have already recruited for this role, from legal counsel to general counsel.
03
you meet the profiles
Already approached and qualified. You choose who you meet.
04
you hire, then you pay
Not before. If your new hire leaves within 3 months, we restart the search at no cost.
they hired with muzzo
Muzzo's strength is the diversity of its recruiters: there is always someone listening to our needs.
With Muzzo, I get the reactivity of a marketplace and the quality of a search firm.
let's talk about your role
Antoine and the Muzzo team help you scope your role and choose the right headhunters. Describe your role in the form: we'll call you back to discuss it.
Antoine GigomasCEO and co-founder of Muzzo
one last question?
You set the fee for each role, between 5 and 30%. You only pay it once the person is hired. No fixed fees, no deposit. If you don't hire, you pay nothing. The Muzzo team helps you choose the right amount.
You have a double guarantee. If your new hire leaves within 3 months, we restart the search at no cost. If we don't find a replacement within 4 months, we refund 50% of the fees. On average, 94% of new hires are still in post after 3 months.
Click “get started” and describe your role in two steps. The Muzzo team gets back to you to refine the need. Then the headhunters with the most hires in that field get to work. Launching is free, with no exclusivity.
our legal headhunters are ready to start
A hire signed in under 26 days. You only pay when you hire.
the reality
the best lawyers aren't looking: they're already in post
a good lawyer already has a job
They handle their cases and don't read job ads. A headhunter who specialises in law knows their practice, calls them and knows what would make them move.
each branch of law is its own job
Employment law, contracts, M&A, compliance: one specialist can't replace another. At Muzzo, each role goes to the headhunter who knows that speciality.
discretion is part of the hire
A move within a legal department or among a firm's partners is never announced. The headhunter approaches profiles quietly and protects your confidentiality.
the roles
the legal profiles our headhunters find for you
From the legal department to legaltech, each role goes to a headhunter who knows that job.
in-house legal counsel
Contracts, corporate law, litigation: they secure the business day to day. We look for a lawyer who knows your sector.
general counsel
They lead the legal team, advise management and manage risk. Often the key role in a growing company.
associate and counsel in a law firm
For a law firm, the headhunter looks for the expected speciality, client base and experience. They check the cases handled.
compliance officer and DPO
They make sure the rules are followed: compliance, data protection, anti-fraud. A job in high demand and short supply.
employment lawyer
Employment contracts, relations with staff representatives, labour court litigation: a rare specialist.
paralegal and contract manager
They prepare documents, track contracts and take load off the lawyers. A role that saves the team a lot of time.
legaltech developer and data engineer
Legaltechs need solid tech teams. We recruited tech leads and engineering managers for Legalstart, data engineers and machine learning engineers for Doctrine.
already hired for a legaltech
legaltech sales and customer success
They sell an online legal service to lawyers and companies, then drive adoption. We recruited account executives and customer success managers for Doctrine.
already hired for a legaltech
the method
one headhunter per role, not one firm for everything
We have tracked every headhunter since November 2020, on three criteria: how many hires they make, the quality of their profiles, their speed.
you describe the role
You fill in the form, then we talk it through: the job, the level, the salary. You set the fee, between 5 and 30%.
we choose the headhunters
From more than 2,500 selected headhunters, we keep those with the most hires in your field.
you meet the right profiles
The headhunters approach and check every profile. You receive a handful of CVs, all of them relevant.
you only pay if you hire
Nothing to pay upfront. No fixed fees, no deposit.
legal recruitment: hiring a lawyer or in-house counsel
legal recruitment agency: why work with a headhunter
Hiring a lawyer means hiring a precise specialism: employment law, contracts, M&A, litigation, compliance, data protection. A corporate law specialist cannot stand in for an employment lawyer, and you don't hire a business attorney the way you hire the sole in-house counsel of a mid-sized company.
The right people are already in post, busy with their files, and rarely answer job ads. A legal recruitment agency that works through direct approach goes to find them where they practise: legal departments, law firms, notarial offices and legaltechs.
the key roles in legal recruitment
In companies, the most sought-after roles are the generalist in-house lawyer, the specialist lawyer (employment, contracts, intellectual property, real estate), the general counsel and, more and more, the compliance officer and the data protection officer (DPO).
Law firms hire associates, counsels and partners, as well as legal advisers, paralegals and legal assistants. Legaltechs add the tech, product and sales teams that build and sell tools for legal professionals.
compliance and data protection: roles created by regulation
Part of legal hiring is driven by the law itself. Article 17 of France's Sapin II law of 9 December 2016 requires companies with at least 500 employees and revenue above 100 million euros to run an anti-corruption programme: risk mapping, code of conduct, third-party due diligence, whistleblowing. Someone has to build it, then keep it alive.
The GDPR makes a data protection officer mandatory for public bodies and for organisations whose core business involves regular and systematic monitoring of people on a large scale, or large-scale processing of sensitive data, as the CNIL, France's data protection authority, points out. The headhunter checks that the candidate has actually led a compliance project, not just taken a course.
hiring a lawyer or in-house counsel: status and collective agreements
The employment framework depends on the employer. Employees of French law firms, salaried lawyers included, now fall under a single collective agreement for law firm employees (IDCC 3253), which replaced agreements IDCC 1000 and IDCC 1850. Notarial offices apply the national notarial collective agreement (IDCC 2205). An in-house lawyer follows the agreement of their employer.
For a lawyer, the headhunter checks bar admission and the specialism actually practised. For in-house counsel, they look at the matters handled, deal size and how independently the person works with operational teams. These say more than the job title.
how our headhunters recruit legal profiles
You describe the role: specialism, type of organisation, seniority, pay. Muzzo gives the mission to the headhunters who have already recruited for that job, chosen from more than 2,500 selected headhunters we have tracked since November 2020.
They approach lawyers directly, including those who are not looking, run the interviews and check references. You only meet the shortlisted profiles. Discretion is part of the job: a departure from a legal department or a partner move is never announced.
legaltechs: hiring more than lawyers
A legaltech needs lawyers, but also developers, data engineers and salespeople who can talk to attorneys and legal departments. Muzzo has recruited tech leads and engineering managers for Legalstart, and data engineers, machine learning engineers, account executives and customer success managers for Doctrine.
For these roles, the headhunter looks for tech or sales profiles who understand their customers' work: a demanding audience that cares about reliable sources and reliable tools.
legal recruitment agency or Muzzo: what changes
A traditional legal recruitment agency hands your role to its own consultants. At Muzzo, it goes to the headhunters with the best results on that exact job. You set the fee, between 5 and 30%, and you only pay it when you hire.
A Muzzo hire is signed in 26 days on average. If the new hire leaves within 3 months, we restart the search at no cost. If no replacement is found within 4 months, we refund 50% of the fee.
your questions about legal recruitment
On average, a Muzzo hire takes 26 days, across all roles, over the last 12 months. The timing depends mostly on the speciality and the new hire's notice period. The Muzzo team gives you an estimate from your first conversation.
Through direct approach. The headhunters know the firms and the legal departments. They contact lawyers who already practise your speciality, including those who are not looking, with full discretion.
Yes. The headhunter approaches candidates without a public ad and only names your company when it matters. This is common when the current general counsel is still in post.
Yes. The headhunter checks that the candidate has already built a compliance programme or led a GDPR project, not just taken a course. These profiles are scarce, so it pays to start the search early.
Yes. A legaltech needs lawyers, but also developers, data engineers and sales people. We have recruited these profiles for Legalstart and Doctrine.