Headhunter

People hear the word “headhunter” and think it’s all cold calls, LinkedIn messages, and commission — but for me, it’s about so much more.

A Legal Recruiter with a Human Lens

At Smith Legal Search, I’m deeply committed to helping law firms and companies recruit exceptional legal talent and supporting lawyers in navigating their next career move. In a profession where precision and polish often take center stage, I wanted to pull back the curtain a bit. Behind every placement is a conversation, a connection, and a shared belief in what’s possible. And behind me is a story of struggle, resilience, growth — and an ongoing fight to build a life rooted in purpose and presence.

And sometimes it’s about healing from a toxic workplace and remembering who you are. For me, this work is personal. It’s purpose-driven. It’s built on trust, empathy, and real connection. If you’re feeling stuck, uncertain, curious, or even just restless, I’m here for that conversation.

My Approach

My approach to legal recruitment is grounded in curiosity, honesty, and respect for people’s time. I came into this work the long way, learning early that meaningful conversations matter more than polished pitches. That perspective shaped how I recruit and who I choose to work with.

Too often, recruitment becomes transactional. Names on spreadsheets, templated outreach, and placements driven by quotas instead of people. I work differently. I focus on real conversations, clear communication, and long-term relationships. If a role is not the right fit, I will say so. If someone is undervaluing themselves, I will have a direct conversation.

This work is not about pushing moves or closing deals. It is about being a steady, trusted partner at important moments, often before a decision feels urgent. One conversation at a time.

Nationwide Reach

Our network is truly global. We have an extensive client base which spans all across Canada

Check Us Out
Vancouver

From prestigious firms to powerhouse in-house teams — we place top legal talent where Vancouver’s biggest decisions are made.

We connect exceptional lawyers with opportunities at leading law firms and dynamic in-house legal teams.

We don’t just fill roles — we match skilled lawyers with the firms and in-house teams where they’ll truly thrive.

Frequently Asked Questions

I start by getting to know the person, not just the résumé. That means understanding their background and practice experience, but also what they genuinely enjoy, what they do not, and what they are trying to move toward. We talk about short term priorities, longer term goals, and everything in between.

I ask questions like what kind of practice they want to build, whether partnership is on their mind, or whether an in-house path is something they are considering. Those conversations help surface what actually matters to them, not just what looks good on paper.

Once I understand someone’s goals and how they think about their career, it becomes much clearer which opportunities make sense and which do not. That allows me to be selective and intentional, and to focus only on roles that align with who they are and where they want to go.

In seven years of working exclusively in legal recruitment, I have never seen someone “caught” simply for speaking with a recruiter or exploring the market. Confidentiality is not optional in this work. It is foundational. At Smith Legal Search, every conversation is treated with care, discretion, and respect for how sensitive these decisions can be.

I understand that it is not easy to talk openly about feeling unhappy, uncertain, or ready for a change, especially while you are still employed. Those conversations often carry a lot of weight. This is a significant decision in your life and your career, and it deserves to be handled thoughtfully and privately.

At the end of the day, most firms do not want to hold someone back who is no longer fulfilled, even if the process of getting there feels daunting. The legal world can be fast-moving and chaotic, and career decisions can escalate quickly if not handled carefully. My role is to bring a sense of calm to that process, keep things measured and discreet, and avoid overcomplicating what is already a high-stakes moment.

 
 

If you share your résumé with me and consent to have it sent for a specific opportunity, that does not mean your résumé is placed in a system and circulated broadly. Full stop. No. Never.

That is one of the fastest ways to lose trust and relationships, and it is not how I work. Your résumé is never sent anywhere without your explicit consent for that specific opportunity. There is no blanket approval, and there is no automated distribution.

Legal recruitment, particularly in markets like Vancouver, where the bar is small and relationships matter, is inherently relationship-driven. This is not transactional work. It is built on discretion, trust, and long-term credibility. I will only ever share your materials with your knowledge, your approval, and for roles we have discussed and agreed make sense.

Most of the opportunities I share are not posted anywhere. Candidly, roughly 95 percent of the roles I speak to people about never appear on public job boards. That is by design. Our business is built on relationships, not postings.

People at Smith Legal Search were once called to the bar themselves. Many of the relationships we rely on started early, with classmates and peers who are now lawyers, partners, and decision makers across the market. Staying close to those relationships is something we take seriously and genuinely value.

I am in constant conversation with lawyers and firms, whether or not there is an active search underway. That is how I develop a clear read on when the market is active, when it is selective, and where opportunities are quietly taking shape. When the market is strong, I will tell you. When options are narrow or timing is not right, I will have that conversation as well.

Over time, many of these professional relationships have become genuine friendships. As a result, if I reach out, it is often about an opportunity you would not otherwise hear about. While we do post exclusive mandates, much of the real market intelligence lives in those ongoing conversations rather than in public listings.

I am comfortable advising against a move or a hire when the timing or fit is not right. Not every situation calls for action, and forcing one usually does more harm than good. Part of my role is to help people slow the decision down, pressure test the rationale, and think through second and third order consequences before anything moves forward.

Those conversations are not always easy, but they are important. If someone is reacting to a short term frustration, an isolated issue, or incomplete information, I will say that. If a firm is trying to solve a deeper structural problem with a single hire, I will surface that as well. Protecting long term relationships and careers matters more than closing a transaction.

Sometimes the right outcome is clarity, not movement. Being willing to name that, even when it means advising patience, is how trust is built and maintained on both sides of the market.

Interested in a confidential conversation?

No pressure. No spin. No BS. Just real talk. Human to human.

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