Top Legal Recruiters in Indiana: The Ultimate Guide

Indiana’s legal market is a dynamic mix of established industries and emerging tech and finance sectors. This creates a complex environment where the demand for specialized legal talent is high, but finding the perfect fit can be difficult. For companies, it means competing for professionals with niche skills. For attorneys, it means finding a role that truly aligns with your expertise and career ambitions. This is why both businesses and legal professionals are turning to specialized legal recruiters in Indiana. They provide the market intelligence needed to connect the right talent with the right opportunity, ensuring a successful match in a competitive field.

Key Takeaways

• Partner with a recruiter to gain a competitive edge: A great recruiter offers more than job listings; they provide access to the hidden job market, handle sensitive salary negotiations, and offer market intelligence that helps you make smarter decisions.
• Choose a specialized recruiter who understands your niche: The legal field is not one-size-fits-all. Prioritize a recruiter with a proven track record in your specific practice area to ensure they grasp the nuances of your goals and can identify a true cultural and technical fit.
• Drive a successful search with clear communication: The best recruiter relationships are built on transparency. Be upfront about your career goals, salary expectations, and non-negotiables to empower your recruiter to be the most effective advocate for you or your firm.

Why Partner with a Legal Recruiter in Indiana?

Whether you’re a law firm trying to find the perfect associate or an attorney considering your next career move, the hiring process can feel overwhelming. A specialized legal recruiter acts as your strategic partner, streamlining the search and connecting the right people with the right opportunities. They bring deep market knowledge, an extensive network, and a focused approach that job boards and internal teams often can’t match. Partnering with a recruiter saves valuable time and resources, but more importantly, it sets the stage for a successful, long-term professional match. By handling the heavy lifting of sourcing, vetting, and initial interviews, they allow firms and candidates to focus on what truly matters: finding the right fit.

How Law Firms Benefit

One of the biggest misconceptions is that legal recruiters only serve large, big-name firms. The reality is that firms of all sizes, from boutique practices to corporate legal departments, can gain a significant edge by working with a recruiter. Building an internal recruiting team comes with substantial direct and indirect costs, including salaries, software, and the time your current team spends away from their primary duties. A recruiter offers a more cost-effective solution.

Beyond the budget, a great recruiter provides access to a wider, more qualified talent pool. They cultivate relationships with passive candidates—top-tier professionals who aren’t actively job hunting but are open to the right opportunity. This gives you access to talent you wouldn’t find otherwise. A skilled recruiter also goes beyond the resume to ensure a strong cultural fit, which is essential for reducing turnover and building a cohesive team.

How Legal Professionals Benefit

For attorneys, a legal recruiter is a dedicated career advocate who provides support well beyond simply finding job openings. They offer a confidential way to explore the market without jeopardizing your current position. Your recruiter becomes your partner, helping you refine your resume, prepare for tough interview questions, and handle delicate salary negotiations. This guidance ensures you present yourself in the best possible light and secure the compensation you deserve.

Perhaps the most significant advantage is access to the hidden job market. Many of the best legal positions are never advertised publicly. Recruiters have established relationships with law firms and are often the first to know about new roles. By partnering with one, you gain exclusive access to these opportunities, putting you ahead of the competition. Best of all, these services come at no cost to you as a candidate.

How Recruiters Get Paid

Transparency is key to a successful partnership, so it’s important to understand how recruiters are compensated. In nearly all cases, the hiring law firm pays the recruiter’s fee. This is a contingency-based model, meaning the recruiter only gets paid if they successfully place a candidate with the firm. The fee is typically a percentage of the candidate’s first-year salary. This structure ensures the service is completely free for the job-seeking attorney.

This model also means a recruiter is highly motivated to make a successful placement. However, a reputable recruiter’s goal isn’t just to fill a role—it’s to create a lasting match. A poor fit reflects badly on them and can damage their relationship with the client firm. That’s why top recruiters focus on understanding the nuances of a firm’s culture and a candidate’s career goals to ensure the placement is a win for everyone involved. A comprehensive guide can help you understand what to expect from the process.

Top Legal Recruiting Firms in Indiana

Finding the right partner to guide your search can make all the difference. Whether you’re a law firm looking for a practice group leader or an attorney ready for your next in-house role, Indiana has a strong network of legal recruiters ready to help. Each firm has its own strengths and areas of focus, so it’s worth exploring which one aligns best with your specific goals. Here’s a look at some of the top legal recruiting firms making an impact in the Hoosier State.

Right Fit Advisors

While many firms stick to traditional methods, we bring a modern, tech-forward approach to legal recruiting in Indiana. At Right Fit Advisors, we use an AI-powered platform to go beyond the resume and identify candidates who are a perfect cultural and technical match. Our specialization across the tech, finance, and legal industries gives us unique insight into roles where these sectors intersect, like fintech compliance and tech law. We pride ourselves on our “Right Fit Advantage,” which allows us to connect companies with top-tier, culturally aligned talent in as little as 14 days, helping you build a team that’s designed for long-term success.

Axiom Legal

Think of Axiom as your source for flexible, on-demand legal talent. They specialize in helping Indiana businesses find skilled lawyers for full-time, part-time, or project-based needs. This model is designed to give you access to top-tier legal expertise without the overhead of a traditional law firm, with Axiom noting that businesses can save significantly compared to national firm rates. If your company needs to scale its legal support up or down based on workload, Axiom’s flexible talent solutions could be an ideal fit for managing your legal spend and workflow efficiently.

The Lion Group

Based right in Indianapolis, The Lion Group combines deep local market knowledge with a nationwide reach. They are a dedicated legal recruitment firm that partners with both law firms and corporate legal departments to place attorneys and compliance professionals. Their presence in the city gives them a solid grasp of the Indiana legal landscape, but their work across the US means they have a broad network of candidates and opportunities. The Lion Group is a strong choice for companies and individuals who value a recruiter with a firm footing in the local community.

Latitude Legal

Latitude Legal is focused on creating opportunities for experienced legal professionals. The firm assists seasoned attorneys, paralegals, compliance officers, and legal operations staff in finding their next role, whether it’s a temporary engagement or a permanent position. With leaders like Director of Legal Recruiting & Placement Joan Blackwell, Latitude emphasizes a personalized approach to matching high-level talent with sophisticated corporate legal departments and law firms. They are a go-to for professionals seeking substantive, engaging work and for companies that need experienced legal talent to handle complex challenges.

Major, Lindsey & Africa

As one of the world’s leading legal search firms, Major, Lindsey & Africa (MLA) brings global resources and a prestigious reputation to the Indiana market. They are known for handling high-stakes placements, including law firm partners, in-house counsel, and executive-level legal leaders. MLA works with many of the Am Law 200 firms and Fortune 500 companies, making them a key player for senior-level searches. If you are looking for access to top-tier, exclusive opportunities or candidates, MLA’s extensive network and established track record are hard to match.

Robert Half Legal

A division of the global staffing giant, Robert Half Legal offers a comprehensive range of recruiting services tailored to the legal field. Their vast network allows them to source candidates for a wide variety of roles, from temporary legal assistants and paralegals to full-time attorneys and general counsel. Robert Half’s size and resources mean they can handle high-volume staffing needs and highly specialized searches with equal efficiency. For companies and job seekers looking for a versatile recruiting partner with a proven process, they are a reliable and well-known option in the Indiana market.

Special Counsel

Special Counsel, now part of the LHH family, offers a suite of services that extends beyond traditional recruiting. While they excel at placing legal talent in law firms and corporate departments, they also provide solutions for eDiscovery, document review, and legal talent management. This integrated approach makes them a strategic partner for organizations facing complex legal and operational challenges. If your needs involve more than just filling a single role, Special Counsel’s comprehensive services can provide the talent and project-based support required to manage large-scale legal work effectively.

What Do Legal Recruiters Actually Do?

It’s a common misconception that legal recruiters just forward resumes. In reality, a great recruiter acts as a strategic partner for both law firms and legal professionals. They are career coaches, market analysts, and skilled negotiators all rolled into one. For companies, they’re a vital resource for building high-performing teams. For attorneys, they’re a trusted guide for career growth. Their work goes far beyond the initial match, providing support and insight at every stage of the hiring process and beyond. Let’s break down exactly what a legal recruiter brings to the table.

Provide Market Intelligence

A top legal recruiter has a deep understanding of the legal landscape. They know which practice areas are growing, what compensation packages are competitive, and what other firms are offering to attract top talent. This insight is invaluable for hiring managers trying to position an offer effectively. For candidates, recruiters provide a real-world view of the job market and hiring trends, helping you understand your market value and identify firms where your skills are in high demand. They can tell you about a firm’s culture and long-term stability—details you won’t find in a job description.

Prepare Your Resume and Interviews

Even the most accomplished attorney can use a second pair of eyes on their resume. Recruiters are experts at tailoring your application materials to catch a hiring partner’s attention. They’ll help you frame your experience to align perfectly with the role you’re targeting. Beyond the resume, they prepare you for interviews by providing inside information on the firm’s interview style, the personalities you’ll be meeting, and the types of questions to expect. This preparation helps you walk into every meeting with confidence and a clear strategy for showcasing your strengths.

Support Salary Negotiations

Talking about money can be awkward. A legal recruiter removes that discomfort by acting as a neutral intermediary during compensation discussions. They advocate for their candidates to ensure the final offer reflects their skills and experience. With a firm grasp of current salary benchmarks, they can manage expectations on both sides and facilitate productive salary talks. For employers, this ensures their offers are competitive enough to secure their chosen candidate. For attorneys, it means you get a fair package without having to handle the back-and-forth yourself.

Offer Access to Exclusive Roles

Many of the best legal positions are never posted on public job boards. Firms often turn to trusted recruiters to fill high-stakes or confidential roles discreetly. This means that by partnering with a recruiter, you gain access to job openings that are not advertised publicly. These exclusive opportunities can be career-defining, whether it’s a partner-track role at a top firm or an in-house counsel position at a fast-growing company. A recruiter can open doors that would otherwise remain closed, connecting you with roles that align perfectly with your career ambitions.

Deliver Flexible Staffing Solutions

Modern legal departments and law firms need agility. Recruiters understand that not every need requires a full-time, permanent hire. They can connect companies with a network of professionals for various arrangements, offering flexible legal talent for specific projects, interim roles, or part-time support. This allows a company to scale its legal capacity based on demand, whether it’s for a major litigation case, a complex M&A transaction, or to cover for a leave of absence. This approach provides access to specialized expertise exactly when it’s needed, without the long-term commitment of a traditional hire.

Guide Your Long-Term Career

The best recruiter relationships don’t end once a placement is made. Think of your recruiter as a long-term career advisor who is invested in your professional journey. They provide ongoing support throughout your career, checking in to see how you’re settling into a new role and offering guidance on future moves. As they get to know your goals and strengths over time, they can proactively bring you opportunities that align with your long-term vision. This partnership ensures you’re always positioned for growth, with a knowledgeable advocate ready to help you make your next strategic move.

What Makes a Great Legal Recruiter?

Finding the right legal recruiter can feel like finding the right business partner—it’s a relationship built on trust, expertise, and shared goals. Not all recruiters are created equal, and knowing what to look for can make all the difference in your job search or hiring process. The best recruiters aren’t just sending resumes into the void; they are strategic advisors who offer deep market insight and personalized guidance. They act as your advocate, career coach, and connection to opportunities you wouldn’t find on your own.

For law firms and corporate legal departments, a great recruiter becomes an extension of your talent team, understanding your culture so deeply that they can identify candidates who will thrive for years to come. They save you time by vetting candidates thoroughly, ensuring you only meet with professionals who are a true potential fit. For legal professionals, they are your champion in a competitive market, helping you make career moves that are both ambitious and smart. The relationship is a true partnership, one that requires a high level of professionalism and a genuine investment in your success. So, what separates the good from the great? It comes down to a few key qualities that define the most effective legal recruiters in the industry.

Deep Industry Knowledge

A top-tier legal recruiter offers more than just job listings; they provide a deep understanding of the legal landscape. They should have extensive knowledge of various law firms, corporate legal departments, and different areas of law. This expertise allows them to offer valuable guidance on which roles align with your skills and which environments fit your career goals. They can tell you about a firm’s culture, its billable hour requirements, and its path to partnership because they’ve done their homework. This level of insight ensures you’re not just finding a job, but the right step for your long-term career.

A Strong Professional Network

In the legal world, connections are everything. A great recruiter brings a powerful professional network to the table. They have spent years building relationships with managing partners, department heads, and HR leaders at the most sought-after firms and companies. These established connections often give you access to exclusive, unadvertised roles. A well-connected recruiter can get your resume directly in front of the decision-makers, bypassing the standard application process and giving you a significant advantage. They act as a credible, third-party endorsement of your skills and experience, opening doors that might otherwise remain closed.

Clear Communication and Transparency

The hiring process can be opaque and nerve-wracking, which is why clear communication is non-negotiable. A great recruiter is responsive, honest, and transparent every step of the way. They provide prompt feedback after an interview, give you a realistic assessment of your candidacy, and keep you informed about the status of your applications. You should never have to wonder where you stand. This commitment to effective communication builds a foundation of trust and ensures you feel supported and respected throughout your search. It’s a partnership, and you deserve to be kept in the loop.

Broad Geographic Coverage

While local expertise is valuable, a recruiter with a wide geographic reach can present a much broader set of opportunities. Whether you’re open to relocating for the perfect role or your company is hiring across multiple states, a recruiter with a national presence is a huge asset. Agencies with offices in major hubs and nationwide capabilities can connect you with top-tier openings from coast to coast. This versatility means your search isn’t limited by zip code, giving you the flexibility to explore the best possible fit, no matter where it is.

A Proven Track Record

Ultimately, results matter. The best way to gauge a recruiter’s effectiveness is by looking at their track record. Have they successfully placed candidates with similar experience levels in the types of roles you’re targeting? A recruiter with a strong history of success demonstrates that they have the skills, network, and industry trust to deliver. They should be able to speak to their past placements and share success stories that align with your goals. Choosing a recruiter with a proven ability to place high-demand attorneys is a strong indicator that you’re in capable hands.

How to Choose the Right Legal Recruiter

The relationship with your legal recruiter is a partnership. It’s not just about filling a role or finding a job; it’s about making a strategic move that aligns with your long-term goals. The right recruiter acts as your advocate, advisor, and market insider. They can connect you with opportunities that aren’t publicly listed and provide the intelligence you need to make confident decisions. But with so many options out there, how do you find the one that’s truly the right fit? It comes down to asking the right questions, knowing what to look for, and trusting your gut. A great recruiter invests time in understanding your unique needs, whether you’re a law firm seeking a partner with a specific book of business or an associate looking for a better work-life balance. They don’t just push resumes; they build relationships. This section will walk you through the practical steps to vet and select a legal recruiter who will become a valuable extension of your team or a trusted career guide. Think of this as your checklist for finding a partner who will champion your success in Indiana’s competitive legal market.

Key Questions to Ask

When you first connect with a recruiter, treat it like an interview—because it is. You’re vetting them to see if they’re the right partner to represent you or your firm. The goal is to find someone you trust, who deeply understands your area of law, and has strong connections with the right people. Don’t hesitate to ask direct questions about their experience in your specific practice area, their process for vetting candidates, and how they maintain relationships with top firms. A great recruiter will welcome this conversation and provide clear, confident answers. Their responses will tell you everything you need to know about their expertise and whether they’re the right advocate for your career.

Red Flags to Watch For

Just as important as knowing what to look for is knowing what to avoid. A few red flags can signal that a recruiter may not have your best interests at heart. Be wary of anyone who pressures you to make a quick decision, is vague about a role’s details, or submits your resume without your explicit consent. Another warning sign is poor communication; if they’re unresponsive or disorganized from the start, it’s unlikely to improve. Remember, you are in control of this relationship. If a recruiter isn’t working out or you feel they aren’t listening to your needs, you don’t have to stick with them. A productive partnership is built on respect and transparency, so don’t settle for anything less.

Evaluate Their Specialization

The legal field is incredibly nuanced, and a one-size-fits-all approach to recruiting simply doesn’t work. You should always “look for a good fit: Choose a recruiter who understands your goals and what you do.” A generalist may not grasp the difference between compliance work in the financial sector and intellectual property litigation in tech. A specialized legal recruiter, however, speaks your language. They understand the specific skills, market value, and cultural dynamics of your practice area. This expertise allows them to identify truly viable opportunities and provide credible advice, ensuring you find a role or candidate that is a perfect match. This is why partnering with a firm that offers specialized legal recruiting is so critical for success.

Check Their References

You wouldn’t hire a new associate or accept a job offer without doing your homework, and the same principle applies to choosing a recruiter. Take the time to research their reputation and track record. A confident and successful recruiter will be happy to provide references from both candidates and hiring managers they’ve placed. Ask for them. Beyond that, look for testimonials on their website and check their LinkedIn profile for recommendations from people in your field. This due diligence gives you a clearer picture of their working style, their success rate, and the quality of their relationships. It’s a simple step that can save you a lot of time and frustration down the road.

Assess Their Market Knowledge

A great legal recruiter is more than a matchmaker; they are a source of valuable market intelligence. They “should know a lot about different law firms and areas of law,” including which firms are expanding, which are struggling, and what the current compensation trends look like. This insight is a huge advantage. For candidates, it helps you make informed career decisions and negotiate effectively. For law firms, it helps you structure competitive offers and understand how you stack up against other employers. When you speak with a potential recruiter, ask them about the current state of the Indiana legal market. Their answer will quickly reveal the depth of their expertise and the value they can bring to your search.

What to Know About Indiana’s Legal Market

Whether you’re a company looking to hire top legal talent or a lawyer considering your next career move, understanding the local landscape is crucial. Indiana has a vibrant and evolving legal market with unique characteristics. Knowing the key practice areas, salary expectations, and major players will help you make informed decisions and find the right fit for your goals. The state’s legal scene offers a blend of traditional corporate law and emerging high-tech fields, creating a dynamic environment for both businesses and legal professionals. Here’s a closer look at what defines Indiana’s legal market right now.

In-Demand Practice Areas

Indiana’s diverse economy fuels a need for a wide range of legal expertise. The most in-demand practice areas reflect a blend of established industries and modern challenges, including corporate law, M&A, and litigation. We’re also seeing a significant need for specialists in fields like Artificial Intelligence, data privacy, and cybersecurity as the tech sector grows. Other key areas include real estate, labor and employment, and regulatory compliance. This variety means that whether you’re a general counsel or a highly specialized attorney, there are plenty of opportunities to apply your skills and build a successful career in the Hoosier State.

Current Compensation Trends

Compensation in Indiana can be highly competitive, especially for experienced attorneys who can bring business with them. According to recent reports on current compensation trends, law partners with a portable book of business can see salaries ranging from $300,000 to over $20 million. This wide range underscores the immense value that firms place on client relationships and business development skills. For legal professionals, this highlights a clear path for career growth, while for companies, it emphasizes the importance of offering competitive packages to attract and retain top-tier talent who can drive revenue and growth.

Key Growth Opportunities

One of the most significant trends shaping Indiana’s legal market is the push for greater efficiency and value. Companies are increasingly looking for ways to manage legal expenses without sacrificing quality. For businesses, this presents a major opportunity to save up to 50% on legal costs by partnering with flexible talent solutions instead of relying solely on traditional national law firms. This shift creates a growing demand for skilled attorneys who can work in agile environments, including interim roles and project-based engagements. It’s a win-win: companies get the expertise they need at a manageable cost, and lawyers gain more control over their careers.

Local Market Dynamics

Indiana’s legal landscape is anchored by a mix of large, established firms and a growing number of specialized practices. A prominent player is Barnes & Thornburg LLP, a major full-service law firm headquartered in Indianapolis that also has a significant lobbying presence. The influence of such large firms shapes the market, setting standards for practice and compensation. Understanding these local dynamics is key for anyone entering the market. It helps companies position their offers competitively and allows legal professionals to identify where their skills and career aspirations align best within the existing ecosystem.

How to Create a Successful Recruiting Partnership

Working with a legal recruiter is a strategic partnership, not just a transaction. Whether you’re a law firm seeking top talent or a legal professional looking for your next role, the success of the relationship depends on mutual effort, trust, and clear communication. By treating your recruiter as a trusted advisor, you can get the most out of their expertise and network. The key is to be an active participant in the process, providing the information and feedback your recruiter needs to find the perfect match for you.

Set Clear Expectations

The foundation of a great partnership is honesty. Be upfront with your recruiter about your career aspirations, salary expectations, and non-negotiables from day one. Share the full picture of why you’re seeking a new opportunity and what your ideal role or candidate looks like. This transparency allows a recruiter to represent you accurately and efficiently. For hiring managers, this means providing a detailed job description and being candid about team dynamics and company culture. For candidates, it means being open about your long-term goals. The more your recruiter knows, the better they can advocate for you.

Establish Communication Practices

A successful search requires a steady flow of communication. Agree on a preferred method and frequency for updates, whether it’s a weekly call or daily emails. Be responsive when your recruiter reaches out with opportunities or questions; in a competitive market, timing is everything. A great recruiter will keep you informed about their progress and provide constructive feedback after interviews. This two-way street ensures that you both stay aligned and can adjust your strategy as needed. If you feel the communication isn’t working, it’s important to address it directly or consider finding a new partner who better suits your style.

Understand the Fee Structure

It’s important to know how recruiters are compensated. In the legal industry, recruiting services are almost always paid for by the hiring law firm or company, not the candidate. The fee is typically a percentage of the hired candidate’s first-year salary. This contingency model means the recruiter is financially motivated to find a successful, long-term placement. Understanding this fee structure can help both sides appreciate the value a recruiter brings. They are invested in making a quality match that benefits both the employer and the new hire, ensuring a true “right fit.”

Manage the Hiring Timeline

Finding the perfect role or candidate takes time. While some placements happen quickly, a comprehensive search can take several months. It’s wise to connect with a recruiter before you urgently need to make a move. This gives them time to understand your needs, scan the market, and wait for the right opportunity to arise. For hiring managers, providing a realistic hiring timeline helps your recruiter plan their search strategy. While a specialized agency can accelerate this process significantly, patience allows for a more thorough and successful search, preventing rushed decisions that you might regret later.

Get Negotiation Support

Navigating salary and benefits discussions can be one of the most challenging parts of the hiring process. Your recruiter is a valuable ally and intermediary during these conversations. They have deep market knowledge of current compensation trends and can help you benchmark offers. For candidates, a recruiter can help you articulate your value and negotiate for a package that reflects your skills and experience. For employers, they can manage candidate expectations and mediate discussions to help you close the deal. This support ensures that both parties reach a fair and agreeable outcome.

Related Articles

• Top Legal Recruiters in Michigan for Your Job Search – Right Fit Advisors
• Top Legal Recruiters in the USA: Your 2024 Guide – Right Fit Advisors
• Top Legal Recruiters in Louisiana: Find the Right Fit – Right Fit Advisors

Frequently Asked Questions

As a law firm, why should we pay a recruiter’s fee instead of relying on our internal team? Think of a specialized recruiter as a strategic investment rather than an expense. While your internal team is excellent at many things, a dedicated legal recruiter brings a deep network of passive candidates—top attorneys who aren’t actively looking but are open to the right opportunity. They also provide valuable market intelligence on compensation and what competitors are offering. This saves your team countless hours on sourcing and vetting, allowing them to focus on their core duties while ensuring you only see highly qualified candidates who are a strong cultural fit.

I’m an attorney who isn’t actively looking for a new job. Is there any benefit to connecting with a recruiter? Absolutely. Building a relationship with a trusted recruiter when you’re not actively searching is one of the smartest moves you can make for your long-term career. It allows you to confidentially keep a pulse on the market, understand your current value, and hear about exclusive, high-level opportunities that are never advertised publicly. Think of it as having a career agent who understands your goals and can bring you the perfect role when the time is right, without you having to do any of the legwork.

Can I work with multiple legal recruiters at the same time? While you can, it’s often more effective to build a strong, exclusive partnership with one or two recruiters you truly trust. When a recruiter knows they are your primary advocate, they are more invested in your search. Working with too many can lead to confusion, such as having your resume submitted to the same firm by different recruiters, which can reflect poorly on you. It’s better to choose a specialist who understands your goals and can represent you thoughtfully and strategically.

Your post mentions Right Fit Advisors uses AI. How does that actually help find a better candidate? Our AI-powered platform allows us to go far beyond a simple keyword search on a resume. It analyzes data points related to a candidate’s skills, experience, and past career trajectory to identify not just who is qualified, but who is most likely to succeed within your specific company culture. This data-driven approach helps us uncover hidden gems and predict long-term compatibility, reducing the risk of a bad hire and ensuring the talent we present is truly the “right fit” for your team.

What happens if a recruiter places me in a role and it turns out to be a bad fit? A reputable recruiter’s goal is to build a lasting partnership, not just to make a quick placement. Most top-tier recruiting firms, including ours, have a guarantee period. If a candidate leaves or is let go within a specific timeframe, the recruiter will typically work to find a replacement at no additional cost. This ensures our interests are aligned with yours—we are motivated to find a match that sticks, because our reputation and our relationship with you depend on it.