Tell Gerri who you need.
Share the practice area, seniority, location, and experience that matter. Tell her what your team offers, too.
The attorneys you want are tuning out.
Twenty recruiters. The same pitches. Roles outside their practice. Cold calls at work. Then silence when they actually respond.
Gerri gives them a quieter way to stay open. She learns what they want, filters the opportunities, and introduces you when there’s genuine interest.
A better match starts with a real conversation.
Every attorney in Gerri’s network has had an in-depth conversation with her—about their experience, the work they want to do, and what would make a move worthwhile.
So when you tell Gerri about your team, she looks beyond matching titles and practice areas. She connects what you need with what each attorney brings—and wants next.
From hiring brief
to warm introduction.
Find the people worth meeting.
Gerri matches your brief against attorneys in her network, considering both their qualifications and what they want next.
Meet when the interest is mutual.
Gerri checks the attorney’s interest and gets their approval before making an introduction. You take the conversation forward directly.
Better context.
Less chasing.
Understand the motivation.
Know why an attorney is interested in your opportunity, alongside what they can bring.
Start with a warm introduction.
Spend your time speaking with interested attorneys, rather than trying to get a response.
Refine as you go.
Tell Gerri what fits and what doesn’t. She uses your feedback to sharpen the search.
Attorneys stay in control. You meet people who want to talk.
No cold calls. No mass submissions. No pressure to move.
That’s why Gerri’s approach works for passive exploration—and why an introduction means something. The attorney has considered your opportunity and chosen to meet you.
A warm introduction.
Half the fee.
No upfront fee. No subscription. You pay 10% of starting base salary when you hire.
10%on a successful hire.
A few things
worth knowing.
Where do the attorneys come from?
Gerri’s network is built through her work as a personal career agent for Am Law 200 attorneys. They share their experience and preferences so she can identify opportunities worth considering.
Are they actively looking?
Some are. Others are simply open to the right opportunity. Gerri confirms interest in your role before making an introduction.
What if a match isn’t right?
Tell Gerri why. Feedback on experience, seniority, practice focus, or motivation helps her refine the search.
How is this different from a recruiter?
Gerri starts with an ongoing understanding of the attorney. She matches that context to your hiring needs, confirms mutual interest, and connects you directly—at a 10% success fee.
When do I see an attorney’s identity and CV?
After the attorney approves sharing them with your firm. Exploring opportunities with Gerri doesn’t give employers unrestricted access to their profile.