For law firms
Hire your next paralegal, assistant or office admin without reading 80 resumes
Firm hiring has its own tells — case-management software fluency, deadline discipline, confidentiality awareness. ReqGenius screens for those, not just keyword matches, and interviews your best candidates by AI before you spend an hour on a phone screen.
Built for how you actually hire
Three roles, three different interviews
The AI interview is generated from your job description, so a paralegal posting and a billing posting ask genuinely different questions — not the same generic screen with the title swapped.
Paralegals & legal assistants
The AI interview walks candidates through a client call about case status and a looming filing deadline, scoring how they'd actually handle it without crossing into giving legal advice.
Legal secretaries & office admins
Screens for case-management and document-management software fluency, then the interview probes how a candidate juggles a deadline crunch across two attorneys' calendars.
Billing & trust-accounting coordinators
Scored on trust-accounting and billing language in context, interviewed on handling a billing discrepancy a client has questioned.
Job titles we screen for
Firm roles we're built around
Every title below gets its own criteria — tap one to see what the resume screen and AI interview actually look for.
Paralegal
The AI interview walks candidates through a client call about case status and a looming filing deadline, scoring how they'd handle it without crossing into giving legal advice. The resume screen checks for the specific practice area and case-management software (Clio, MyCase, PracticePanther) your firm runs on.
Legal Secretary
Resume screen checks document-management and dictation-transcription software fluency against what the posting specifies, instead of a generic 'legal software' keyword match. The interview probes how they'd handle a conflicting-priority week with filings due for two attorneys.
Billing / Trust Accounting Coordinator
Checked for trust-accounting language specific to legal billing (IOLTA compliance, time-entry review) rather than generic bookkeeping experience. The interview walks through handling a billing discrepancy a client has questioned.
Case Manager / Intake Coordinator
Resume screen looks for intake-volume and case-triage experience, with the interview covering how they'd handle a new client call that comes in during a filing crunch. Confidentiality awareness is read from how they talk about client information, not a checkbox.
Legal Assistant
Screened for deadline-discipline language — docketing, calendaring, filing — read in context rather than listed as a bare skill. The interview covers juggling a deadline crunch across two attorneys' calendars at once.
Office Administrator
Scored on firm-operations language — vendor management, facilities, HR-adjacent tasks — rather than a generic office-admin match. The interview includes a scenario about a staffing gap during a week with multiple filing deadlines.
Law Clerk
Screened for research-tool fluency (Westlaw, Lexis) and how they'd prioritize research requests from multiple attorneys with competing deadlines, which the AI interview covers directly. Candidates still in school are scored on coursework and clinic experience, not just prior employment.
Notary / Document Specialist
Checked for active notary commission and document-execution experience where the posting calls for it. The interview covers a scenario where a signing goes wrong mid-appointment, to see how they'd actually handle it.
What the screen actually looks at
The details a generic ATS skims past
Most applicant tracking systems were built for generic office roles and treat a legal-staff resume like any other. ReqGenius's resume parser is pointed at your job description, so it reads for what actually predicts success in a deadline-driven, confidentiality-sensitive role.
- Case and document-management software experience (Clio, MyCase, PracticePanther) instead of a generic "legal software" keyword match
- Notary status and bar-registered-paralegal credentials where the posted role calls for them
- Confidentiality awareness, read from how a candidate talks about client information and privileged documents
- Deadline-discipline language — docketing, calendaring and filing experience read in context, not just listed as a skill
Questions law firms ask
Before you post your first role
Can ReqGenius screen attorney candidates too, not just support staff?
ReqGenius works best for paralegal, legal assistant, office and billing roles, where resume and interview criteria are concrete and comparable across candidates. For attorney hires, where bar admission, practice area and judgment are harder to reduce to a score, most firms still prefer a fully human-led process — you can still use Quick Filter to triage a large applicant pool if one comes in.
Does ReqGenius verify bar admission or notary status?
It reads what the resume and pre-screen answers say about credentials and flags them for you to verify with the relevant bar or state before you hire. ReqGenius doesn't run an independent credential verification check.
We're a small firm that hires rarely. Does Per Role or Always-On make more sense?
Per Role ($249, 45-day window) is built for exactly that — one open role, nothing to cancel afterward. A firm hiring paralegal, assistant or billing seats across the year usually comes out cheaper per hire on Always-On ($299/mo, 3 roles open at once).
Can a managing partner or office manager see candidates across every open role?
Always-On includes unlimited team seats, so a managing partner and office manager can both see every open role and candidate in one dashboard rather than working from separate inboxes.