Hiring general counsels

Given that general counsels oversee the drafting or review of contracts, this question provides insight into a candidate’s process, including how they evaluate relevant options. While approaches vary, experienced drafters and reviewers will be able to explain their approach, demonstrating how they pivot in light of specific circumstances.

You’ll be relying on the general counsel to keep an eye on compliance with the local, national, and international regulatory landscape. They may also play a hand in verifying that contract obligations are met, while making sure staff complies with internal policies. If compliance is a large part of the general counsel’s role, look for candidates to speak knowledgeably about best practices.

Negotiation methods vary from lawyer to lawyer, with some taking a more assertive stance while others reach similar goals by generating strategic dialogue. It’s helpful to know what your candidate’s approach is to this important skill — and why.

This question helps you gauge a candidate’s risk tolerance and risk management skills. The ideal candidate will have experience spotting vulnerabilities and demonstrate learnings from handling past situations. As it’s not possible to spot all risks proactively, candidates should be able to demonstrate effective learnings and approaches.

This question asks a general counsel candidate about experience pertaining to leadership, management, and teamwork. Candidates should be comfortable managing the legal department and reporting directly to the CEO. Candidates may describe motivating their team to work outside normal business hours or devising a unique value-adding solution to help the company meet or exceed business goals.

Whether by investing in training, introducing new technology, or iterating on processes, there are countless ways to reduce costs. As a lean legal department is in a company’s best interests, a candidate can really shine by detailing past successes in increasing productivity and efficiency. A strong general counsel candidate will be able to spotlight creative solutions.

As you’re relying on the general counsel to be the arbiter of how to avoid or mitigate liability, candidates should be able to resolve delicate legal dilemmas generated by an organization’s activities. For example, human resources conflicts may arise in the management of individual employees, resulting in inadvertent exposure. The best candidates are confident they can help navigate these situations well.

Even though you have a list of priorities for the position, this question informs you of a candidate’s personal approach. By getting a glimpse into a candidate’s own perceived strengths, you can better tailor the role to the individual to ensure their success and satisfaction. Ideally, candidates will have experience tackling priorities in areas you’d like to strengthen.

This question explores a candidate’s emotional intelligence, including the ability to form and maintain long-lasting relationships with mentors and peers. Candidates who can talk about professional mentors with a sense of gratitude will likely be able to demonstrate self-awareness, self-regulation, empathy, and motivation at work.