Why this matters:
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.
What to listen for:
- Experience with relevant tools, such as form templates and software platforms
- A level of risk tolerance that aligns with your company’s
- A thoughtful process that incorporates company goals, preferred positions, and personal negotiation style
Why this matters:
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.
What to listen for:
- Experience with developing systems to proactively monitor compliance
- Emphasis on continuously reviewing policies and procedures to ensure they’re updated
- Experience conducting employee training on topics like data security and discrimination
Why this matters:
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.
What to listen for:
- A comprehensive set of experiences — with the potential ability to shift techniques, depending on parties and circumstances
- Rational philosophies when deciding which methods to use
- Examples of successful negotiations in their career
Why this matters:
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.
What to listen for:
- Experience identifying risks, mitigating losses, or iterating on company policies
- Understanding of risks a company faces, including compliance, turnover, and privacy
- Resilience and growth mindset in bouncing back from mistakes or missed opportunities
Why this matters:
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.
What to listen for:
- Proven leadership abilities, inspiring teams to rise to each occasion
- A sense of how the candidate measures success in their department
- Emphasis on mentorship, communication, and interpersonal relationship-building skills
Why this matters:
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.
What to listen for:
- Experience developing cost-effective solutions when needed
- Process for determining when to rely on in-house resources and when to outsource work
- Understanding of various ways technology can be used to automate manual tasks and cut costs
Why this matters:
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.
What to listen for:
- A thoughtful approach that puts the organization first — but may also benefit other parties
- Creative solutions that reduce exposure while advancing business objectives
- Confidence in handling difficult legal dilemmas
Why this matters:
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.
What to listen for:
- Prioritization of common goals like facilitating business objectives while safeguarding the company
- A clear outline for how to make an impact in the first 90 days on the job
- A strategic approach to analyzing the legal department’s strengths and opportunities
Why this matters:
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.
What to listen for:
- Description of a teacher, colleague, mentor, trainer, or former boss who has inspired them
- An interest in professional networking
- Ability to work with different stakeholders with varying backgrounds and perspectives
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