Legal hiring software that runs itself.
A turnkey hiring solution for law firms, boutique practices and in-house teams. Post to 100+ job boards in one click, screen for bar admission and case experience, and keep every applicant in one place instead of three inboxes.
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Harlow & ReedLaw Firm
Paralegal
StallingLitigation experienceCandidates
31ListKanban5,000+ growing businesses hire on AvaHR without a recruiting team.
The top 10% of law firms hire with AvaHR.
If you want to grow the firm, you have to hire people who can carry a matter without supervision. Everything here exists to help you find credentialed people fast, so caseloads stay covered and deadlines never slip.
One click puts the job on 100+ boards.
Applicants arrive through organic publishing. Write the post once and it is live everywhere paralegals and attorneys are actually looking, including the boards you have never heard of that quietly work.
Hit publish.
Watch it go live.
In the time it takes to review a filing, the role is live and collecting applicants.
Keep your top candidates in one place.
Notes, tags and status notifications on every applicant. Custom scorecards and ratings so your partners and your office administrator rate the same things, and a hiring process you shape around how the firm actually hires.
- Notes and tags that everyone on the team can see
- Scorecards built for a writing sample, not a boardroom
- Status notifications so nobody goes quiet for a week
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31 total · 22 active
Loaded with features, none of which you have to configure.
Review applicant insights for every job posting, so you know which roles are working and which are quietly leaving work on a partner’s desk.
Real-time data tracking
Instant visibility into hiring performance, with metrics and dashboards that are current rather than compiled at month end.
Job performance reports
Measure how each posting actually performed, so the next one starts from what worked instead of a guess.
Time-to-hire reports
See how long it takes from posting to hire, and exactly which stage is where people are getting stuck.
The #1 hiring software for small business.
Show them what it is like to practice at your firm.
Candidates want to feel connected to their next employer before they apply. Your culture profile tells the story: the matters you take, the team, the mentorship, the reality of the hours. Organic search brings paralegals and attorneys straight to it.
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PreviewSaveFrom people running firms like yours.
I have been using AvaHR to create my culture profile and I have noticed a huge increase in applicants. It has given the firm an identity on the job boards and helped me connect with great candidates.
Nina J. · Anaheim, CAGetting jobs onto individual job boards used to be difficult. I would get so frustrated I would dread hiring. Now I build and post jobs in less than 30 minutes and send them everywhere.
Michael G. · Denver, COI used to keep all my applicant information in Excel. Now I track applicants and their résumés in one place, and my coworkers can get to it too.
Alyssa R. · Nashville, TNBefore AvaHR it was hard to keep track of applicants as they came in. Now they are in a central location and easy to rank. The custom scorecards make finding the best applicant for my firm so easy.
Kristen M. · Buffalo, NYStart from something that already works.
Keyword-optimized job postings rank higher and get seen by more legal professionals. Start from a proven template rather than a blank page.
Job description templates
Ready to post, by role, and written to be read by a paralegal.
Browse →Employee handbook
Policy sections you can edit, for a firm without an HR department.
Browse →Hiring checklists
Every step from posting to day one, in the order it has to happen.
Browse →Interview kits
Questions by role, with what a good answer sounds like.
Browse →Legal job description templates.
Four of the roles law firms hire most, written so applicants know what the day actually looks like.
Everything else in the platform.
100+ free job boards
One publish, every board that matters.
Insights and analytics
Time-to-hire and source reporting that tells you where to spend next.
Text messaging
Reach candidates outside billable hours, where they actually reply.
Automated actions
Follow-ups, rejections and reminders that send themselves.
Custom questionnaires
Screening questions that filter before anyone picks up a phone.
Custom hiring pipeline
Stages that match how your firm actually hires.
eSignatures and offers
Offer letters signed from a phone in a parking lot.
Social job sharing
Push the opening to your own channels in one tap.
Employee referrals
Your team brings the team, tracked and paid out automatically.
Four things, one account.
Post jobs
One click sends your opening to Indeed, ZipRecruiter, LinkedIn and 100+ others, with a unique job URL you can text to anyone.
Manage candidates
A modern applicant tracking system that keeps every résumé, note and message on the person rather than in an inbox.
Connect
Your culture profile gives paralegals and attorneys a real reason to apply, and organic search brings them to it without ad spend.
Collaborate
Your partners, your office administrator and your practice leads all weigh in on the same candidate, each with the access their job needs.
Before you post the first job.
Still deciding? A specialist who has set this up for businesses like yours will walk the whole flow with you.
How long does it take to get a paralegal or legal assistant role posted?
Minutes. Start from a job description template, adjust the pay range and requirements, and publish. AvaHR formats the post the way each of the 100+ boards expects, including Indeed, ZipRecruiter and the legal boards paralegals actually check.
Can I screen for paralegal certification and practice area experience before I call anyone?
Yes. Knockout questions auto-decline anyone missing a requirement you set, and custom questionnaires ask the rest up front: certification held, practice areas worked, e-filing and case management systems, and whether they can pass a conflicts check. You see the answers on the profile before you pick up the phone.
Do candidates need to create an account to apply?
No. Applying takes under three minutes on a phone with no login, and the résumé is parsed into skills, history and contact details automatically. That matters here, where most applications happen from a phone outside office hours.
Can my managing partner and office administrator see candidates too?
Everyone works the same pipeline. Notes, scorecards and @mentions live on the candidate, so nobody double-calls the same person and nobody goes cold because two people each assumed the other had it handled.
Can partners weigh in without learning a new system?
They rate the candidate on a scorecard and that is it. Each interviewer scores independently against the same criteria, and the scores roll up so you can see where the partners actually disagree.