Attorney recruiting and fractional HR for Arizona law firms.
We help growing firms hire the attorneys and legal staff they need, then build the people systems that keep them. Led by an SHRM-CP certified practitioner who works with law firms and nothing else.
- CNN
- Fast Company
- U.S. News
- SHRM
- MSOD, Pepperdine
- SHRM-CP
- Speaker, ALA Arizona Chapter
What we do
Attorney and legal staff recruiting, fractional HR, leadership development, and the people strategy underneath all of it.
Who we serve
Solo, small, and mid-sized firms that are growing and have no in-house HR to lean on.
Where we work
Phoenix, Scottsdale, and Tempe across Arizona, plus Los Angeles, Orange County, and San Diego.
Hiring for a law firm works differently
You are not filling a seat. You are adding someone who touches client relationships, billable hours, and the culture of a firm where reputation is the whole business. A bad associate hire costs six figures and a year of partner time. A revolving door of paralegals drains capacity quietly, and clients feel it before the partners do.
Generalist staffing agencies send resumes. What a firm needs is someone who can tell the difference between a litigator who bills and a litigator who leads, who can name why the last two hires did not stick, and who will build the hiring and retention systems so this stops being a recurring fire.
Retention gets misunderstood. Businesses evolve and so do people, so keeping everyone forever was never the goal. What matters is getting full value from the right people while the fit is strong, spotting the ones worth investing in, and not bleeding money on turnover you could have prevented.
The TAIT Framework, applied to law firms
Every engagement runs on four dimensions, and together they cover the whole arc of someone’s time at your firm. Hiring them is the first one. Developing them, promoting them, and building the leaders above them are the other three.
Talent
Attorney and legal staff recruiting, executive search, and workforce planning. The shortlist gets built on fit rather than availability, which is where most of the cost of a bad hire is already decided.
Alignment
People operations strategy, performance, and culture. Onboarding that gets a new associate productive faster, compensation and review structures that hold up under scrutiny, and the policies that keep the firm out of trouble.
Innovation
AI and modern HR technology applied to hiring, onboarding, and people operations, so administrative work stops eating the hours your people should be spending on clients.
Teams
Career progression, manager development, and executive coaching. The work that turns a strong associate into someone on partner track, and a partner into someone people want to work for.
Most firms only ever buy talent. The other three are what decide whether the associate you hired in March is still worth the seat a year from now.
How we help law firms
Four ways to work together. Most firms start with one and expand into the others as the people problems get clearer.
Attorney recruiting and executive search
Associates, partners, and practice leaders, sourced and vetted by someone who reads a resume for legal practice rather than keywords.
Best for firms with a seat that has stayed open too long.Legal staff and paralegal recruiting
Paralegals, legal administrators, office managers, and the operations staff who keep a firm running day to day.
Best for firms losing partner capacity to support-staff turnover.Fractional HR and people operations strategy
Ongoing people-operations leadership without a full-time hire. Strategy first: compensation structure, performance systems, retention, and compliance, with implementation support where your team needs it.
Best for firms too big to wing it and too small for an HR director.Leadership development and executive coaching
Career progression frameworks, manager training, and one-on-one coaching for partners and rising associates. The work that happens after the hire, and the work that decides whether the hire was worth it.
Best for firms where the best lawyer keeps getting promoted into a manager nobody ever taught to manage.
Built on experience
Tait Consulting is led by Angela Tait, author of The Human Capital Playbook, with an MSOD from Pepperdine University and a SHRM-CP certification. Her work has been featured in CNN, Fast Company, U.S. News, and SHRM, and she speaks to legal-industry audiences including the Association of Legal Administrators Arizona Chapter.
This is not a transactional recruiter sending resumes. It is a people partner who has built hiring and retention systems inside law firms and knows what makes good legal talent stay.
- Author, The Human Capital Playbook
- MSOD, Pepperdine University
- SHRM-CP certified
- Speaker, ALA Arizona Chapter
What clients say
Firms and executives who have worked with Angela on recruiting, hiring process, and people strategy.
Angela assisted our organization in recruitment and hiring process of a key member of our Executive Leadership Team. She assisted our team with initial screening process, interview scheduling, interview structure and timeline, follow up, and the negotiation process. I found Angela to be extremely competent, professional, organized, and knowledgeable in the executive recruiting process. I highly recommend Angela.
Angela is a very knowledgeable professional who is willing to share her knowledge in hiring and recruiting. The time I spent with her not only helped with my written presentation, but the conversation we had gave me confidence and belief in myself.
Angela was a pleasure to work with. She is timely and very efficient.
Where we work
Arizona and Southern California are home. In Arizona that means Phoenix, Scottsdale, Tempe, and firms across the state. In Southern California it means Los Angeles, Orange County, and San Diego. We know the legal talent pools, the pay bands, and the firms you are competing against for candidates in both.
Hiring somewhere we have not named, ask. We take work outside these regions when the fit is right, and we say so plainly when it is not.
Frequently asked
What does Tait Consulting do?
Tait Consulting is an attorney recruiting and fractional HR firm for law firms in Arizona and Southern California. We handle attorney and executive search, paralegal and legal staff recruiting, ongoing fractional HR leadership, and the hiring and retention systems underneath all of it.
What is fractional HR for a law firm?
Fractional HR means you get an experienced people-operations leader on a monthly retainer instead of hiring a full-time HR director. For a law firm that typically covers handbooks and policy, onboarding, performance management, compliance, compensation structure, and retention strategy. You get senior-level HR judgment at a fraction of the cost and commitment of a full-time hire.
What is the TAIT Framework?
The TAIT Framework is the four-part model every Tait Consulting engagement is built on. Talent covers recruiting and workforce planning, Alignment covers people operations strategy and performance and culture, Innovation covers AI and HR technology applied to hiring and onboarding, and Teams covers career progression, manager development, and executive coaching. Together they run the full employee lifecycle rather than stopping at the offer letter.
Do you only work with law firms in Arizona?
Our core focus is Arizona and Southern California, and we work with firms beyond those markets where there is a strong fit. Book a call and we will tell you plainly whether we are the right partner.
What size law firm do you work with?
Primarily solo, small, and mid-sized firms that are growing and feeling the strain of hiring and retention. That is the stage where a wrong hire does the most damage and there is no in-house HR to lean on.
What roles do you recruit for?
On the attorney side, associates, partners, and practice group leaders, including executive search for firm leadership. On the staff side, paralegals, legal administrators, office managers, and operations and support staff.
What is the difference between your recruiting and fractional HR services?
Recruiting fills a specific role. Fractional HR is ongoing, and we act as your part-time people-operations leader, handling onboarding, performance, retention, and compliance, so hiring becomes one part of a healthy system rather than a recurring emergency.
How is the TAIT Framework different from a staffing agency?
A staffing agency stops at placement. The TAIT Framework treats hiring as one dimension of a larger system across Talent, Alignment, Innovation, and Teams, so the work does not end when the seat is filled. It ends when the person is succeeding in it.
Do you offer a placement guarantee?
Terms depend on the engagement. We will walk through structure, timeline, and guarantees on your discovery call.
How do we start working together?
Book a free 30-minute discovery call. We will talk through where hiring and retention are costing you, what you have already tried, and whether we are the right fit. If we are, you will get a scoped proposal. If we are not, we will say so.
Let’s build a firm the right people choose
Book a discovery call. We will talk about where hiring and retention are costing you, and whether the TAIT Framework fits your firm.
For candidates: see open opportunities.