Personal Injury Attorney Recruiters for Law Firms

The short answer: Whitton Recruiting (WR) recruits attorneys and PI support roles, including case managers and paralegals, for personal injury firms nationwide on contingency. That covers plaintiff, defense, and medical malpractice work. You pay when your hire starts, and the terms are in writing before the search begins.

We recruit for personal injury law firms that need attorneys and the support team around them.

• Attorneys: intake, pre-litigation, litigation, trial, and litigation leadership seats
• PI support: case managers, paralegals, and related PI support roles

If the seat is outside that list, tell us on the first call. We will say whether we can run it.

We work with small and mid-size personal injury firms that need people who can carry caseload, talk to clients, and fit the desk you actually have open. Plaintiff, defense, and medical malpractice seats are all in scope when the role matches what we recruit.

Practice fit

A PI résumé can look strong and still be the wrong seat. Before you meet someone, ask what kind of work the candidate has actually done: intake, pre-litigation, litigation, or trial. Ask about caseload and client communication too. The goal is a fit for the desk you need covered, not a generic "PI attorney" label.

Bar standing and disciplinary records

For attorney searches, ask who checks bar standing and disciplinary records, which sources they use, and when the review happens.

Compensation aligned before interviews

We interview candidates about their experience, motivation, compensation, and availability. Before interviews with your firm, compare their expectations with the role and pay range you have agreed to.

If the role needs additional checks, agree on who handles them before the search starts.

You receive a résumé and candidate presentation covering experience, motivation, compensation, and availability. See candidate presentations.

1. Set the target. Align on practice side (plaintiff, defense, or medical malpractice), role level, experience, jurisdiction, team needs, compensation, and timeline before the search begins.
2. Meet screened candidates. WR interviews legal candidates. You receive a résumé and presentation covering experience, motivation, compensation, and availability.
3. Get to the start date. WR coordinates interviews, collects feedback, and supports offers, start dates, and the transition into your firm.

Specialized and senior searches can take longer. Ask on the first call what a realistic first-candidate window looks like for your seat once intake is complete and the fee agreement is signed.

Ask for update cadence, pipeline visibility, and candidate follow-through in writing before the search starts. A clear reporting rhythm should be part of the agreement, not something you chase after kickoff.

Contingent search with no upfront recruiting fee. You pay when your hire starts. Published legal fee options and replacement terms are on legal recruiter fees. Comparing search models? See contingency vs. retained legal search.

The signed fee agreement controls.

Before you sign, ask:

1. Are fees, payment timing, and replacement terms in writing before the search starts?
2. What screening happens before an introduction, including bar standing for attorneys?
3. How often will you get pipeline updates?
4. What happens if the hire leaves inside the protection window?
5. Which PI roles has the firm actually filled, and how are those examples presented?

For a fuller buyer checklist, see how to choose a legal recruiting firm.