Connect with attorneys who can move your firm forward. From exceptional associates to partners with established books of business, Ghali Asad and his NYC recruiting team bring 21 years of executive search relationships to your next hire.
Law firms & corporate legal teams · New York, New Jersey & nationwide
A critical hire should strengthen more than your headcount. We look at technical ability, client service, commercial judgment and the way your team works.
Attorneys who can contribute to your matters, develop client relationships and take greater ownership as your practice grows.
Established lawyers seeking a platform that supports their clients, practice and long-term ambitions.
Commercially minded attorneys who understand the business behind the legal decisions.
The people who keep matters moving, protect attorney time and make excellent client service possible.
Operational leadership to help turn a busy practice into a more scalable, accountable business.
Targeted conversations with practice owners considering a larger platform, succession or a combination.
For a law firm, growth can mean adding capacity—or bringing in a lawyer whose established client relationships open a new chapter.
We help clarify the opportunity, identify aligned attorneys and practice owners, and start discreet conversations around mutual fit.
Discuss a growth strategyOur role centers on recruiting and strategic introductions. Transaction structure, conflicts, client consent and legal or financial diligence remain with the parties and their advisers.
Explore attorneys whose clients and practice complement your firm. Conversations examine practice mix, client concentration, origination history, expected portability, compensation expectations and the support needed to succeed.
Identify partners and small teams that can deepen an existing service line or support expansion. Assess cross-selling potential, leadership style and the resources needed to integrate the practice.
Connect with owners considering succession, a tuck-in acquisition or joining a larger firm. Start with shared goals, client-service continuity and cultural alignment before moving toward a transaction.
Years of listening.
Connecting.
Doing the work.
I am Ghali Asad, an executive recruiter and Senior Area Director of Recruiting based in New York. Since 2005, I have helped business leaders build teams, make consequential hiring decisions and connect with professionals who can shape their next stage of growth.
My background spans executive search, legal, private equity, finance and technology recruiting. That broader business perspective matters when a law firm needs both excellent attorneys and the operational leadership to support them—or when a company needs counsel who can work effectively with its business leaders.
My legal recruiting work includes leading a growth partnership with a NYC corporate bankruptcy and commercial litigation firm. The strategy encompassed partners with portable practices, mid-to-senior litigation associates, tailored recruiting campaigns and careful evaluation of cultural and strategic fit.
I also write and coach on recruiting execution, candidate engagement and hiring. My approach is practical: understand the business, build relationships consistently, ask better questions and keep the search moving. Our team combines that discipline with access to attorneys who are quietly considering their next move.
A clear point of contact and consistent communication.
Experience, motivation and fit assessed before introductions.
NYC and metro-area insight backed by national reach.
A relationship that continues beyond one hiring decision.
The value is in how we define the search, engage the right attorneys and help you evaluate what they could contribute.
We ask what this hire should change: matter capacity, client coverage, practice leadership, revenue opportunity or succession. That defines the search and gives every introduction a clear business purpose.
Established relationships and intentional outreach reach professionals who are doing well where they are. We learn what would make a move worthwhile and connect those priorities to your opportunity.
A revenue figure alone cannot explain a lateral partner's fit. We examine the practice, client relationships, support needs and expectations so both sides can assess the potential combination.
We translate your firm's strengths into reasons an attorney would consider a conversation: ownership of matters, mentorship, client exposure, practice support and a credible path forward.
Screening connects experience to the actual role. We discuss matter responsibility, client interaction, judgment and reasons for moving, so your interviews can build on a substantive first conversation.
You have a relationship with Ghali, supported by a recruiting team and national connections. Weekly updates and candid market feedback help you make adjustments while the search is underway.
Spend your time with relevant candidates. We handle the research, outreach and qualification that make those conversations worthwhile.
Define the business outcome, role responsibilities, practice needs and essential qualifications. Align on compensation, work model and the reasons an attorney would join.
Map relevant firms and backgrounds. Combine relationship-led outreach with targeted research and a clear story about your platform, matters and growth opportunities.
Discuss matter ownership, client exposure, judgment and motivation. Clarify expectations and concerns. For partners, explore the practice economics and portability assumptions.
Share the rationale for each introduction. Coordinate interviews, candid feedback and offer discussions, then stay connected through the transition.
Weekly search updates · Market feedback · Retained, engagement-based and contingency options discussed according to scope
Our work connects hiring decisions to business goals, from stronger matter coverage to partner-led expansion.
Search work for a growing national law firm has focused on partners with established client followings across employment, IP, commercial litigation, corporate transactions, bankruptcy and franchise practices. The emphasis: practice alignment, client service and a platform that supports the lawyer's business.
A growth partnership led by Ghali supports a NYC corporate bankruptcy and commercial litigation firm. The search strategy brings together partners with portable practices, mid-to-senior litigation associates, tailored recruiting campaigns and careful assessment of cultural and strategic alignment. Broader work with the firm includes operational leadership and legal support searches.
You may be ready to move, quietly exploring your options, or simply wondering whether another platform could better support your practice. We take time to understand your priorities before discussing an introduction.
For partners and practice owners, that includes client service, economics, autonomy, support and the future of the practice you have built.
Connect with Ghali privatelyWe work with boutiques, growing mid-sized firms and firms expanding across markets. Searches can focus on a single critical hire, a partner-led practice area, a broader hiring plan or introductions to solo and small-practice owners.
Yes. We identify and engage partners and counsel with established client relationships. We explore the practice's alignment with your firm and the attorney's expectations. A stated book is a starting point; client portability, conflicts and transition economics require further diligence.
We can identify potential practice owners and facilitate initial growth or succession conversations. Your legal, financial and transaction advisers handle valuation, deal structure, regulatory requirements and the necessary diligence.
Yes. Searches include litigation and transactional paralegals, legal assistants, executive assistants, intake professionals and firm operations leaders. We tailor the search to your matters, systems, workload and client-service expectations.
Yes. We support corporate legal departments seeking general counsel, senior counsel and attorneys with relevant commercial, employment, real estate, transactional or compliance experience.
No. Our base is NYC, with coverage across New York, New Jersey and the wider metro area, plus national searches where the role or practice requires them. Location, bar admission, remote arrangements and relocation expectations are addressed at the outset.
We agree on how the opportunity should be described and when the firm's identity can be shared. Candidate interest is discussed before an introduction, and sensitive information is handled on a need-to-know basis throughout the recruiting process.
Timing depends on practice area, seniority, compensation and the available market. We set a search plan and communication cadence at kickoff, then share market feedback as the search progresses. Fee arrangements are agreed in writing and tailored to the scope, including retained, engagement-based or contingency searches where appropriate.
Tell me about the role you need to fill, the practice you want to build, or the next step you are considering. We will start with your priorities and a practical discussion of the path forward.
NYC attorney recruiting · Lateral partner search · Legal support · In-house counsel · Law firm growth
For hiring leaders, attorneys and practice owners ready to explore an opportunity.
Start a conversation on LinkedInConnect or message Ghali directly. Your initial conversation can focus on goals without sharing client-identifying information.Send an email directly to Ghali