Questions clients ask us most.

We specialise in legal support and business operations recruitment, including Legal Secretaries, Executive and Personal Assistants, Practice and Office Managers, Legal Operations, Billing Coordinators, Conveyancers and related roles. It is where our market knowledge, relationships and networks have been built.

We recruit across all levels, from reception, administration and junior support through to experienced specialists, team leaders, managers and senior operations appointments.

All three. We recruit permanent appointments, fixed-term contracts and temporary professionals, depending on the nature of the role and what your firm needs. If the requirement is still taking shape, we can help you work out which option makes the most sense.

Sydney is our core market, where our networks and relationships are strongest. We also regularly assist clients with a national presence, extending searches into other states where required.

Absolutely. A strong search begins with a clear understanding of what the firm genuinely needs, not a recycled position description. We can help shape the brief, responsibilities, reporting lines and priorities for the appointment before the search begins.

Yes. We'll give you a direct, realistic view of the current legal support market, including likely salary expectations, candidate availability and how competitive the role is likely to be. If the brief and budget are out of alignment, we'd rather address that at the beginning than discover it halfway through the search.

A retained search is a premium, fully committed service built around mutual accountability. It allows us to dedicate significant time, attention and resources to a structured search from the outset, making it particularly well suited to critical hires where quality, process and market coverage matter most.

An exclusive search gives Assiduous sole responsibility for the role over an agreed period, while a contingent search carries no upfront commitment, with the fee payable only when an appointment is made.

It depends on the seniority, urgency and scarcity of the talent you need. Retained or exclusive searches generally work best when the appointment is critical, confidentiality matters, or the search requires a more dedicated and structured approach. Contingent recruitment can suit more straightforward requirements where the candidate market is broader.

Not for every role. That said, exclusivity often creates a stronger process: it gives one recruiter clear ownership, reduces duplication in the market, and creates a more consistent candidate experience. We'll recommend the approach we genuinely believe gives the search the best chance of success.

No. We only take on searches where we're confident in the brief, the market, and our ability to commit the time and attention the role deserves.

We start by understanding the firm, the team, the reason for the appointment and what success looks like. From there we agree on the search strategy, refine the role and begin targeted outreach. You'll receive regular updates throughout, including market feedback and candidate responses.

It depends on the complexity of the role and the availability of suitable talent. For some assignments we already know relevant candidates and can move quickly. For others, particularly more senior or specialist roles, we may need time to map the market properly. Our priority isn't sending CVs quickly for the sake of activity. It's introducing people who genuinely warrant your consideration.

Not necessarily. We lead with search, using established networks and targeted outreach to reach relevant candidates, including those not actively looking.

Advertising remains available where it adds value or forms part of the agreed approach, but it is not a prerequisite for running a thorough and effective search.

We proactively approach people whose experience aligns with the brief, including those not visible on job boards. 10+ years in Sydney legal support recruitment also means an established network of candidates and industry contacts to draw on.

Every shortlisted candidate is personally interviewed and assessed against the role, firm culture and priorities we've agreed with you. We look beyond the CV to understand actual responsibilities, motivations, salary expectations and reasons for considering a move, and we'll be upfront about any reservations.

No, we prioritise relevance over volume. We only introduce candidates we believe are genuinely suited to the opportunity. A focused, properly assessed shortlist is worth far more than a crowded inbox.

Regularly. We agree on a communication rhythm at the start of the search and keep you informed throughout, including progress updates, market feedback and any potential obstacles. You shouldn't need to chase us to understand where a search stands.

Yes. Confidential searches are a regular part of our work, particularly for sensitive replacements or organisational changes. We agree on exactly what can be shared, and how interested candidates will be managed, before any approach is made.

Yes. Once we identify someone as suitable for the shortlist, we provide a full briefing on the firm, the role, key stakeholders, culture and expectations before presenting them.

For confidential searches, we may introduce the opportunity without naming the firm initially. However, no candidate is submitted without understanding who the client is, what the opportunity involves and giving their consent to be represented.

Always. We never send a candidate's CV or personal information to an employer without their specific knowledge and consent. It protects the candidate, protects your process, and avoids duplicate introductions or confusion in the market.

Through honest communication, preparation and regular contact. We make sure candidates understand the opportunity, know what to expect at each stage, and receive updates while decisions are being made. Strong candidates are often managing several conversations at once, so maintaining momentum and trust matters.

Yes. Terms are discussed and agreed upfront before any search begins. If you'd like to review a copy in advance of engaging us, just reach out and we'll send one through.

Yes. Permanent appointments are supported by a replacement guarantee, with the length and conditions set out in the agreed terms of engagement.

Roles sometimes evolve once the market is tested or internal priorities shift. We can adjust the brief and search strategy where the change is reasonable, and we'll discuss what a more substantial change means for the search before moving forward.

Yes. We can help determine the interview stages, participants and what each conversation should explore, creating a clearer assessment and a stronger candidate experience.

Yes, where reference checking forms part of the agreed process. We can conduct professional reference checks and provide feedback before the appointment is finalised, or coordinate timing and candidate permissions where your firm prefers to complete references internally.

Absolutely, and it's one of the most important stages of the process. We stay close to both sides, confirm expectations and help navigate salary, notice periods and other practical details before the formal offer is issued.

We'll first try to understand what's changed and whether the concerns can be addressed. Wherever possible we also manage searches so other credible candidates remain engaged, rather than the outcome resting entirely on one person.

Yes, the search doesn't end on day one. We stay in contact with both the candidate and the hiring manager during the early stages of the appointment, to understand how the transition is progressing.

10+ years of specialisation in legal support recruitment, direct access to founder Claire Booth on every search, and a boutique model built around attention rather than volume. The person who takes the brief is the person who represents your firm and manages the process from beginning to end.

Yes. Every search is personally led by Assiduous Staffing's founder, Claire Booth. You won't be sold the service by one person and then handed to someone more junior once the agreement is signed.

Legal support and business operations is our primary specialisation and where our deepest networks sit. Where another specialist is better placed to help, we're just as comfortable pointing you toward someone we trust.