The Best Hiring Process You’ve Never Heard Of

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🚀 Most law firms are hiring the wrong way—and it's costing them time, money, and sanity. In this episode, Brett Trembly reveals a hiring process that flips the script: repel 90% of applicants to find the perfect fit faster. No fluff, no resume worship—just real strategies that work. If you’re tired of staff who talk a good game but can’t deliver, this one's for you.

📌 Key Takeaways:

• Why your job ad should scare most applicants away.
• The resume myth that’s ruining your hiring process.
• The one test that instantly reveals top-tier candidates.

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Episode Transcript

Speaker 1 (00:00):
What tips can you share as far as hiring the right
folks?
I'm just going to tell you myhiring process at the law firm,
which is actually, early on,very similar to what we
developed at Get Staffed Up.
So you put out an ad.
The ad should be very odd andlong and difficult and it should
make you stand out.
It should basically it shouldmake 90% of the people who read

(00:24):
it say like I would never workfor this law firm.
Screw them.
This.
This sounds terrible becauseyou're, you want to repel the
people that aren't going to begood for you and you want to
attract the 10% of people whoare like oh, this is an
opportunity to stand out.
I was basically doing this longthing and at the end I had like
you.
What you need to do is email meat this email address.

(00:46):
You need to put in the subjectline I am your next, and then
whatever position you're hiringfor, and then after that, in
parentheses, spell your namebackwards and parentheses, and
then in the body include likename whatever.
It is okay.
Again, I haven't mentionedresume.
Resumes are so incrediblyoverrated and a waste of time.

(01:06):
I can't like.
That's like the default hiringand it just like, let's say you
put out an ad and you get 30emails, maybe like five are
going to do it right.
So you just saved yourselfhours from looking through 25
resumes of people.
That who cares what they put inwriting on a resume?
They already can't followinstructions.
The people who read the wholething and who took the time to

(01:27):
care about doing it the rightway, those are the people you
want to push down the processright.
So out of those five thatrespond the right way, you send
a follow up and you say here's aseven question, nine question
quiz Number seven for me wasalways like send a video or an
audio recording so I could kindof sense like energy.
Then at that point you probablyhave two or three candidates

(01:50):
you really like.
Then you are schedulinginterviews and then you make
sure they show up in time, makesure they're professional.
If you were a lead singer for aband and you were hiring a
guitarist and Danny we've talkedabout this before, but I'll say
it again Would you interviewpeople by asking them who their
favorite guitarist and Dannyyou've talked about this before,
but I'll say it again Would youinterview people by asking them
who their favorite guitarist is?
No, you're handing them theguitar and saying, play, play

(02:12):
for me, right You're?
You're testing them, you wantto see how they play.
My first paralegal hire, we hadthree candidates.
Two of them were being pushedby a recruiter and one was an
organic find.
So I brought them all back infor a second interview because I
was like, well, I don't knowwhat to do here.
They all three sound good.
I had my laptop and I had apleading right.

(02:32):
So Miami-Dade County stoppedpleading, but with a lot of like
, just things that were wrongand I didn't tell them what they
were coming in for.
So I love surprising people withthe quiz because you get to see
how they react under pressure,which I have a lot of stories
about.
The two paralegals being pushedon me by the recruiter.
I turn the computer around andthey blank You're a paralegal

(02:53):
with experience and you want meto hire you and you don't know
what you're looking at.
The third person before I couldfinish turning on the computer,
she knew what she was doing.
Not only was she my hire,obviously she was a fantastic
hire.
She's with us nine years laterand she's my office manager.
Just giving you an example ofhow important it is to hire

(03:14):
someone not based on how theytalk to you in an interview, but
how they can actually do thejob for which you are hiring
them.

Speaker 2 (03:21):
Thanks, for listening to today's preview from this
week's episode.
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We would greatly appreciate it.
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