Successful Headhunting Team: Two fully qualified lawyers recruited for the public sector Overview of current job vacancies for state-certified technicians

After several unsuccessful rounds of tendering, Kontrast Personalberatung GmbH's headhunting service was able to recruit two qualified fully qualified lawyers for a large university in northern Germany – a project success that exemplifies how strategic recruiting works in the public sector.

In specialized areas of law in particular, it is becoming increasingly difficult for public employers to find suitable legal experts for permanent positions. Although universities, government agencies, and public institutions offer attractive working conditions—such as high job security, clear structures, and social relevance—many qualified female lawyers continue to gravitate toward law firms or ministries after passing their second state examination.

As a result, two key legal positions at a large university remained vacant for a long period of time, despite several rounds of public recruitment. The decision to work with Kontrast Personalberatung GmbH Hamburg proved to be a strategic turning point.

From traditional recruiting to active direct outreach

Initially, the positions were advertised through targeted personnel marketing on relevant legal portals and networks, with a focus on career options in the public science system. However, it was only through direct contact by experienced personnel consultants, combined with active sourcing and tailored search algorithms, that an initial selection of potential candidates could be made.

Access to Kontrast Personalberatung Hamburg's well-maintained pool of candidates, which also includes lawyers and fully qualified attorneys from a wide range of disciplines, was a key factor in the success of the project. Within a few weeks, several applicants with in-depth experience in public law, data protection, and higher education were invited to structured selection interviews.

Patience, market knowledge, and structured selection processes

Both positions were ultimately filled through a combination of patience, close coordination with the client, and professional pre-qualification of candidate profiles. The two successful lawyers made a conscious decision to pursue a long-term career in public education.

Conclusion

The project shows that headhunting can help the public sector fill hard-to-fill specialist positions with excellent candidates—even where traditional job advertisements fail. Thanks to direct contact, a talent pool, and industry-specific market knowledge, two fully qualified lawyers were recruited for permanent positions—a real added value for HR departments with high standards.