Top 20 In-House Legal Interview Questions

Building an effective in-house team is one of the most important responsibilities for a General Counsel or other managing counsel. Get it right, and you create a team that delivers significant value to the organization. Get it wrong, and the negative impact on your company’s exposure to risk, productivity, and brand reputation can be extensive.

Over the past 20 years, as in-house legal executive recruiters, we have delivered exceptional candidates with qualifications that meet our clients’ needs and, as best as possible, with personalities that align with their organization’s culture. We rely heavily on in-depth interviews to identify the most qualified candidates to accomplish that goal.

To help you identify exceptional legal talent, we’ve developed a comprehensive set of interview questions that draw from our unique expertise and network.

• This curated list of proven in-house counsel interview questions was developed through direct input from top General Counsel and our decades of experience hiring legal executives.
• These questions have proven effective in identifying in-house legal candidates most likely to succeed.
• Each question includes expert insights on what to look for in candidates’ responses, drawing from our experience placing hundreds of in-house counsel.

20 Essential In-House Legal Interview Questions

1. Describe your current position and how your responsibilities have evolved since joining the company/firm.
People who have earned the trust of the business and leadership team tend to take on greater responsibility over time.

2. Where or how do you feel you have brought your (current or past) employer the greatest value?
The answer should describe how the candidate has provided solutions (legal and business-related), reduced costs, increased efficiency, etc.

3. Have you ever had to say “no” to your company’s leadership or pushed back on a decision? What was the outcome?
In-house counsel should present potential solutions, identify the associated risks, and recommend the best course of action. The company will choose its path, and the attorney should find a way to support the outcome.

4. Did you receive positive feedback from your most recent review? What adjectives are used by others to describe you?
Look for words describing high EQ and leadership – good listener, humble, roll-up-your-sleeves, calm under pressure, relationship builder, solutions-oriented.

5. In your performance reviews, were any areas identified for personal development?
Pay close attention to these responses; they can reveal patterns that highlight growth opportunities or potential risks.

6. Describe a situation in which a business partner was adamant about not taking your legal advice. What were the circumstances, and how did you resolve it?
Elicits what someone has done, not what they say they would do in a difficult circumstance.

7. Describe the job [for which you are interviewing] to me based on your understanding of the role.
This question reveals the depth of their understanding of the role and allows you to fill in any blanks.

8. Describe a situation that required you to leave your comfort zone and develop proficiency in something entirely new or different.
Illustrates how comfortable they are pushing themselves and growing.

9. Give me an example of when you helped or mentored someone.
This is a critical question. Working together and supporting each other as a team is a fundamental component of building a strong, resilient, and effective legal function.

10. What has been the most difficult challenge you have faced at work, and how did you resolve it?
This helps to identify what they view as challenging and how they handle stress.

11. Where do you want to be in 5 to 10 years, in terms of your career?
Identifies ambitious, self-motivated candidates.

12. Describe a significant failure and what you learned from the experience.
Shows humility, emotional intelligence, and if they learn from their failures.

13. Why are you interested in this role with our company?
Basic, but you can learn a lot by asking this open-ended question that lets the candidate explain their career goals and aspirations.

14. Why should I hire you over several other well-qualified candidates?
Helps to identify their level of confidence and ability to sell their strengths.

15. What interests you most about our company?
It tells a lot if they have not researched your company before interviewing. This question allows you to gauge their passion for your brand if they have.

16. What do you like best about your current job?
Gives the candidate the chance to convey what is satisfying about their career.

17. Describe a complex legal matter you were involved in and how you navigated the issue and counseled your client or the business.
If someone has effective communication skills, they should be able to articulate the issue, their thought process in solving it, and the outcome. They should also be able to do this without naming clients or providing confidential information.

18. What type of work environment do you prefer?
Are they collegial? Is their door closed or open? Do they prefer teamwork or solo work? These questions help assess how they will fit in with your team. But be careful not to dismiss someone’s answer if it does not precisely match your workstyle; diversity comes in many forms.

19. What makes you excited about coming to work?
This question helps determine what drives the candidate and whether their motivations align with your organization’s values.

20. How would you describe our culture based on your interactions with our team so far?
A candidate’s response can reveal how observant and engaged they are during the interview process and how well your team has communicated your culture to the candidate.

Closing the Interview & Setting Expectations

Concluding the interview effectively is just as important as conducting it. After thanking the candidate for their time and insights, provide a brief overview of the next steps. Let them know when they can expect to hear back, whether there will be additional interviews, and if there are any follow-up materials or references needed. A transparent and professional closing ensures a positive candidate experience and keeps communication clear throughout the hiring process.

Beyond the Interview Questions: Setting Up for Success

Beyond the immediate interview, understanding current market dynamics is important. BarkerGilmore’s research shows that successful in-house counsel placement depends on alignment across multiple factors − from technical expertise to cultural fit.

While these time-tested questions provide a strong foundation for evaluating candidates, building an exceptional legal team often requires additional expertise and support. Our team can help you navigate the hiring process to build a high-performing in-house legal team. As always, reach out anytime if you or your organization may benefit from our recruiting and leadership development services.