How to hire a contractor-paralegal

How to hire a contractor-paralegal, step by step

Here's a step-by-step contractor-paralegal hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a contractor-paralegal job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new contractor-paralegal
• Step 8: Go through the hiring process checklist

What does a contractor-paralegal do?

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1. Identify your hiring needs

   The contractor-paralegal hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a contractor-paralegal to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a contractor-paralegal that fits the bill.

   Here's a comparison of contractor-paralegal salaries for various roles:

   Type of Contractor-Paralegal	Description	Hourly rate
   Contractor-Paralegal	Paralegals and legal assistants do a variety of tasks to support lawyers, including maintaining and organizing files, conducting legal research, and drafting documents.	$17-47
   Law Internship	A law internship is a program that is designed for law students to give them valuable insight into the professional lives of attorneys and judges. Law interns need to understand and observe what being a lawyer involves... Show more	$11-30
   Legal Administrator	The job of legal administrative assistants is to provide support to lawyers and paralegals. They typically perform legal research, manage schedules, and draft legal-related documents... Show more	$15-31

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Litigation
   • Legal Research
   • Discovery Responses
   • PowerPoint
   • In-House Counsel
   • Contract Database
   • Trial Preparation
   • Real Estate
   • Due Diligence
   • Contract Review
   • Non-Disclosure Agreements
   • Subpoenas
   • Contract Paralegal
   • Contract Terms

   Check all skills

   Responsibilities:

   • Manage client expenses and prepare billing and financial statements using PClaw and reconcile attorney's escrow and general accounts using QuickBooks.
   • Assist staff counsels in all aspects of litigation management including factual investigation, document preparation, trial preparation and support.
   • Research using Lexis Nexis and online resources.
   • Summarize medical records, check blue-book cites, retrieve statutory and case law on LEXIS ,
   • Complete contract work for local attorneys in the areas of civil, family law, personal injury, and probate matters.
   • Prepare, compile and distribute various PowerPoint presentations.

   More contractor-paralegal duties

3. Make a budget

   Including a salary range in your contractor-paralegal job description is one of the best ways to attract top talent. A contractor-paralegal can vary based on:

   • Location. For example, contractor-paralegals' average salary in florida is 49% less than in california.
   • Seniority. Entry-level contractor-paralegals 63% less than senior-level contractor-paralegals.
   • Certifications. A contractor-paralegal with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a contractor-paralegal's salary.

   Average contractor-paralegal salary

   $60,686yearly

   $29.18 hourly rate

   ---

   Entry-level contractor-paralegal salary

   $37,000 yearly salary

   Updated January 30, 2026

   Average contractor-paralegal salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$76,355	$37
   2	Colorado	$74,951	$36
   3	Washington	$74,735	$36
   4	Massachusetts	$74,611	$36
   5	New Jersey	$72,265	$35
   6	New York	$69,848	$34
   7	Illinois	$68,458	$33
   8	Connecticut	$65,165	$31
   9	Texas	$61,185	$29
   10	Minnesota	$59,941	$29
   11	Michigan	$59,061	$28
   12	Maryland	$56,958	$27
   13	Arizona	$51,631	$25
   14	Georgia	$48,727	$23
   15	Tennessee	$47,806	$23
   16	Ohio	$47,541	$23
   17	North Carolina	$45,619	$22
   18	Florida	$42,545	$20

   Average contractor-paralegal salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	SeaSpine	$88,162	$42.39
   2	U.S. Pharmacopeia	$85,259	$40.99
   3	Ngam Advisors, L.P.	$83,982	$40.38	1
   4	Seagate Technology	$82,016	$39.43
   5	Lone Star Circle of Care	$78,114	$37.55
   6	Meritage Homes	$75,113	$36.11
   7	UPS	$71,879	$34.56
   8	Natixis North America LLC	$71,092	$34.18
   9	Fenwick & West	$67,939	$32.66	2
   10	Novavax	$65,394	$31.44
   11	DRW	$64,510	$31.01
   12	WideOrbit	$64,321	$30.92
   13	Neurocrine Biosciences	$64,294	$30.91
   14	International Paper	$62,868	$30.23
   15	Kettering Health Network	$61,450	$29.54
   16	Collectivehealth, Inc.	$61,334	$29.49
   17	Hackensack Meridian Health	$59,153	$28.44
   18	Hired	$58,172	$27.97
   19	Maven	$57,894	$27.83
   20	Odyssey Logistics	$57,782	$27.78

4. Writing a contractor-paralegal job description

   A good contractor-paralegal job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a contractor-paralegal job description:

   Contractor-paralegal job description example

   Eastridge Legal is supporting the in-house legal department of a geotechnical/environmental engineering firm in its search for a Jr. Contracts Paralegal to join its team! The role is hybrid remote in the Sorrento Valley area and is Part-Time (20-25 hours per week). Please see the duties and requirements below:
   
   A paralegal certificate is preferred, but not mandatory if the candidate has the requisite work experience
   
   Minimum 1-2 years of contract review and administration experience. Experience working for a design professional company and with reviewing insurance terms is a plus.
   
   Construction defect litigation experience preferred. Familiarity with Westlaw, drafting basic pleadings, and good researching skills are a plus.
   The job consists of some collections work and clerical duties as well.
   
   Excellent writing and communication skills are required.
   
   Excellent organizational skills. Must be able to prioritize and multi-task in a fast-paced environment.
   
   Must be a self-starter and problem-solver
   
   Must possess meticulous attention to detail.
   
   Open to work from home flexibility but some hours in the office each week are required, particularly during training
   
   Competitive compensation, expense/mileage reimbursement, 401(k) with company match, paid sick leave, paid holidays, company picnics, holiday parties, and a friendly working environment. Compensation is based on level of experience and qualifications.
   
   Hourly rate is $25-30hr.
   
   Benefits : Click here to learn more about benefits available to Eastridge s temporary employees. From time to time Eastridge s clients may offer additional benefits to Eastridge employees while on assignment. Information about those benefits will be communicated when applicable.
   
   Eastridge Workforce Solutions is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. We celebrate diversity and are committed to creating an inclusive environment for all employees. Please note that Eastridge is unable to provide visa sponsorship to applicants.
   
   We value diverse experiences, including prior contact with the criminal legal system, and applicants with criminal histories are encouraged to apply. Certain clients require Eastridge to perform background checks and Eastridge will consider qualified applicants with criminal histories in a manner consistent with any applicable federal, state, or local law regarding criminal backgrounds, including but not limited to the Los Angeles Fair Chance Initiative for Hiring, the San Francisco Fair Chance Ordinance, and the Philadelphia Fair Criminal Record Screening Standards Ordinance (a copy of the notice of rights under the Philadelphia Ordinance is available by clicking on this link).
   
   #LI-DD

   Copy this example

   

5. Post your job

   To find contractor-paralegals for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any contractor-paralegals they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level contractor-paralegals with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your contractor-paralegal job on Zippia to find and recruit contractor-paralegal candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit contractor-paralegals, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new contractor-paralegal

   Once you have selected a candidate for the contractor-paralegal position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new contractor-paralegal. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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