Meet the Founders: Rick Covarrubias and Jeff Mihaljevich

How did you get into the legal recruiting industry?

Rick: I entered the industry in 2012, somewhat by chance. I was fairly new out of college, had a background in sales, and decided to give recruiting a try. The agency I joined happened to specialize in legal recruiting, and that’s how it all began. 

Jeff: I later joined the same company, and it was Rick who introduced me to the industry. Eventually, we both branched off on our own. Getting into legal search wasn’t originally part of the plan, but over time, it evolved naturally, and here we are.

What led you to start a recruiting/search firm? Was there a gap you saw in the industry?

Jeff: Our decision to start the firm wasn’t necessarily driven by a gap in the recruiting industry itself; it was more about wanting freedom and flexibility in our own lives. At that point in time, both of us were looking for a way to structure our work around our lifestyles, rather than the other way around. That personal goal naturally evolved into building a company that could offer the same freedom and flexibility to others. We didn’t just want that environment for ourselves; we wanted to create it for our team as well. 

Rick: If there was a “gap,” it was more in the workplace culture at large. Pre-COVID, most professional environments were rigid: in-office, Monday through Friday, with long commutes, heavy oversight, and a clock-in, clock-out mentality. We knew there was a better way. We recognized over a decade ago that people could work remotely and still be highly productive and successful. When the pandemic hit, the rest of the world had to adapt quickly, but we were already there. Working remotely didn’t hinder our ability to deliver results, and we’ve built a firm around that model ever since. Our goal has always been to empower others to thrive in a more flexible, modern way of working.

What were some of the biggest challenges in building the company in the beginning?

Jeff: One of the biggest challenges early on was launching without an existing brand. We were in our mid-20s at the time, and while we had experience in the industry, there was definitely some uncertainty around whether we could put it all together and compete with more established agencies that already had brand recognition, longstanding client relationships, and contracts in place. We had to prove ourselves from the ground up, to clients, to candidates, and to ourselves. 

Rick: The first hurdle was simply getting companies to give us a shot. They had hiring needs, and we needed to demonstrate that we could meet them just as effectively, if not better, than firms they were already working with. Much of our time and focus in the beginning was spent on business development. We didn’t have a built-out database, so we had to do a lot of cold calling and research, digging through websites, trying to identify the right points of contact, and finding email addresses. It was a grind: lots of outreach, lots of follow-ups, and many persistent emails just to get those first few opportunities. 

Ultimately, it took a lot of hustle, persistence, and belief in what we were building, but that’s what laid the foundation for everything that came after.

How do you differentiate yourself in a saturated recruiting market?

Rick: We’ve always taken a quality-first approach, especially in the early days when we didn’t have a large candidate pool. Our goal has never been to be the biggest agency; we want to be known as one of the highest-quality firms in the industry. From the start, we treated every client like a top priority. If you were one of our first clients, you weren’t just another number among hundreds; you had our full attention. We were committed to doing whatever it took to find the right candidate for your needs. That meant no shortcuts, no flooding inboxes with resumes that “might be close,” and no watered-down service. It was, and still is, a highly targeted, thoughtful, and customized process. That quality mindset extends across everything we do. 

Jeff: Our clients often come to us after experiencing more transactional relationships with other agencies, where quantity often outweighs fit. We’ve built our brand by doing the opposite: taking the time to understand each client, each role, and each candidate, and delivering with care and precision. Another key differentiator is our team. As a service-based business, the people we hire are everything. Our team is a direct reflection of our brand and our values. We invest in hiring people who are not only talented but who also share our commitment to delivering an exceptional, quality-driven experience for every client and candidate.

How did you land your first major client or placement?

Rick: One of my first placements came through a candidate I had known for a while. She ended up receiving offers from both Jeff and one of my clients, which was incredibly gratifying. Being able to present her with multiple strong options and help guide her to the right fit was a validating moment early on. As for our first major clients, landing two AmLaw 25 firms was a major milestone. But it didn’t happen overnight. Signing one of these AmLaw 25 firms took nearly eight months of persistent follow-ups, outreach, and relationship building. Jeff had a similar experience securing his. 

Jeff: It was a long, deliberate process that required us to constantly prove ourselves and show that we weren’t just another agency. We had to demonstrate our value, our work ethic, and our commitment to delivering high-quality candidates. Those early wins weren’t just big names; they were proof that with persistence, quality, and a genuine approach, we could compete with the most established players in the industry.

What kind of culture have you built within your team, and how does that reflect your values as recruiters?

Jeff: We’ve built a highly collaborative and entrepreneurial culture, one that values both independence and connection. Even though we operate remotely, there’s a strong sense of teamwork and communication. Our team often works together across different deals and clients, and we’ve found that people really enjoy the interaction with their colleagues. It helps create a sense of community, even without a traditional office setting. Hard work is a core part of our culture, but so is individuality. 

Rick: Our team comes from a variety of backgrounds and regions, and we embrace that diversity. We encourage everyone to bring their own voice, perspective, and approach to the table. There’s no one-size-fits-all method to being successful in this industry, and we want our team to feel empowered to be genuine and trust their own style. We also believe that work should be enjoyable. While we take our work seriously, we try not to take ourselves too seriously. We regularly run contests, celebrate wins, and create moments of fun throughout the day. That balance between professionalism and personality is really important to us. At the heart of it, we’ve built a culture that reflects what we value most in recruiting: strong communication, mutual respect, genuine collaboration, and a belief that great results come from people who feel seen, supported, and motivated.

What’s a day in your life like as a founder of a search firm?

Jeff: No two days are exactly the same; it’s a constant mix of roles, responsibilities, and priorities. As founders and business owners, we wear a lot of hats. Part of the day is spent maintaining the current infrastructure: supporting our team, ensuring revenue flow, and keeping things running smoothly. The other part is more forward-looking, thinking about what’s next, what we can improve, what needs to evolve, and how we can grow. We’re always evaluating how to make the company better. That could mean refining internal processes, adding new tools or resources, or even removing things that no longer serve the business. It’s a balance between being proactive about long-term strategy and reactive to the immediate needs of the team.

Rick: A big part of our focus is on leadership. How can we be the best leaders for our team? How do we continue to support them through challenges, celebrate their wins, and create an environment where they can thrive? Since we’re a service-based business, our growth is directly tied to our people. That means hiring thoughtfully, investing in our team, and continuing to move the needle on both revenue and impact. Ultimately, every day is a combination of problem-solving, planning, and leading with intention. It’s fast-paced and demanding, but also incredibly rewarding.

How do you balance candidate experience with client expectations?

Jeff: We see ourselves as matchmakers; we’re here to serve both sides of the desk. It’s not just about filling a role; it’s about finding the right fit for both the client and the candidate. That starts with truly understanding what the client needs: how their team operates, what their culture is like, and what qualities will make someone successful in that environment. At the same time, we’re deeply committed to the candidate experience. We want to help people find roles that are meaningful and aligned with their long-term goals, not just their next job.

Rick: If we can place someone in a role where they can grow and thrive, we’re not only improving that person’s life, but we’re also delivering exactly what the client is looking for: someone who’s engaged, aligned, and ready to make an impact. Balancing those two sides is at the heart of what we do. When we focus on quality and fit for both parties, everyone wins, and that’s when we know we’ve done our job well.

Can you share a placement story you’re especially proud of?

Rick: One that stands out is a candidate I worked with who didn’t have traditional big law firm experience. Breaking into that world had always felt out of reach for her, something she didn’t think was even a possibility. But I saw her potential and knew she was a great fit for the role, so I worked closely with her throughout the process. She ended up receiving an offer from an AmLaw 25 firm, one of the most prestigious firms out there. The offer came with a 50% salary increase, and when she got the call, she broke down in tears. It was a truly life-changing moment for her, and honestly, one of the most rewarding moments for me. That experience reminded me why I do this work. It’s never just about filling roles. It’s about opening doors, changing lives, and helping people reach goals they didn’t think were possible.

How do you think AI or technology is reshaping recruiting, and where does the human touch still matter most?

Jeff: There’s no doubt that AI is bringing a lot of innovation to the recruiting space. New tools are emerging to help recruiters work more efficiently, whether it’s sorting resumes, automating outreach, or enhancing internal workflows. But rather than replacing recruiters, we see AI as something that will support and empower us. The technology isn’t taking jobs away; it’s helping us do our jobs better. That said, there are areas where AI simply can’t compete, and that’s where the human touch becomes indispensable. Great recruiters bring emotional intelligence, strong communication skills, and the ability to navigate complex interpersonal dynamics, especially when it comes to negotiations or understanding nuanced candidate motivations. These are skills that can’t be replicated by a machine. There’s a very human element to what we do: reading between the lines of a conversation, picking up on tone, understanding the bigger picture of a candidate’s goals, and finding the right cultural and personality fit for a client. Those insights often come from experience, empathy, and gut instinct, things AI doesn’t possess. 

Rick: While automation might improve aspects like resume sorting, it also has its drawbacks. Many hiring managers are already feeling the impact, being inundated with hundreds of applications, most of which aren’t aligned with what they actually need. So while the tools will continue to get better, there will always be a need for people who can cut through the noise, personalize the process, and bring a deeper understanding to each search. Recruiting is more than matching skills on paper; it’s about understanding people. And that’s where human recruiters will always matter most.

What’s the best career advice you’ve ever received, and how does it shape how you advise others?

Jeff: Honestly, I haven’t had one specific piece of career advice or a single mentor guiding me throughout. My path has been more about exploration, trial and error, and learning as I go, especially starting this business. I’ve had to figure out a lot on my own and carve my own way. 

Rick: The best lesson I’ve learned over time comes from experience itself: never think you know everything. Once you believe that, you stop growing. This mindset has been crucial for me, both personally and professionally. It’s important to stay open and willing to embrace new ideas and different ways of doing things. We’ve been fortunate to work with many talented people who bring fresh perspectives and innovative approaches, and that diversity of thought is what drives success. When I advise others, I encourage them to stay curious, remain humble, and never close themselves off to learning. The growth path is continuous, and being adaptable is one of the best ways to advance your career and find fulfillment.

What’s next for C&M Legal Search? Where do you see your firm ,  and the industry ,  in five years?

Jeff: Looking ahead, our primary goal is to continue expanding our revenue and market presence while growing our team thoughtfully. We want to be recognized as one of the top boutique legal recruiting firms, a trusted, go-to brand across the industry. Whether it’s placing attorneys or supporting essential staff roles, we aim to be the partner that law firms turn to for their most important hiring needs. The legal industry is constantly evolving, and we see it as a strong and stable market for recruiting. While certain periods may experience fluctuations, the ongoing demand for legal talent remains consistent. This steady need, combined with the complexity of legal hiring, makes our expertise especially valuable. 

Rick: We believe that by maintaining our focus on quality and client service, embracing innovation, and investing in our people, we will continue to be an integral part of the legal sector’s growth. Over the next five years, we plan to deepen our partnerships with law firms and expand our offerings, positioning ourselves not just as recruiters, but as strategic advisors who contribute meaningfully to our clients’ success.

What makes you most proud of what you’ve built so far?

Jeff: What makes me most proud is the feedback I’ve received from our team, hearing them say this is the best place they’ve ever worked is incredibly rewarding. Creating a positive, supportive experience for others has always been a core goal of mine, and knowing that I’ve helped achieve that means a lot. There’s something truly special about building something from nothing. When we started about ten years ago, we had no revenue, just a vision. Since then, we’ve grown into a company with a culture that our team genuinely appreciates and is proud to be part of. That culture is rooted in respect, collaboration, and a shared commitment to excellence. I’m also proud that we’ve built a sustainable business, one that pays salaries and supports the livelihoods of our employees and their families.

Rick: There’s no greater compliment to me than when our employees feel confident enough in our culture and values to refer others to join us. That’s a real testament to the experience we’ve created together. It’s incredibly exciting to see how far we’ve come and to know that what we’ve built makes a meaningful difference in people’s lives every day.