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Professional services
/industries/professional-services
Hire chargeable people.
Keep partner hours.
At a law firm, accountancy, or consultancy, every hour a partner spends interviewing is an hour off the clock. The opportunity cost of a senior hire runs into thousands. Picked runs the screen, the assessment, and the first-round interview on a rubric calibrated per practice area. The partner sees three finalists, spends thirty minutes on the final, and gets back to the client work.
Post a role for freeSee the operations page →
rubric per practice area·partner time minimised·three finalists Friday
What you said, last quarter
Three things professional services leaders told us.
Mon 16:00
"I billed nineteen hours last week. I interviewed for eleven. I spent more time hiring than billing. Twice."
· Partner · Mid-tier law firm, 120 lawyers
Wed 09:30
"Our junior managers run first-round interviews. They are not yet senior enough to know what good looks like. We lose people we should have hired and hire people we should not have."
· Head of recruitment · Accountancy practice, 200 people
Fri 20:00
"We get five hundred CVs for a graduate role at this firm. The brand brings in the volume. The signal-to-noise is unworkable."
· Talent partner · Strategy consultancy, 80 consultants
How Picked addresses each
Three answers. One pipeline.
The partner only meets the three.
Picked runs the screen, the assessment, and the first-round behavioural interview. Three finalists arrive in your inbox, each with the full conversation transcript, the role-fit score, and the rubric breakdown. The partner spends thirty minutes total. Three finalists, one Friday morning, and back to client work by lunchtime.
↓ AI screen and interview
The bar is encoded, not in the junior manager's head.
The rubric for a corporate associate, a tax senior, a strategy consultant is set by the senior partners once and applied consistently across cycles. Junior managers no longer carry the implicit bar. The audit shows exactly how each candidate scored.
↓ Decision engine
Volume is not a problem. Signal is.
Picked is built for high-volume inbound. Five hundred applicants for a graduate role is the normal case, not the edge case. The triage, screen, and assessment all run in parallel. The shortlist arrives Friday, regardless of inbound size. You pay 99 cents per vetted candidate, not per application.
↓ Triage to shortlist
What Friday looks like
Three associates.
Forty minutes.
412
graduate applicants screened
23
finalists across 8 roles
34m
median time a partner spends per role
$408
total spend on the cohort
From the beta
"I went from interviewing for eleven hours a week to thirty minutes. I billed an extra eight hours in week one. By the end of the quarter we had hired four graduates and one lateral, and I had not lost a single client meeting to the hiring loop."
P
Partner
Mid-tier law firm, London, 120 lawyers
Quotes paraphrased from beta sessions, May 2026. Named, consented quotes ship with V1.
For professional services, the alternative is:
In-house recruitment team
$75k to $90k loaded cost per recruiter per year
Plus the partner time the recruiter cannot save.
Legal or accountancy specialist recruiter
25% of first-year salary
Senior hires only, volume hires not viable.
Graduate recruitment platform
$5k to $15k per cycle, annual contract
Volume tool, no per-candidate vetting.
Picked.ai
$0.99 per AI-vetted candidate
Whole funnel, including the partner-time-saving first round. First 50 free.
Partner hours stay billable.
Three finalists.
Friday.
Post a role for freeRead the ops page →
picked.
The AI-native replacement for inbound hiring. For the hiring manager, not HR.
© 2026 Picked · Made in London · Three finalists in forty-eight hours.
Hire chargeable people without losing chargeable hours · Picked.ai