Based in Seattle, Gamoran Legal Consulting has earned a strong reputation for thoughtful, relationship-driven recruiting throughout the Pacific Northwest and beyond. As a boutique firm specializing in partner-level placements and strategic team moves, their approach is personal, precise, and long-term.
We spoke with Saul Gamoran, founder of Gamoran Legal Consulting, about the hiring landscape in Seattle and Portland, what employers often overlook when trying to attract elite legal talent, and how top recruiters serve as trusted guides throughout a lawyer’s career.
With a background that spans private practice, in-house legal work, and nearly two decades in legal recruiting, Saul brings a 360-degree perspective to every placement. His firm doesn’t just work with clients; they partner with them. Each search is approached with care, curiosity, and a consultative mindset.
“Firms need to treat interviews as a two-way street. Stand out by showing why your practice is dynamic, how leadership invests in people, and what makes your team a rewarding place to build a long-term career.”
– Saul Gamoran
Gamoran Legal Consulting
The Best Lawyers Aren’t on the Market
It takes more than a job posting to reach top-tier attorneys. Successful hiring today demands proactive outreach and a compelling narrative.
“The toughest part is convincing high-performing attorneys to even consider a move. Most of them are doing well and not actively looking,” says Gamoran. “That’s why the opportunity has to speak to more than compensation. It has to align with their career vision, values, and goals.”
According to recent industry research, the average lateral partner retention rate across the Am Law 100 is 87%. Once top talent moves, they tend to stay. Firms that retain elite lawyers do so through open communication, consistent mentoring, transparent compensation structures, and performance-based incentives.
If They’re Not Looking, You Need to Be More Compelling
Getting elite lawyers to even consider a new opportunity when they’re happy is no small task, but it’s not impossible. “There is a way to overcome that challenge — firms need to treat interviews as a two-way street. Don’t just assess the candidate; sell the opportunity,” Gamoran advises. “Stand out by showing why your practice is dynamic, how leadership invests in people, and what makes your team a rewarding place to build a long-term career.”
“When firms recruit on their own, they often see candidates who are already on the move. That’s a narrow slice of the market,” he adds. An employer doesn’t have the same sense of available legal talent as a recruiter does. “A strong recruiter goes deeper [than reviewing resume submissions]— we build relationships with exceptional attorneys who may not be looking but will listen when the right opportunity comes along. That’s where real value is created.”
Seattle and Portland: Growth Markets on the Rise
Seattle
Legal Recruiter Spotlight: Gamoran Legal Consulting
Gamoran Legal Consulting is a boutique legal consulting firm based in Seattle, Washington, providing customized solutions for select attorneys, law firms, and corporate law departments across the nation. We specialize in connecting top-tier legal talent with exceptional opportunities in the Seattle area and beyond.
Portland
Legal Recruiter Spotlight: Gamoran Legal Consulting
Gamoran Legal Consulting is a boutique legal consulting firm serving Portland, Oregon, providing customized solutions for select attorneys, law firms, and corporate law departments across the nation. We specialize in connecting top-tier legal talent with exceptional opportunities in the Portland area and beyond.
As growth-minded firms seek new strategic footholds, the Pacific Northwest is emerging as one of the most active legal markets in the U.S.
“We’ve seen a clear surge in national firms expanding into Seattle and Portland — more mergers, new offices, and increased lateral activity in just the last 6 to 12 months,” Gamoran notes.
“It reflects the strength of the talent here, but also the increasing competition for it.”
Recent developments back up that claim. In late 2024, Ballard Spahr merged with Seattle-based Lane Powell, and in early 2025, Holland & Knight opened a Seattle office by acquiring most of Karr Tuttle. Both are still part of a broader trend that saw 48 U.S. firm combinations in the first three quarters alone, according to Reuters.
Both Seattle and Portland attract national interest because they combine deep talent pools and top-tier universities with thriving tech, life sciences, and capital markets sectors. The result? A highly competitive environment that rewards specialized talent, particularly in technology transactions and corporate work, and creates a premium on cultural alignment.
Legal Recruiters as Career Advocates
“I work for the attorney; they’re my client. The candidate experience drives the quality of the entire process.”
For attorneys, especially early in their careers, Gamoran’s advice is simple:
“Early on, prioritize mentorship over prestige. Go where people will invest in your growth and help shape you into an excellent lawyer,” he says. “That foundation will pay off more than any big-name logo on your resume.”
As a recruiter, Gamoran takes the long view with candidates. “I work for the attorney; they’re my client. The law firm is the customer. That approach ensures I advocate fiercely for lawyers while still delivering the best possible match for firms. It’s a dual responsibility, but the candidate experience drives the quality of the entire process.”
“We’re not just here to fill a role. The best recruiters are career partners. They’re advisors who help attorneys navigate inflection points across their careers.”
“That’s how we add lasting value; not just in a search, but in the big picture of a person’s career.”
Final Thoughts
Saul Gamoran’s personalized, consultative approach demonstrates why legal recruiters are indispensable partners in today’s competitive market. Whether you’re a law firm looking for exceptional talent, or a lawyer quietly considering your next chapter, Gamoran Legal Search brings experience, integrity, and strategic insight to the table.
“It’s incredibly rewarding when someone calls me five years after a placement just to say thank you — that’s what I’m in it for,” says Gamoran.
In an environment shaped by national expansion and ever-evolving client needs, working with a seasoned recruiter isn’t just smart, it’s strategic.
