Legal Specialists

Personal Life

Gregory Foss is the vice president and senior recruiter at Legal Specialists, a division of The Specialists Group, LLC, a staffing and recruiting firm with offices in Denver, Houston, San Francisco, and Wichita. Since 1957, Legal Specialists has successfully furnished complete staffing services to local, national, as well as international firms.


Gregory specializes in placing attorneys, paralegals, and legal support professionals on a direct-hire, temporary, and project basis in Northern California. He directs all recruiting, marketing and job placement activities for this division. Gregory provides personalized career counseling pertaining to job searching, resume drafting and interviewing techniques. He is well known for maintaining ethical business practices and high standards of integrity and service. He has been a recruiter since 1984.

Gregory was born and raised in Kansas and earned a B.A. in American Studies and Communications at Wichita State University. In addition to two years of graduate school and study abroad in France, he has completed continuing education courses in Human Resources from University of California, Berkeley.

When the legal recruiter isn't working, he enjoys health and fitness, mountain biking, hiking, snow skiing, travel, music, cooking, fashion, film and photography. Gregory is a frequent visitor of San Francisco's La Ciccia in his Noe Valley neighborhood. He is an avid San Francisco 49ers fan. Gregory is currently reading Jack Kerouac's Dharma Bums.

Gregory's Successful Career Path and Tips for Legal Recruiters

What does it take to become a successful legal recruiter? "A work ethic that is consistent, being able to follow a method that is proven, and having a professional demeanor are all required. In addition, being honest, having integrity, and showing enthusiasm also help in a recruiter's success. Instead of doing a lot of talking, a recruiter should focus on doing a lot of listening. They will need to become an expert at answering questions as well."

When asked how he embodies these characteristics personally and professionally, Gregory said, "I've developed essential skills, traits, and qualities that I represent personally and professionally: The ability to cultivate and build relationships, big-picture thinking, strong follow-up skills, listening, consultative in nature, personable and approachable."

Did Gregory transition into working as a recruiter or was he always involved in the field? "I had no intention of working in HR. I was in graduate school and interested in marketing, communications, or similar areas and found myself being asked to do recruiting."

What motivated him to work as a recruiter? "The rewards of being a recruiter are enormous. As a recruiter with Legal Specialists, I had the opportunity to create my own destiny. I started by helping source candidates, writing job postings, interviewing a wide variety of applicants and providing recommendations to clients, and ended up running the California division of the company."

Gregory discussed what he is known for professionally. He asserted:

"Longevity, passion and commitment to service: I try not to lose sight of the human element of our business, and treat clients and every candidate with respect and attention to detail.

Honesty: I tell clients when we can't help and I tell candidates their exact status. If the news is bad, I still give it, directly, but with compassion.

I do what I say I'm going to do: If I say I'll call you back I will. If I tell you that I will keep you in mind for a specific kind of role, I will, and you can expect a call, even if it is a month or two later.

I listen: I ask a lot of questions and listen. I always find the core reason a candidate is looking to change jobs, which is often not the reason they initially give.

Elephant-like memory: If I placed an applicant 15 years ago, I will remember not only the firm but also the person they reported to.

Positive attitude: I believe and behave as though good things will happen. To me, our candidates will get the job, and usually do!

Make people feel special: I let clients and candidates know that I'm personally interested in them. They are my focus."

What are some of the skills that differentiate Gregory from other recruiters? He claimed:

"I am very good at networking - I have a strong interest in meeting new people and seek out opportunities to do that even when I'm not recruiting.

Marketing and influence skills - While I am a good networker, where I believe I excel is getting candidates interested in the work and the hiring firm by identifying and communicating their positive aspects, pointing out challenges when appropriate, and generating excitement. I only present well-referenced candidates to clients whom I know to be interested in the opportunity.

Loyalty - I recognize the importance of loyalty and thereby strive to maintain longevity in professional relationships with both clients and candidates.

Personalizing and leveraging - I know how to steer the right candidates to the right clients because I have deep knowledge of the needs and capabilities of each through my networking skills and ability to influence. I can push and pull candidates and clients toward a mutually desirable end.

I use technology, but I'm not consumed by it - I'm not a technology nerd, I use what works for me. I am focused on getting results, but what is more important is that both my client and the candidate feel that they have had a real exchange of information and that both are comfortable with the decision."

So what is Gregory's advice to new recruiters? He explained:

"In becoming a recruiter, the most important step is to invest time in training. Keep improving your knowledge and skills and you'll be giving yourself a blank check. While sales ability can always enhance one's performance it's not essential to be a successful recruiter. Recruiting is about making good matches in a seamless and efficient way. Great recruiters figure out how to do that without seeming like the major player."

What does he look for to find the right fit? What makes a great candidate? Gregory acknowledged:

"The top five personality traits I look for in applicants are:

Professionalism - First impressions are incredibly important.

High-energy - enthusiasm

Confidence - their ability to prove that they are the best person for the job.

Work without constant guidance - I want to see that a candidate can work independently and yet still be effective in a team environment.

Motivation - I seek candidates who not only convey what they're enthusiastic about but moreover their willingness to achieve their goals."

In regards to what makes a great candidate, he stated:

"While employers may have their own preferences, the following are similarities in the qualities that make a good candidate:

Professionalism - firms want employees who help project a proper image for the organization.

Skill requirements - candidates must meet the minimum education, employment background and accomplishments needed to get an interview.

Confidence - self-assurance is a key personality trait for successful candidates. Individuals who believe in themselves get better results.

Versatility - in an interview I look for examples of a candidate's ability to multi-task or complete a variety of work responsibilities."

What motivates Gregory to be a legal recruiter everyday? He admitted:

"Pressure motivates me; making money motivates me; difficult clients with unusual job requirements motivate me. Making people laugh motivates me.My motivators are analyzing people and situations, and figuring out what makes applicants tick and what makes firms work, and then putting the two together so the puzzle falls in place, everybody calls it good, and the invoice gets sent!"

Where does Gregory derive his confidence? "When building self-confidence, you have to first believe fully in yourself. You have to know what you're capable of doing. People who respect you and seem encouraged by your presence can remind you of things you do well, and help bolster your confidence."

Gregory's Mentor, Professional Associations, a Rewarding Position and His Goals

Does Gregory have a mentor? "I have always considered myself fortunate to be mentored by the founder of the company."

Gregory is a member of the American Staffing Association, California Staffing Professionals, and the National Association of Personnel Services.

Does he find his work rewarding? "The rewards of being a recruiter range from tangible financial rewards to the intrinsic feeling you get from helping people. Watching an applicant move from the beginning stages in their job search to accepting employment gives me a sense of purpose. For some individuals, I'm more like a career coach and motivator."

What are Gregory's goals? "Constant self-improvement is essential for recruiters who want to stay competitive. My goal is to continue to be recognized as an expert at networking and recruiting."