As a highly specialized intellectual property firm, Wolf Greenfield’s recruiting needs are anything but one-size-fits-all. From student hiring to technology specialists, lateral associates, and shareholders, the firm requires a recruiting platform that can handle complexity, customization, and data-driven decision-making at scale. Since joining Wolf Greenfield, Dana Tetrault, the firm’s Director of Legal Recruiting has led a transformation of its hiring processes, anchored by the implementation of Flo Recruit Applicant Tracking.
Q: Can you tell us about your role at Wolf Greenfield and how long you’ve been with the firm?
Dana: I joined Wolf Greenfield about seven months ago, and I lead, develop, and drive all legal practitioner hiring strategies and processes at the firm. That includes student hiring, lateral associates, technology specialists, counsel, and shareholders, from talent identification through onboarding and development, all aligned with the firm’s strategic plan.
Q: What Flo Recruit products do you use and how long have you been working with Flo?
Dana: At Wolf Greenfield, we went live with the Flo ATS in October. In January, we added in Work Allocation, and we also have a Flo Forward profile.
Personally, I’ve been working with Flo since 2022, at my previous firm. I was brought into that role focused on lateral hiring, so I’ve been deeply involved with Flo for several years across different firms and using the products in different ways.
Q: Why did you decide to switch to the Flo ATS, and what was the transition like from your old system?
Dana: The firm was using a different ATS when I started. It wasn’t user-friendly or intuitive, and most importantly, it couldn’t collect the data we needed to generate forward-looking metrics or do any meaningful forecasting. The interview system and candidate information didn’t even connect, which made it incredibly clunky to manage.
From my prior experience, I knew Flo was the best product on the market. This is the fifth ATS I’ve used in my career and the third one I’ve implemented firmwide, and I feel very strongly about it. We needed an ATS that could give shareholders the data and insights they need to make informed decisions.
The transition itself was seamless. I had already completed an implementation at my prior firm, so I was familiar with the process, and the Flo onboarding group was great. My team was genuinely excited to get the new product. It’s intuitive, easy to learn, and my colleagues mastered it very quickly. Even our practitioners picked it up right away and appreciate how streamlined it is, especially the evaluation links, which make their lives much easier.
Q: You use the Flo ATS across shareholder, lateral associate, technology specialist, and student recruiting. Does it work seamlessly across these functions?
Dana: It really does work seamlessly across all hiring.
For shareholder hiring, the process can look different — sometimes it’s a dinner or a less formal meeting rather than a traditional interview — but we can easily document everything using the communications and notes features. It keeps all feedback, documents, and history in one organized place.
Between student and lateral hiring, the workflows are naturally a bit different. Student hiring is more straightforward, while lateral hiring is more customized, but reviewing applicants and managing the process is easy for any role type in the Flo ATS.
Q: How have you customized Flo for lateral recruiting specifically?
Dana: For lateral associate hiring, Flo has truly been a game changer. We’re a highly specialized IP firm with very niche hiring needs, and Flo allows us to customize everything accordingly.
Instead of emailing job requirements back and forth, I can simply send recruiters a link to the role. When a position is going to open, I notify my trusted recruiters and share the link. It saves a huge amount of time and ensures consistency.
It’s also been great being able to see applicants coming through and immediately understand where lateral candidates are sourced from. The reporting makes it easy to pull that data right away.
For shareholder hiring, Flo is instrumental in keeping timelines and history organized. You need to know when a recruiter submitted a candidate, what conversations have already happened, and where things stand, and it’s all there. Even when a shareholder candidate meets someone over dinner, we still capture feedback through Flo’s evaluation forms.
Lateral hiring is a major pillar for the firm, and Flo supports that commitment at every level.
Q: Can you quantify any time savings or outcomes you’ve seen?
Dana: The time savings are significant.
Right now, we’re reviewing 2L applications, and the slide-out resume review alone saves hours each day. It’s a total game changer.
Our legal practitioners also save time because everything they need, from interview links to evaluations to candidate materials, is right in the calendar invite instead of buried in emails.
With Work Allocation, I know we’re going to see even more impact. Previously, it could take up to five days to get feedback because everything was manual. Now, attorneys have 24 hours to submit feedback directly in the system, which will save an enormous amount of time firmwide.
Q: What was your team’s onboarding experience like?
Dana: I had worked with Annie to onboard previously, and she is just the best. The experience was so easy. Because I had done the onboarding so recently at my last firm, and because the ATS is so intuitive, the whole team was up and running in a week.
Q: How has your experience been with Flo’s customer support team?
Dana: The chat feature is fantastic and really sets Flo apart. With other systems, it could take days or even a week to get a response. With Flo, support is quick, responsive, and they always follow up.
The customer support team is truly a selling point. One thing I would highlight is the help articles — they’re great resources, and my team really uses them. We also created a simple guide for our legal practitioners to make adoption even easier.
Q: Have there been any unexpected benefits from using Flo Recruit?
Dana: The ability to pull and visualize data has been huge. Being able to generate reports, track trends, and show numbers that back up decisions really sets Flo apart.
I especially love the visuals. The charts are simple, clean, and easy to share with legal practitioners. Whether it’s student sources or lateral candidate pipelines, it’s incredibly powerful to be able to show that information clearly. We’ve already used reports to identify issues and opportunities we wouldn’t have caught otherwise.
Q: Is there anything else you’d like to share about how Flo Recruit has changed your recruiting process?
Dana: Flo has helped me in a very real and meaningful way. The ability to highlight data, track outcomes, and tell a clear story with numbers is a complete game changer. Recruiting today requires data-backed decision-making, and Flo makes that possible in a way no other ATS I’ve used has been able to do.
For Wolf Greenfield, Flo Recruit has become more than an ATS,it’s an important component of their strategic recruiting plan. From seamless adoption and meaningful time savings to powerful reporting and intuitive workflows, Flo has enabled the firm to manage complex hiring needs with clarity and confidence. Most importantly, it has unlocked the ability to tell a clear story with data, empowering stakeholders to make informed decisions and identify opportunities that could have been missed. As recruiting continues to evolve, Flo has proven to be a critical partner in supporting Wolf Greenfield’s commitment to thoughtful, efficient, and forward-looking talent strategy.
