About

The training I wish I'd had.

I'm Coti. I've spent years working in the U.S. market, and my first role was as an intake handler. It was the best training I could have asked for. It taught me how to actually listen, how to make someone feel like they were in good hands from the first minute of the call, and how to stay calm when someone was overwhelmed and scared. But feeling heard isn't the point on its own, what people actually need in that moment is to know they're about to be represented by an attorney who's going to fight for them. Intake is where that starts.

But I also felt the gap firsthand. I'm from South America, and every day I ran into something I didn't grow up knowing, an insurance company I'd never heard of, a pharmacy chain, how ZIP codes work, how U.S. auto or health insurance is even structured. Nobody explains that stuff. You just absorb it slowly, awkwardly, over years. Eventually I knew enough that I started training every new intake hire that came through the door, and that's where I learned what actually helps: not legal knowledge, but understanding the environment well enough to sound like part of it instead of a robot reading a script.

That's the whole idea behind Legal Talent Foundry. Give people that training before they ever take a call, so the stress and awkward learning curve is already behind them. I can teach someone how to do this job. What I can't teach is the drive, the attentiveness, the person underneath it. That part I have to find. So I still recruit, train, and run every part of this myself, because I care about getting it right, not about getting big.

FAQ

Questions firms ask us most

What if I don't like the candidates you send? +
You'll start with four candidate packages. From those, you interview two. If neither feels right, you choose: interview the remaining two from that original group, or request two fresh packages instead. Either way, you'll always have four in front of you and always interview two at a time. We repeat that cycle for as long as it's reasonable, we want you to find the right fit, not settle.
Is there a guarantee? +
Yes. We guarantee your specialist for the first 90 days after placement. If they're not performing as expected or aren't a professional fit, and you can show us what's going on, we'll replace them at no additional cost.
Are the specialists employees or contractors? +
They're independent contractors, not employees. Legal Talent Foundry doesn't handle payroll or the legal side of hiring. We can point you toward straightforward tools other firms use for paying international contractors, but setting that up is on your end.
Can we hire more than one specialist through LTF? +
Absolutely.
Is there a discount for hiring multiple specialists? +
We're a small, quality-first operation, so volume isn't really what drives us. That said, starting with your third specialist, you get a 10% discount. That's the only discount tier we offer.
Do you provide the equipment specialists use? +
No, specialists provide their own devices and hardware. Everything we provide is virtual: training, materials, and support.
How long does the process usually take? +
That's largely up to your firm's availability. Most placements take somewhere between one and three weeks, depending on how many rounds of candidate packages you want to see and how quickly interviews can be scheduled. If you're ready to move fast, we can move just as fast.
What happens if we're not ready to hire yet but want to see candidates? +
Candidate packages aren't shared until an agreement is signed and the first half of the placement fee is paid. That said, we're always happy to talk through your needs and answer questions before you're ready to commit.
Who do specialists report to day to day? +
You. Once placement is complete, that working relationship is entirely between you and your specialist, we step back and aren't involved in day-to-day management. That said, we're always glad to hear from you, whether that's a question, feedback, or just how things are going.