Navigation 463. The Three C’s That Make or Break Every Hire with Emily Geddes
- 463. The Three C’s That Make or Break Every Hire with Emily Geddes Sam Mollaei and Neil Tyra 34:16
Struggling to hire the right people—or worse, stuck with mis-hires who drain your time and energy?
In this episode, Bridgit Norris sits down with Emily Geddes, an attorney licensed in Washington and Idaho, business strategist with an MBA, and adjunct professor at Gonzaga Law who graduated first in her class.
Emily brings a rare perspective to the intersection of law, business, and leadership, shaped by years in business consulting, healthcare administration, and now transactional and real estate law at Malek + Malek.
Together, she and Bridgit unpack how to hire with values at the center, build teams you can actually trust, and turn hiring from a dreaded chore into a growth tool for your firm.
If you’re tired of playing roulette with your hires, this conversation will show you how to create clarity, avoid costly mistakes, and build a culture that lasts.
Key Takeaways from Bridgit and Emily:
1. Start with Values, Not Resumes
Hiring starts long before the interview.
When your mission and values are clear and visible, you naturally attract candidates who share your vision and filter out those who don’t.
2. Use the Three C’s Framework
Competence gets someone in the door, but character and chemistry determine whether they thrive.
By looking beyond skills, you create space for integrity, humility, and teamwork to guide your decisions.
3. Treat Hiring as a Team Sport
A hiring process that includes staff and peers gives you a fuller picture of a candidate.
This not only uncovers red flags but also strengthens buy-in from the people who will work with them every day.
4. Prioritize Communication and Transparency
Clear expectations and open conversations prevent issues from escalating.
Addressing concerns right away allows for training or mentoring—and, when needed, timely decisions to part ways.
5. Humanize the Hiring Process
Every interaction leaves an impression.
Closing the loop with candidates, even with a simple note, demonstrates respect and reinforces the kind of culture you want to be known for.
“Close the loop. These are human beings who have feelings… even a quick email or a quick phone call saying, hey, we decided we’re not hiring for this position—it sets you apart as a good place to work.” — Emily Geddes
Get in touch with Emily Geddes:
Website: http://malekattorneys.com/
LinkedIn: https://www.linkedin.com/in/emilyhgeddes/
🚀 Want to SCALE your law firm? Go here: https://bit.ly/3z7R5qM
⭐️Get our proven 2025 Law Firm Growth Plan that has generated millions in revenue for law firms just like yours.
Follow us on social:
- My Legal Academy YouTube: https://bit.ly/3KGieDs
- My Legal Academy LinkedIn: https://bit.ly/3X3D5qd
- My Legal Academy Facebook: https://bit.ly/3VJloN7
- My Legal Academy Instagram: https://bit.ly/3T9RO1G
If you’ve enjoyed the podcast, please head to Apple Podcasts and leave a rating and a review for the show! It only takes a moment, and really helps us to reach new listeners.
