A snapshot of publicly posted in-house job openings at Go In-house from May 6, the day on which I'm writing this column: Forty-six positions nationally, including three with Facebook (New York, Texas and California), three with United Health Group (Connecticut and Minnesota), and one with AbbVie (Illinois). Those are only the positions posted on May 6. Review postings for the past 30 days, and the total is in the hundreds.

I'm not trying to sugar coat anything—readers of this column know that is not my style. Candor rules. Many companies will be in general hiring freeze or reduction-in-force mode for an indefinite period of time. But this month's column is intended to serve as a reminder that hiring indeed continues, and some of the needs are pressing.

I wrote about this last month from an advice perspective to candidates. It's all about game ready experience and nailing a virtual interview process.

Now a few words for general counsel and HR leaders with pressing needs. You are finding it surprisingly hard to make a great hire right now, right? I know because I am talking with you about your frustrations. Our search firm just took an order, for example, with a company in Michigan that tried to fill an opening on its own for 60 days and got nowhere.

Why is hiring a great lawyer challenging right now? It seems counter-intuitive. But the realities include: An uncomfortable interview process for all involved, crisis related competition for attention among decision-makers, and fear among fully employed candidates about making a career move of any kind in the current environment. Internal recruiters are hitting walls quickly and getting frustrated.

The answer is ridiculously self-serving and I make no apology for it. In the 12 years that I've been writing this column, I think this is the first time I've written these words: Use a search firm! More specifically, use a subject matter specific firm with expertise in your industry and geography. Don't mess around with a pressing opening in 2020.

A successful recruiter with experience will already know some of the excellent candidates firsthand, via in-person interviews, previous placements, panel speaking experience, etc. Recommendations, judgment, referrals, and proactive calls and emails to bulls-eye candidates are all more valuable than ever right now. Managing expectations, knowing who will say "yes" versus get cold feet, and understanding your corporate culture are other pieces to a puzzle that has to fit together correctly and quickly.

Now is not that time to be politically correct and save a few grand on a search fee. If you have the budget to make an important hire now, then you have the funds needed to fill it quickly and with the right person.

Mike Evers recruits attorneys for corporate legal departments throughout the United States. Visit www.everslegal.com. His firm also offers experienced in-house counsel to companies on an adjunct basis.