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Attorney Compensation 2026

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What Houston and Texas Legal Professionals Need to Know Unless you’ve been off the grid this June, you’ve heard the news. Milbank raised associate salaries on June 2nd, and the dominos started falling almost immediately. Of Course, Cravath. McDermott. Quinn Emanuel. Katten Muchin. Even a Texas boutique, Vartabedian Katz Hester Haynes, announced a match within days. Effective July 1, 2026, there’s a new baseline for attorney compensation 2026, and it’s going to ripple through the Texas legal market for months. We’ve been through a few of these cycles at Collier Legal Search. We’ve been placing Houston attorneys since 2004, and our founders, Kellie Collier and Kay Egger, have personally navigated every major compensation reset for decades. Here’s what we’re seeing on the ground, beyond what the headlines are reporting. Legal Salary Changes Milbank bumped base salaries by $10,000 for first- through fourth-year associates and $20,000 for fifth- through eighth-year associates. The result is a new market scale that now looks like this: Factor in year-end bonuses, and total compensation for an eighth-year associate at a Cravath-aligned firm can approach $595,000. That number catches people off guard every time. What This Means If You’re Not at a Big Law Firm Most Texas attorneys aren’t. And the salary reset still affects them, just not always in the way they expect. Here’s the pattern we’ve watched play out: the top of the market moves, and within weeks, attorneys at mid-market and regional firms are recalibrating their own worth. That’s not a bad thing. But it does create pressure. Partners start getting calls they weren’t expecting. Associates who were perfectly content in March suddenly want a conversation. Am Law 100-200 firms operating outside strict Cravath alignment are different. For those firms, first-year base salaries typically range from $145,000 and $190,000 in metro markets, not $235,000. With each additional year of experience, the base salary gap widens to as much as $225,000 for mid-to-senior-level associates. Texas firms have always had answers to this: practice quality, client relationships, company culture, lifestyle, and a real shot at partnership. But “we can’t match that number” is a harder conversation when the gap just got bigger. Firms that can articulate why their platform is worth the tradeoff will hold talent. What the Legal Pay Scale Doesn’t Tell You A salary gap can happen quickly. Two associates at the same firm, same class year, same published salary. By December, they might be $50,000 apart. It happens because bonuses aren’t guaranteed; they’re earned, and how they’re determined varies more than most attorneys realize. Thresholds tied to billable hours shift from year to year. “Quality of contribution” gets assessed differently. Some associates spend their year on high-visibility matters with partners who go to bat for them at review time. Others don’t, and the salary scale will never firmly predict your work situation. Beyond bonuses, a few things matter perhaps more than the number on the offer letter: The specific workload. In 2026, associates in energy, M&A, private equity, capital markets, and data privacy are in a strong position. Those practices are active in Houston right now, and activity creates opportunity. A great base salary in a slow practice group is still a slow practice group. Who’s going to sponsor you? The partners who staff their best matters and advocate loudest at year-end reviews have more influence on your long-term trajectory. That’s true at every firm. How sustainable the hours are. The scale looks identical whether you’re billing 1,800 hours or 2,300. It doesn’t reflect what that pace costs you, or whether you can maintain it for the next three years. Several of our team at Collier Legal Search are lawyers. We know what it feels like to stare at an offer and not know what questions to even ask. That’s a different kind of help than just handing you a salary comparison chart. For Firms and In-House Legal Departments If you’re managing a law firm or a corporate legal department, the honest question right now is whether your compensation structure is still doing the job it needs to do, not just for recruiting but for retention. We’ve watched good firms lose strong mid-level associates this year not because of money, but because of timing. Another firm moved faster. An offer came in before theirs did. That’s fixable. Slow response is a bigger obstacle than comp. In an extremely competitive market like Texas. Speed is everything. For over twenty years, Collier Legal Search has worked with law firms and in-house legal departments on direct-hire and contract placements, including partners, general counsel, associates, paralegals, and legal support professionals. The dual view is useful right now because the in-house and firm markets are responding to this salary reset differently. Corporate legal departments often can’t match Big Law base salaries, but they’re seeing real interest from mid-level associates who are done with the hours, and they’re winning good talent as a result. If you want to understand where your offer stands against what’s being accepted in the Houston market right now, that’s exactly the kind of conversation we have every day. Taking Stock Attorney compensation 2026 is not a simple story. The headline number is real ($235,000 to $455,000 at the top of the market), but what an attorney earns, and what a firm needs to offer to stay competitive, depends on a lot more than a published scale. Collier Legal Search has been representing top legal candidates for over 20 years. Our founders are third-generation Houstonians with deep relationships across the Texas legal community. Contact Collier Legal Search if you need assistance navigating this new pay scale adjustment and attracting the best legal candidates in a competitive market. Frequently Asked Questions How does the 2026 salary increase affect Houston attorneys? Even attorneys outside of Big Law are impacted by compensation resets. As top-tier firms raise salaries, attorneys at mid-market and regional firms often reevaluate their market value, leading to increased lateral hiring activity and compensation discussions throughout the Houston legal market. What is the difference between Big Law and mid-market attorney salaries? While

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The Rise of Partner Lateral Movement

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There is a Rise of Partner Lateral Movement. Here’s Why More Law Firm Partners Are Making Strategic Moves in 2026 The legal industry is experiencing a significant rise in partner lateral movement, and 2026 is shaping up to be one of the most active markets in recent years. Most of the time, partners with a book of business don’t realize the benefits they can gain when moving to the right firm. Industry reporting from The National Law Journal, Above the Law, The Global Legal Post, and LawFuel all point to the same conclusion: lateral activity among partners is accelerating as firms compete aggressively for experienced attorneys with portable business and strategic value. This shift is not simply about attorneys changing firms. It reflects a broader transformation in how partners and law firms can dynamically grow when combining. For many partners, the decision to move is neither immediate nor obvious. Working with a knowledgeable and credible recruiting partner like Collier Legal Search is key to understanding and making the most beneficial move. Why Partners Consider a Lateral Move Many partners have spent years building strong client relationships and developing a portable book of business. What once felt like the right long-term fit may begin to limit growth opportunities or no longer support personal and professional priorities. One of the most common reasons partners consider a move is family and lifestyle. As attorneys advance in their careers, priorities often shift toward flexibility, succession planning, or creating better alignment between professional responsibilities and personal goals. Financial opportunity is another major factor. Partners who have built substantial businesses may seek a stronger platform to continue growing their practice, expand into new industries, or increase profitability. In many cases, a move to a larger or differently positioned firm can create significant upside potential. Mandatory retirement policies also continue to influence the market. Some firms still maintain age-based retirement structures that encourage senior partners to explore firms where they can continue practicing, growing client relationships, and remaining active contributors. Operational support also plays a role. Partners may find that weak associate depth, insufficient staff support, or lack of infrastructure limits their ability to serve clients effectively or scale their practice. A move to a firm with stronger resources can directly impact efficiency, client service, and growth potential. Billing structure can be another consideration. Some partners seek to move up-market to support higher bill rates and more sophisticated matters, while others pursue firms with more flexible pricing structures better aligned with their client base. Why Firms Are Pursuing Lateral Partners The increase in partner movement is not happening in isolation. Firms themselves are actively pursuing lateral hires as part of broader strategic growth initiatives. According to The Global Legal Post, lateral partner hiring reached a five-year high as firms intensified efforts to add experienced attorneys and expand capabilities. Reporting from LawFuel further noted that Am Law 200 firms increased lateral partner hiring significantly in 2025, reflecting the continued importance of strategic recruiting. For firms, lateral hiring provides immediate opportunities to: Grow revenue and profitability Add new client relationships Expand into targeted practice areas Strengthen market presence Enter new geographic markets Rather than waiting years to develop talent organically, firms can accelerate growth by partnering with experienced professionals who bring established business and industry credibility. This trend is particularly strong in Texas and Houston, where ongoing expansion in energy, corporate, litigation, healthcare, and regulatory practices continues to drive demand for experienced legal talent. A Competitive Market Fueled by Opportunity Recent reporting from The National Law Journal describes the current lateral market as a “perfect storm” of conditions driving increased movement in 2026. Economic shifts, law firm expansion, evolving client demands, and attorney mobility are all contributing to heightened activity. At the same time, Above the Law reported that BigLaw lateral activity is expected to be “on fire” throughout 2026 as firms continue to compete aggressively for high-performing partners. This environment creates opportunities for both firms and attorneys, but it also increases complexity. Not every move is the right move. The most successful lateral transitions occur when there is true alignment between the attorney, the firm, and long-term strategic goals. Partnering with the right knowledgeable recruiters can provide a successful transition. Navigating a successful transition requires working with a knowledgeable, credible recruiter. The Importance of Strategic Alignment Successful partner moves are rarely driven solely by compensation. The strongest long-term outcomes occur when firms and partners align across multiple areas, including: Practice strengths Firm culture Client service model Growth strategy Leadership vision Operational support A partner with a book of business may thrive at one platform and struggle at another, depending on how well the elements align. This is the primary reason that a professional partner recruiter is required. That is why strategic evaluation is essential before exploring a move — the professional partner recruiter will have invested years into learning the culture, nature and needs of the firms in their marketplace. This way, partners on the move will understand where their practice fits, how clients will be supported, and how they can grow on a new platform. How Collier Legal Search Helps Partners and Firms Navigate the Market In a fast-moving lateral market, having the right guidance and relationships is critical. For more than 22 years, Collier Legal Search has helped law firms and attorneys navigate strategic lateral moves across Texas. With deep roots in the Greater Houston legal community and long-standing relationships with top law firms, Collier Legal Search understands both the legal market and the business considerations behind partner movement. One of the firm’s greatest strengths is market knowledge. Collier Legal Search understands the distinctions between upper-market, mid-market, and lower-market firms, allowing the team to identify opportunities that align with a partner’s practice, goals, and client base. Equally important, Collier Legal Search maintains ongoing relationships with firms actively looking to grow specific practice areas. This provides attorneys with insight into opportunities that may not be publicly visible and allows firms to access candidates before they enter the broader market. The goal is not simply placement. It is alignment. When the right candidate connects with

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Lateral Hiring as the Solution

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The legal hiring market in 2026 is not defined simply by talent constraints. It is defined by how firms respond to them, especially in a competitive market. Lateral hiring has emerged as an effective way to meet growing client demand, expand capabilities, and stay competitive. Rather than depending solely on traditional hiring and long-term development, firms are increasingly turning to experienced attorneys who can deliver immediate impact. This shift isn’t temporary. It shows a fundamental change in how law firms approach growth. Lateral Hiring Is Driving Firm Strategy The Texas Lawbook emphasizes that this increase in lateral movement is expanding access to experienced attorneys across firms as the ‘war for talent’ continues. Clients are benefiting from deeper expertise and more options, while firms are competing more aggressively to secure top talent. This environment has elevated lateral hiring from a tactical response to a tactical expansion tool. Strategic Lateral Hiring Is About Alignment Leading firms are not simply hiring laterals to fill gaps. They are using lateral hiring to form the future of their practices. Insights from Mayer Brown highlight that successful lateral hiring depends on alignment. Firms are focused on bringing in attorneys who fit their culture, strengthen key practice areas, and support long-term business goals. This includes: Expanding into new markets Building out high-demand practice areas Adding leadership and client relationships Advancing overall firm capabilities The emphasis is on quality and fit rather than volume. Firms that take this strategic approach are more likely to achieve long-term growth. Lateral Hiring Supports Immediate Client Needs One of the major advantages of lateral hiring is speed to impact. Experienced attorneys can contribute immediately, reducing the time needed to build internal capacity, which is especially important in practice areas experiencing rapid growth or increased complexity. Clients expect firms to have the right expertise in place, and lateral hiring allows firms to meet those expectations without delay. As noted in The Texas Lawbook, increased lateral movement is giving clients access to more experienced attorneys, strengthening the idea that strategic hiring directly improves client service. The Changing Profile of the Lateral Candidate The profile of top lateral candidates is also changing. According to Law.com reporting, attorneys are increasingly building expertise in artificial intelligence and legal technology. This evolution is influencing hiring decisions across the industry. Firms are seeking candidates who not only bring strong legal experience but also understand how to leverage technology to increase efficiency and outcomes. Today’s most competitive lateral candidates in Houston bring more than strong legal credentials. They combine deep expertise with industry knowledge, technological fluency, and a business-minded approach to problem-solving. This evolution reflects a broader shift in the legal profession, where firms are prioritizing attorneys who can adapt quickly, think strategically, and lead in an increasingly complex environment. Competition for Lateral Talent Is Intensifying in Texas As lateral hiring becomes more central to a firm’s hiring strategy, competition for top candidates continues to increase. Experienced attorneys often evaluate multiple opportunities and move quickly through the market. This creates a clear challenge for firms. Success in lateral hiring depends on: Acting quickly Presenting an attractive opportunity Aligning internally before engaging candidates Understanding candidate motivations Collier Legal Search Helps Firms Execute a Lateral Strategy For more than 22 years, Collier Legal Search has partnered with law firms and corporate legal departments across Texas to implement successful lateral hiring strategies. With deep roots in the Greater Houston legal community, Collier Legal Search has built an established network of attorneys across practice areas, in multiple Texas markets and including many high-performing professionals who are not actively on the market. We connect our network of passive and early-stage candidates with consideration of the hiring firm’s business goals, growth plans, and hiring priorities. This allows the team to identify candidates who align not only with technical requirements but also with sustained strategic objectives. We provide strategic guidance on compensation expectations, market posture, interview strategy, and timing, giving firms a distinct advantage in the current highly competitive lateral hiring market. Lateral hiring is no longer a secondary strategy. It is a principal driver of growth in today’s tight legal hiring market. Success in legal hiring will not be defined by how many candidates a firm sees. It will be defined by how effectively it identifies, engages, and secures the right talent at the right time, and Collier Legal Search can be your strategic partner. Frequently Asked Questions What is lateral hiring in the legal industry? Lateral hiring refers to recruiting experienced attorneys from other law firms, government positions, or in-house roles rather than hiring entry-level candidates. It allows firms to bring in professionals who can contribute immediately and strengthen specific practice areas. Why is lateral hiring so important in 2026? Lateral hiring has become a primary growth strategy because firms need experienced attorneys who can meet client demands without long development timelines. With increased competition and evolving client expectations, firms are relying on lateral hires to stay competitive and expand capabilities. How does lateral hiring benefit law firm clients? Clients benefit from lateral hiring because it provides access to attorneys with proven experience, specialized expertise, and the ability to handle complex matters immediately. Increased lateral movement also gives clients more choice and stronger legal representation. Why is Houston a competitive market for lateral hiring? Houston’s legal market is driven by industries such as energy, healthcare, and corporate law, creating strong demand for experienced attorneys. As firms expand and compete for talent, lateral hiring has become essential to keep pace with market growth and client needs. What qualities are firms looking for in lateral candidates today? Houston’s legal market is driven by industries such as energy, healthcare, and corporate law, creating strong demand for experienced attorneys. As firms expand and compete for talent, lateral hiring has become essential to keep pace with market growth and client needs. How quickly should firms move in the lateral hiring process? Speed is critical. Top candidates are often evaluating multiple opportunities and may only be available for a short period. Firms that move efficiently and present a clear, compelling

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The Trial Attorney Shortage

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The legal industry is facing a widening gap between litigation demand and the supply of trial-ready attorney talent. While law firms continue to expand and disputes remain active across industries, the number of attorneys with meaningful courtroom experience is not keeping pace with docket demands. What was once a gradual shift has now become a structural challenge that can be quantifiably and qualitatively measured. This shortage is not limited to one segment of the legal market. It is being felt across law firms, corporate legal departments, and government agencies, each in different but equally significant ways. Thorough, efficient, and productive recruitment for lateral litigation partners and associate attorneys is vital to successfully narrowing the talent gap. The Importance of the Right Recruiting Partner In the litigation market currently defined by limited supply and high demand, accessing the right talent at the right time remains critical. For more than 22 years, Collier Legal Search (CLS) has been a trusted recruiting partner to law firms and corporate legal departments across Texas. With a team of veteran recruiters, many of whom are formerly practicing litigators, CLS is uniquely positioned to help overcome lateral-hiring challenges, of partners and associate attorneys. While litigation abounds, this is true of CLS services and track record, regardless of practice area. Texas Business Courts, Additional Trial Opportunities Alongside traditional civil court dockets, the growing number of Texas Business Court filings has created both a need and a requirement for strong legal teams to be trial-ready. Demand for strong litigation associates seeking courtroom advocacy exceeds supply. Yet lateral attorney hiring remains a top priority given the demands of trial readiness. As highlighted in The Texas Lawbook, increased lateral movement among litigators is giving clients more options and access to experienced attorneys, reinforcing the importance of proven courtroom skills. A Public Sector Crisis with Broader Implications The shortage of litigation attorneys is even more pronounced in the public sector. Reports from The Conversation and Governing highlight a growing lack of public defenders across the country. In some jurisdictions, this shortage has led to serious consequences, including delayed proceedings and even dismissed cases because defendants cannot be assigned counsel in a timely manner. Defendants in some regions wait months for representation, causing backlogs that ripple throughout the justice system. This issue appears most acutely in public defense, but it underscores a broader truth: not enough attorneys have the experience and capacity to handle trial work at the required level. This dynamic further increases the imbalance between demand and supply, as fewer attorneys gain the courtroom exposure needed to transition into private practice as experienced litigators. The Expanding Role of Legal Talent At the same time, the legal profession itself is evolving. As highlighted by the National Jurist, many law graduates are pursuing JD-advantage roles in compliance, operations, and business functions rather than traditional litigation paths. These roles offer attractive career alternatives, but they also reduce the number of attorneys entering and remaining in trial-focused practice areas. This shift diversifies legal careers but also shrinks the pipeline of future trial attorneys. Why Firms Are Turning to Lateral Hiring With fewer attorneys developing trial experience organically, firms are increasingly relying on lateral hiring to fill the gap. Experienced litigators who have handled trials, depositions, and high-stakes disputes are in high demand and often have multiple opportunities. The Texas Lawbook notes that this lateral movement reshapes the legal landscape. Firms now compete more aggressively for talent, and clients benefit by accessing deeper expertise and more options across firms. For law firms, this competition increases urgency. Delaying a hire until a need becomes critical can cause them to miss opportunities, as the most qualified candidates often leave the market quickly. The Long-Term Impact on the Industry The shortage of trial attorneys is more than a temporary hiring challenge. It reflects a long-term shift in how legal talent is developed and deployed. Firms must consider how to build and sustain trial capability in an environment where traditional pathways to courtroom experience remain limited. They may implement more intentional mentorship, alternative training opportunities, and strategic hiring to ensure continuity. At the same time, experienced trial attorneys will become increasingly valuable. Their ability to manage complex litigation and deliver results in court makes them essential to firm success and client outcomes. COLLIER LEGAL SEARCH is the Right Recruiting Partner Over the years of personally working together and alongside evolving law firm leadership, the CLS team understands firm growth strategies and coinciding manpower needs. In all practice areas and noting the heightened litigation attorney-hiring demands, Collier Legal Search brings the right combination of experience, business insight, established recruiting relationships, and a proven track record to effectively partner with firms to overcome lateral-hiring challenges. Contact our team to discuss your hiring needs.

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Legal Practice Growth & In-Demand Legal Roles

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A recent Reuters report highlights continued growth in legal services employment in early 2026. Legal hiring remains resilient despite economic uncertainty, reflecting sustained demand for legal expertise across industries. This legal practice growth reflects a broader trend. As regulatory complexity rises and business activity increases, organizations are investing in legal talent to manage risk and support expansion. Firms face both new opportunities and heightened competition. Reuters also provided a 2026 Report on the Stateof the US Legal Market. View the full report. Government Talent Shifts Into the Private Sector A significant trend in 2026 is the transition of lawyers from U.S. government roles to private practice and corporate positions. Reuters reported that attorneys leaving federal agencies are bringing regulatory, enforcement, and policy expertise to the private sector. This migration expands the talent pool in regulatory and compliance-focused areas and increases competition for attorneys with government experience. Former government lawyers offer valuable perspectives in antitrust, white-collar defense, environmental regulation, and financial enforcement. Firms that act quickly can strengthen their regulatory and investigative practices by hiring these experienced professionals. Predictions Shaping the 2026 Market Legal industry analysts and Law.com predict that technology, flexibility, and specialization will continue to shape hiring trends in 2026, according to Legaltech News. Predictions include: Increased integration of artificial intelligence into legal workflows, reshaping junior-level roles and elevating the importance of strategic legal judgment. There is a greater demand for attorneys who can work cross-functionally with business and technology teams. Continued emphasis on data literacy and process efficiency. Ongoing lateral movement among mid-level and senior attorneys as firms seek experienced talent over entry-level expansion. These trends indicate that legal professionals in 2026 must combine technical expertise with adaptability. Firms are prioritizing candidates who offer both legal insight and operational awareness. Fastest Growing and In-Demand Legal Specialties and Roles Although overall employment is strong, growth varies by practice area. National Juristidentifies several of the fastest-growing and most in-demand legal specialties for 2026. Some of the most sought-after practice areas include: Technology and Data Privacy – As companies continue to digitize operations and navigate cybersecurity risks, attorneys specializing in data privacy, AI governance, and technology transactions are in high demand. Healthcare and Life Sciences – Regulatory complexity, compliance obligations, and industry consolidation are driving a sustained need for healthcare attorneys. Environmental and Energy Law – Particularly relevant in Texas, energy transition issues, regulatory compliance, and infrastructure development continue to fuel hiring in this space. Corporate and Finance – Transactional attorneys remain highly valued as deal activity persists in sectors such as technology, pharmaceuticals, and private equity. White-Collar and Government Investigations – With increased enforcement activity and regulatory scrutiny, firms are investing in lawyers with investigative and government backgrounds. These specialty areas reflect broader economic and regulatory forces shaping the legal industry. Firms aligned with these trends are more likely to experience sustained hiring needs throughout the year. The most sought-after legal professionals help organizations operate more efficiently, not just practice law. Companies are hiring specialists who provide structure, oversight, and technological expertise in complex environments. Regulatory demands are increasing the need for compliance professionals, especially in sectors like healthcare and financial services. The rise in contract volume highlights the value of administrators skilled in contract lifecycle systems and AI review tools. Leadership roles are evolving, with organizations seeking general counsel who act as strategic advisors and modernize legal infrastructure. Legal operations professionals are also becoming essential for driving efficiency and scaling legal departments. These roles reflect a shift toward legal teams focused on precision, accountability, and operational excellence. What This Means for Law Firms in 2026 The 2026 legal job market offers strong opportunities but also intense competition. To remain competitive, firms should focus on several strategic priorities: Move quickly: High-demand candidates, especially in technology, regulatory, and corporate areas, often receive multiple offers. Working with a seasoned recruiter like Collier Legal Search can shorten your hiring response time. Understand legal candidate motivations: Motivations go beyond compensation. Leadership stability, growth opportunities, flexibility, and cultural alignment influence their decisions. Plan for specialization: Many firms are targeting niche expertise in line with industry demand rather than broad hiring. Leverage market insight: Identifying emerging talent pools, such as attorneys moving from government roles, can create opportunities and provide a competitive advantage. Legal Practice Growth and Hiring Outlook Ahead The legal job market in 2026 is defined by growth, specialization, and strategic movement. Employment gains, shifting talent from government to private practice, and rising demand in areas such as technology, healthcare, energy, and corporate law suggest that firms will continue to compete aggressively for experienced professionals. In this environment, preparation is not enough. Firms need real-time market intelligence, access to passive candidates, and a clear understanding of evolving hiring trends. Securing top talent often depends on timing, positioning, and insight. This is where partnering with an established recruiter is essential. For more than two decades, Collier Legal Search has served as a trusted legal recruiting partner in Houston and across Texas. With deep roots in the Texas legal community and long-standing relationships with law firms, corporate legal departments, and attorneys, our team understands both the market and the business goals driving hiring decisions. Collier Legal Search provides perspective on market conditions, compensation expectations, practice area demand, and candidate motivations. We help firms move strategically and efficiently in a competitive hiring landscape. As the 2026 legal job market continues to evolve, partnering with a recruiter who knows Houston, understands Texas, and has an established network across practice areas can make the difference between reacting to change and staying ahead of it. If your firm is planning growth, navigating workforce shifts, or looking to secure in-demand legal talent this year, Collier Legal Search is ready to help you build a strong legal team. Contact our team.

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2025 in Review: The Legal and Economic Forces That Shaped the Year

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Throughout 2025, the Texas legal market experienced significant changes including the first verdict from the newly launched Texas Business Courts to AI-driven legal practice initiatives, large company relocations, ongoing tariff and other global issues affecting deals, and more. It’s been an active year for the legal bar in 2025! View the published article by AZA on that Verdict. Looking back at these changes may provide useful insight for firms as they plan for 2026. Texas Business Courts With many 2025 statutory changes since the Fall 2024 statutory creation of the Texas Business Courts (88th Legislature Created by House Bill 19), the Court’s first verdict was issued in Fall 2025 after a 5-day trial: Marathon Oil Company v. Mercuria Energy America LLC, No. 25-BC11A-0013, in the 11th Division. This landmark verdict clearly demonstrates the impact of business litigation going forward in Texas. The Texas Business Court began hearing cases in Fall 2024. Divided into 11 divisions, the Business Court was designed to provide a specialized venue for commercial disputes that meet certain criteria per the Texas Government Code. For example, Business Court Administrative Judges must be subject-matter experts with no less than 10 years of commercial law experience (preferably also prior Bench experience). After determining the appropriate venue, commercial litigants may shift from the traditional District Court to the Texas Business Court to achieve success more efficiently. Read more about the Local Rules of the Business Court. AI’s Impact on the Legal Industry In 2025, legal teams continued to enhance their daily usage of artificial intelligence. Many teams have shown consistent growth in efficiency and workflow processes leading to reshaping personnel structure and legal staffing. AI platforms sped up legal research, document review, and routine drafting. Thomson Reuters Legal reports thatusage of these tools allow attorneys to spend more time on team and business development, practice strategy, and other complex, substantive matters. For many firms, AI helped lawyers do more, rather than replacing their expertise. With increased production, legal staffing has changed throughout 2025. Reuters noted that Big Law began to rethink the usual pyramid manpower structure. Overseeing work through new technology has led to different hiring strategies. Yet 2025 also showed the risks of adopting AI too quickly. Some courts penalized cases with mistakes from AI-generated filings, showing why ethical checks and human review are important. Regulators and professional groups have continued debating about the responsible use of AI— rules, regulations, and oversight will remain very important in 2026. By the end of the year, knowing how to use AI arguably became a big advantage. Firms that spent time on training, setting policies, and beginning regular usage of AI are likely better prepared for what’s next. Law Firms Entering Texas and Accelerated Market Growth In 2025, law firms continued to expand in Texas. To name a few: Perkins Coie announced a new office in Dallas. Clausen Miller hired more staff across Texas. Ahmad, Zavitsanos and Mensing (AZA) formally announced a new Dallas location, formally opening in January 2026. Offit Kurman opened in Dallas. Winston and Strawn added 23 partners in Texas. Fennemore grew its presence by partnering with Schmoyer Reinhard LLP in San Antonio. Bloomberg Law reported that firms from outside Texas kept fueling the state’s growth, drawn by chances in corporate, energy, healthcare, and commercial law. Studies from Georgetown Law and ELR Legal Search show that Texas is one of the busiest legal markets in the country. This expansion including into key Texas markets, has increased demand for strong legal talent. 2025 has been a year of increased pressure on hiring and retention of valuable producers. Texas legal teams have sought ways to stand out, build stronger cultures, and plan to remain competitive in 2026 and beyond. Tariff Impact on Texas Commerce While the legal industry changed, Texas businesses continued to face economic challenges from tariffs and uncertain trade policies. Reports from the Dallas Federal Reserve, the Texas Tribune, and Fox Business showed that tariffs raised costs, disrupted supply chains, and affected consumer prices in 2025. Imported goods raised input costs for Texas companies, especially in manufacturing, construction, and energy. Many businesses responded by raising prices, which softened demand in some markets. Supply chain and shipping challenges have combined with these other factors to slow and/or reduce transactions, marking a workflow decrease for transaction-focused legal teams. Companies will look to legal counsel in 2026 for continued guidance in navigating these troubled waters. Looking Ahead The events of 2025 showed that new court systems, legal innovation, market growth, and economic policy are interconnected. Texas Business Courts are rolling. AI changed how legal work gets done. Law firm growth made Texas even more important as a legal center. Tariffs made things more complicated and uncertain for industries that depend on global trade. For law firms and legal professionals, the main takeaway from 2025 is that success comes from being adaptable, planning ahead, and making smart choices. As 2026 begins, firms that invest in technology, talent, and understanding the market will be ready for whatever comes next. Our Collier Legal Search team wishes you a wonderful holiday season.

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What The Mayflower Compact Teaches Us About Building Strong Legal Teams

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As Thanksgiving approaches, we gratefully reflect on the blessings in our lives. Many of us work and thrive in the legal industry. Perhaps then it is appropriate at this time of year to briefly consider the Mayflower Compact, often referred to as the first legal document setting the framework for the settlers to both peacefully and productively contribute to their new community. Signed in 1620, the Mayflower Compact provided terms for the settlers’ system of self-government, accountability, and collective responsibility. Within the practice of law, at both law firms and in legal departments, these principles remain essential to build and sustain high-performing teams. At Collier Legal Search, we are truly thankful to our clients for the opportunity to support their growth while aligning our recruitment processes with these foundational principles. The Mayflower Compact Settlers arrived in the New World in November of 1620 after an arduous transatlantic crossing. Their intended destination was far south of where they landed, which meant their original governing charter no longer applied. Without a system of rules, the settlers faced the risk of disorder, fragmented leadership, and competing interests even before arrival. Recognizing its immediate importance, the Settlers swiftly drafted and signed the Mayflower Compact, which laid out the New World’s first legal framework for a system of civility and governance. This short but powerful document became: The first written agreement for self-government in the New World A framework for majority-rule decision-making An early example of authority derived from mutual consent A safeguard against disorder at a time when unity was essential A functional governing agreement that remained in place until 1691 The Compact emphasized fairness, shared responsibility, and the creation of laws that served the entire community. It provided stability, collaboration, and a common mission. These same principles are crucial even today in all industries, including the modern law firm or legal department. Team leaders can take a few notes from the Settlers: Shared Purpose Creates Stronger Teams The Compact provided clarity on a unified purpose for the Settlers. These individuals arrived with diverse backgrounds, strengths, and viewpoints. Despite differences, the Settlers were unified towards one common purpose to reside and thrive in a productive, peaceful community. In the context of legal hiring today, communicating a shared purpose is a defining factor in successful team building. At Collier Legal Search, we look well beyond the prospective hire’s resume to determine whether he/she is aligned with the legal team’s mission and value system. As the Settlers did, we understand that a unified legal team can thrive regardless of individual differences. Governance and Structure Drive Stability To avoid conflict, the Mayflower Compact provided a systemic structure for governance upon which the Settlers relied. Similarly, modern legal teams thrive when structure is intentional and clearly defined. Structure should include transparency in role expectations, clear reporting, consistent performance standards, and consistency in leadership. Without these elements, troubles can escalate quickly to conflict due to employee turnover, culture challenges, and operational inefficiencies. At Collier Legal Search, we work hard to consistently understand our clients’ structural goals, ready to source the right candidate when needed. Accountability Creates Trust and Professional Excellence The Mayflower Compact bound its signers to uphold the laws and decisions shaped by the group. It was more than an agreement; it was a commitment to accountability. Today, accountability remains central in the legal profession. In hiring a successful legal team, this means: selecting candidates who value integrity as much as substantive/technical skill encouraging teams to communicate openly and responsibly choosing strong leaders who inspire trust and loyalty The most effective legal teams are built on trust, and trust is built through accountability, which should be prioritized. By extension, Collier Legal Search adopts and applies these same principles. Our number one goal is to earn and build trusted partnerships with our clients. As we enter the Thanksgiving holiday, we would like to extend our gratitude to our clients, candidates, and partners for your continued trust in us. HAPPY THANKSGIVING!

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Mastering Legal Interviews

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Houston’s legal market is experiencing rapid growth, fueled by a surge in energy, construction, life/health sciences, and M&A work, all of which is attracting major national firms to the city. Once considered a regional hub, Houston is a rising Big Law hotspot with expanding opportunities for seasoned attorneys and new legal talent. The legal job market in Houston is competitive, fast-paced, and full of opportunity for the right candidates. Whether you’re a seasoned attorney or a legal support professional just starting your career, preparing for interviews is essential to making a strong impression. At Collier Legal Search, we do more than connect you to job opportunities—we guide you through the hiring process to help you stand out. Here’s an in-depth look at the types of legal interviews you may encounter, how to prepare for them, and how Collier Legal Search helps you succeed. Screening Interviews (Phone or Video) Most legal hiring processes begin with a short phone or video screening. Coordinated usually through one of our Collier Legal recruiters, these initial meetings focus on confirming basic qualifications, gauging interest in the role, and assessing communication skills. How to Prepare: Review the job posting thoroughly and be ready to speak about how your experience aligns with the requirements. Practice delivering a concise, confident summary of your background and career goals. Choose a quiet, well-lit space with a strong internet connection for video interviews. Behavioral Interviews Behavioral interviews are designed to assess how you’ve handled specific situations in the past. Interviewers often use the STAR method—Situation, Task, Action, Result—to structure their questions and evaluate your problem-solving, teamwork, and leadership abilities. How to Prepare: Identify key stories from your legal experience that highlight your analytical thinking, collaboration, ethical judgment, or leadership. Use the STAR method to structure your responses. Focus on results and how your actions impacted a case, a team, or a client. Case-Based or Technical Interviews Case-based or technical interviews test your legal knowledge and ability to think critically under pressure. The interviewer may present you with a hypothetical scenario or a real-world legal problem and ask you how you would approach it. How to Prepare: Review recent legal developments and be ready to analyze and interpret statutes or case law. Practice talking through your legal reasoning out loud. Stay calm under pressure and be transparent about your thought process. Panel Interviews In a panel interview, you’ll meet with multiple interviewers at once—often a mix of attorneys, hiring managers, and sometimes HR professionals. Panel interviews evaluate how you handle pressure, communicate, and engage with different personalities. How to Prepare: Practice maintaining eye contact with all participants, not just the person asking the question. Prepare a range of talking points so you can engage meaningfully with each panelist. Demonstrate confidence, clarity, and professionalism throughout. Final Interviews or Office Visits These typically involve less formal conversations and a focus on team fit and company culture. You may be invited to lunch, a tour, or sit-downs with team members and leadership. How to Prepare: Bring your authentic self, but remain professional and polished. Ask thoughtful questions that show interest in the firm’s culture and long-term goals. Be observant—these meetings are just as much about whether the role fits you. Into our 22nd year of operations, Collier Legal Search has built a trusted reputation in Houston’s legal market by pairing top-tier legal talent with respected firms, in-house legal teams, and organizations across the city. Here’s what sets us apart: Access to Exclusive Roles: Many clients come to us with job opportunities that are not publicly posted. We match you with roles that fit your experience and long-term goals. Personalized Career Guidance: We take the time to understand your priorities—whether it’s work-life balance, firm culture, compensation, or growth opportunities. Interview Preparation: From mock interviews to strategic coaching, we equip you to perform your best in every format. Resume & Profile Review: We’ll provide feedback to ensure your skills reflect your strengths and speak directly to the employer’s needs. Honest, Transparent Support: We communicate clearly and advocate on your behalf throughout the entire hiring process. At Collier Legal Search, we take an intentionally thorough and consultative approach to understanding each candidate’s professional goals and personal motivations. Long before the first conversation, we stay immersed in the legal market, tracking shifts, anticipating trends, and gaining insight into the unique dynamics of our client firms. This market fluency allows us to guide candidates with clarity and foresight. Our process is grounded in transparency, confidentiality, and trust. We don’t view placement as a transaction but as a partnership built on open dialogue and informed decision-making. From initial conversations to interview preparation and final negotiations, we provide the insight, coordination, and advocacy needed for a smooth and successful career transition. Trust is earned through depth, not speed, in a highly competitive legal landscape. While not every recruiter takes the time to invest in truly knowing their candidates, we do, and it’s what sets us apart. If you’re a legal professional exploring your next move in Houston, Collier Legal Search will guide you. From finding the right opportunity to preparing for every step of the interview process, we help you make the most of your legal career.

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RETENTION | The New Legal Talent Strategy

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Hiring top talent is only half the battle in today’s legal market. The real challenge is retaining them. Legal professionals—from associates to in-house counsel—are reevaluating their career goals. Culture, flexibility, and growth opportunities are on the minds of most legal professionals. At Collier Legal Search, we’ve seen firsthand how even the most prestigious firms struggle with turnover when retention is treated as an afterthought. In 2025, the most successful legal teams will build retention into their hiring strategy. A Shifting Legal Talent Landscape Legal professionals today are savvier, more mobile, and more values-driven than ever. Many are open to new opportunities — not because they’re unhappy but because they are looking for something better. Whether they’re looking for a more supportive environment, a healthier work-life balance, or a growth plan within the firm, attorneys have options. If they don’t find what they’re looking for, they’ll quietly start looking elsewhere. This shift is even more pronounced among younger legal talent. Millennials and Gen Z lawyers are not afraid to move on quickly if they feel undervalued or their growth potential is overlooked. For employers, investing in retention is no longer optional — it’s essential. What Drives Retention in 2025? Retention isn’t about gimmicks or surface-level perks. It’s about creating an environment where legal professionals feel seen, supported, and challenged. Here’s what candidates consistently tell us matters most: A Strong Culture – Diversity, equity, and inclusion efforts need to be real. So do firm values. Talent wants to work where leadership lives the mission. Empower managers with leadership training to support the culture and growth. Growth Opportunities – Associates want a path, not a plateau. They want to see a future, whether it’s upward mobility, cross-training, or leadership opportunities. Recognition and Respect – Regular feedback, acknowledgment of wins, and a people-first mindset build loyalty over time. Purpose and Connection—Show how employees’ work connects to the company’s mission. Encourage team bonding and cross-functional collaboration. Ensure transparent communication from the top down. Wellness—Burnout is a top concern in the legal field. Firms that offer mental health support, reasonable billable expectations, and time off are valuable for retaining talent. How Collier Legal Search Helps You Attract (and Keep) Top Talent At Collier Legal Search, we do more than fill openings. We partner with law firms and in-house legal teams to develop hiring strategies prioritizing fit and the future. Our consultative approach is built to help you attract top-tier legal professionals who won’t just say yes to the offer — they’ll want to stay. Here’s how Collier Legal Search can help: Insightful Candidate Vetting – We assess legal experience, personality, work style, and long-term goals to ensure alignment with your team. Customized Recruiting Strategies – Every organization is different. We tailor our search to match your culture, values, and evolving needs. Market Intelligence—We inform our clients about current compensation trends, benefits, new skill sets, and what firms do to retain talent. Post-Placement Follow-up – Our support doesn’t stop when a candidate is placed. We stay in touch to ensure a smooth transition and ongoing success. Retention begins with the hire. When you find the right person—someone who shares your values, thrives in your culture, and sees a future with your team—you don’t just fill a role; you build momentum. Building a Retention-Focused Hiring Strategy It’s time to shift the hiring mindset from “How fast can we fill this role?” to “How can we find someone who will grow with us?” Start by asking the hard questions: Does your onboarding set new hires up for long-term success? Are your leaders trained to support, mentor, and retain? Are your perks and policies aligned with what legal talent wants today? If not, it could be time to reimagine your approach to help attract and retain great talent. Retention is a strategy! And in a competitive legal market, it might be your most important one. Let Collier Legal Search help you build a legal team that thrives now — and stays for the long haul.

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Hiring & Leadership | Lessons from America’s Presidents

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Strong leadership shapes success in the White House or a law firm. As we celebrate Presidents’ Day, we’re taking inspiration from some of America’s greatest leaders and applying their strategies for building strong teams to today’s legal hiring market. The best presidents surround themselves with trusted advisors, problem-solvers, and visionaries; law firms must strategically hire top legal talent to drive their success. Here are some lessons in leadership from America’s presidents: GEORGE WASHINGTON: Hiring with Vision George Washington set the foundation for leadership by surrounding himself with experienced advisors like Alexander Hamilton and Thomas Jefferson—each bringing unique strengths to his administration. Similarly, hiring managers must strategically build legal teams to sustain long-term success and evolve to meet today’s growing skill sets and demands. This includes hiring successful lawyers who are willing to go the extra mile, much like Hamilton and Jefferson, by staying up to date on current issues and providing exceptional client service and communication. ABRAHAM LINCOLN: Diversity Abraham Lincoln is famous for his “Team of Rivals” strategy—appointing highly skilled individuals, even those with differing opinions, to strengthen decision-making. He knew surrounding himself with top talent, regardless of personal differences, would benefit the country. Let Collier Legal Search help you build a team of diverse legal professionals who bring varied perspectives and strengths. A diverse team allows for better problem-solving, innovation, collaboration, and client representation and helps develop a forward-thinking law firm. In addition, a diverse legal team can provide access to new markets, expanding the firm’s client base and driving growth. FRANKLIN D ROOSEVELT: Navigating Change Franklin D. Roosevelt led America through the Great Depression and World War II, demonstrating resilience, adaptability, and innovation in the face of uncertainty. His ability to navigate change made him one of the most impactful presidents in U.S. history. The legal industry is evolving—firms must hire attorneys who can adapt to constant changes, including AI and regulation and compliance laws. Some emerging legal tech skills include utilizing AI in research, contract analysis, and more. Other skill sets include cybersecurity awareness, the ability to utilize and make informed decisions based on legal analytics, collaboration tools, and automated contract management. RONALD REAGAN: Retention Ronald Reagan focused on building relationships and long-term impact, leaving a lasting influence on the country. His leadership style emphasized communication, collaboration, and team loyalty. Law firms must build a strong corporate culture to attract top talent. A positive culture can impact employee satisfaction, client relationships, and the firm’s success. Additionally, firms can attract top talent by building a long-term retention strategy that includes an open and collaborative environment, training, and professional development. The History of President’s Day Here’s a little history on President’s Day: Presidents’ Day began as a celebration of George Washington’s birthday, officially recognized as a federal holiday in 1879, and expanded nationwide by 1885. In 1971, the Uniform Monday Holiday Act moved the observance to the third Monday in February, creating a three-day weekend and unintentionally placing it between Washington’s and Abraham Lincoln’s birthdays. Over time, the holiday evolved from honoring Washington alone to recognizing all U.S. presidents, with retailers and state governments popularizing the name “Presidents’ Day” as a broader celebration of American leadership and history. Great presidents understood that success is built on strong teams, strategic hires, and a vision for the future. Collier Legal Search helps law firms and legal departments apply these same principles—connecting top legal talent with the right opportunities. Looking for your next great legal hire? Contact Collier Legal Search today and build a team worthy of a presidential legacy!

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Collier Legal Search