Collier Legal Search

Author name: collierlegal

Legal Hiring Practices in 2021

Blogs /

Hiring looks different in 2021. A global pandemic, a fragile economy, and combative politics have set the stage for a bumpy road to recovery in 2021. For law firms, COVID-19 forced a dramatic change in operations. Many firm leaders took the opportunity to reassess entrenched systems and eliminate inefficiencies that have festered for years. To survive, firms had to run leaner and smarter than ever before. As the economy recovers and businesses ramp back up, law firms expect an increase in corporate litigation, seen in the form of broken contracts, fractured supply chains, bankrupt companies, and challenged agreements. Law firms and legal departments must adapt their hiring processes to meet the unique demands of 2021. Here’s what you need to know about legal hiring practices in 2021. A Shift in the Hiring Landscape Candidate-Driven Market – In early 2020, the hiring landscape tilted in favor of candidates. Hiring managers couldn’t find quality employees, and positions went unfilled for months. Employer-Driven Market – The pandemic caused layoffs and furloughs in nearly every sector of the economy. There are now more qualified candidates chasing fewer job openings. Employers have several advantages when there is a surplus of candidates. Companies have more leverage to negotiate salaries, and they can be more selective. However, hiring managers can quickly get overwhelmed by the high volume of applicants in an employer-driven job market.   Changes in Hiring Practices In 2020, businesses changed their legal hiring practices and onboarding processes. Most hiring managers plan to continue some of the remote methods in 2021: Pre-screening assessments – With an abundance of candidates, speed is critical in sifting through the applicants. Automated questionnaires at the very start can identify workers with the right experience. Aptitude and skills tests can find which candidates have the required technical skills. Video interviews – Almost overnight, Zooming became part of our daily lexicon. Most white-collar professionals are now comfortable with video meetings. Recorded video interviews also allow different members of a hiring team to evaluate a candidate. PPE and social distancing – In-person meetings will require social distancing and masks until the pandemic passes. Virtual onboarding – Presentations, webinars, and training videos may take the place of in-person training, at least for some of the basics. Recruiting outside the area – Companies have found that specific jobs can be fully remote. For tasks that don’t require the employee to be in the office, the best candidate may be in another state or country.   New Concerns from Candidates Although we have entered an employer-driven job market, employers must still consider candidate concerns. Between the pandemic and recent social turmoil, particular employee concerns have moved to the forefront. Remote work – Working from home became a reality for a vast majority of office workers. Many workers will expect a work from home option, even after the pandemic passes. Health and safety – For the workers that return to the office, health and safety are top of mind. At the very least, employers should be compliant with CDC guidelines. Social initiatives – Many companies pledged to support diversity and social justice. Candidates, employees, and customers want to see tangible action, not just words. Job Security – After the tumult and job insecurity of the past ten months, current and new employees are very concerned about their employment stability. Collier Legal Search is a full-service legal staffing company. We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results on which our clients can depend. We are committed to the success of our clients and our candidates. Find out what we can do for you. Contact us at 832-239-5253.

Legal Hiring Practices in 2021 Read More »

Practice Areas with a Surge in Business

Blogs /

As 2020 comes to a close, law firms are anxiously trying to strategize for the coming year. The legal industry will continue to be dominated by issues brought on by the pandemic, the election, and uncertainty in the economy. Here are some practice areas where legal experts predict growth in 2021 and beyond:   Labor and Employment Employment litigation has seen an uptick in business since the early days of the pandemic. At the outset, attorneys saw an influx of work from companies forced to implement layoffs, pay cuts, and furloughs. As the year wore on, there was an increase in lawsuits and class actions stemming from violations related to the coronavirus. Demand also grew from clients that needed counseling on compliance and new employment policies. As the end of the pandemic is in sight,  a lot of work has shifted to advising clients on reopening their businesses and offices. Complex Commercial Litigation Contracts across all industries were affected when the economy ground to a near stop. Events, orders, projects, and sales were postponed or canceled. Every cancellation in the chain impacted other contracts, causing a domino-effect of defaults. Predictably, lawsuits, and countersuits quickly followed. The more entities involved, the more complex the case. Attorneys and support staff specializing in complex commercial litigation are needed to handle the unprecedented, intricate matters that businesses now face. Commercial Real Estate COVID-19 sent shockwaves through commercial real estate markets. State orders forced many businesses to close, which required white-collar workers to begin working at home. Office buildings, retail centers, hotels, and industrial parks felt the pinch when tenants lost revenue streams and could not pay their rent. Landlord-tenant disputes and real estate litigation continue to keep attorneys busy. Legal expertise is also sought by companies that are renegotiating, downsizing, or renewing leases. Bankruptcy/Restructuring According to the Southern District of Texas bankruptcy court, Houston is one of the busiest Chapter 11 bankruptcy courts in the country. The first half of 2020 saw more Texas corporations file for bankruptcy than in any six-month period in the state’s history. Every sector is affected, from energy to retail to airlines.  Business analysts predict the tidal wave of bankruptcies and restructurings will continue throughout most of 2021. Bankruptcy and restructuring lawyers representing debtors, creditors, equity interest holders, and other entities have their work cut out for them. Insurance When a crisis hits, companies turn to their insurance policies for support. Insurance attorneys review the claims and insurance contracts, then advise whether there is coverage for the event. Litigation is often initiated when the coverage can’t be resolved. Insurance attorneys have also seen increased work from business owners that want to review their insurance policies to ensure adequate coverage for pandemic-related claims. Insurance litigation surrounding COVID-19 claims will be impacted by state and federal legislative efforts and decisions. Healthcare Houston is home to the world’s largest medical center and boasts a dynamic healthcare industry. Healthcare attorneys represent clients in all industry segments, including hospitals, institutional providers, physicians, research organizations, pharmaceutical companies, and device manufacturers. The Post-Covid healthcare landscape, coupled with a new presidential administration, promises to bring significant changes that will generate considerable work for law firms and in-house counsel. Collier Legal Search is a full-service legal staffing company.  We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results that clients can depend on. We are committed to the success of our clients and our candidates.  Find out what we can do for you. Contact us at 832-239-5253.

Practice Areas with a Surge in Business Read More »

Leading Productivity Strategies For Law Firms

Blogs /

The final months of 2020 will likely look very different at law firms and legal departments across the nation. Having many productivity strategies can help you end the year strong as your firm wraps up 2020 and prepares for the coming year. In a typical year, the final months are consumed with a whirlwind of projects, associate evaluations, promotions, client activities, personal and professional holiday obligations, and planning for the following year. But 2020 has been nothing like any other year in memory. Nearly nine months have passed since the coronavirus pandemic set in, and workers everywhere have gotten used to social distancing, meeting virtually, and working remotely. Year-end activities will now require law firm managers to plan with pandemic modifications in mind and be creative with new productivity strategies. Combat COVID Fatigue Whether it’s COVID-related, holiday vacation, or some other reason, the reality is that many law firms and legal departments are operating with scaled-down staff. A significant percentage of workers are juggling their workload with home-schooling, health concerns, and other uncertainties. As we approach the end of the year, people are also dealing with holiday-related stress, as well as COVID fatigue. Bringing in contract or temporary workers during these final months can help prevent burnout, take over work from absent employees, finish up projects, or lend expertise on complex issues. Expand Your Services Every firm has been in the undesirable position of turning away business because of a lack of expertise. Instead of referring these clients to competitors, consider assembling a remote team of temporary and contract attorneys to augment your existing team or practice group. As one of your productivity strategies, use outside resources to handle these matters can create a much-needed revenue stream in these uncertain times. Rethink Remote Working Traditionally, the legal sector has been resistant in its attitude towards remote working. Partners like to see heads bent over desks, billing hours. There are also issues of data sensitivity, cybersecurity, and client-lawyer confidentiality. Despite these concerns, the pandemic forced law firms to accept remote working. To their surprise, most firms are reporting good results with no loss of productivity or quality. By adopting long-term remote working practices and by creating new productivity strategies, law firms can increase their profits. A permanent remote-work policy can give a firm a competitive edge in hiring. Most candidates prefer to work for law firms with some remote work flexibility. Full-Service Legal Staffing You Can Depend On Collier Legal Search is a full-service legal staffing company. We specialize in placing well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results that clients can depend on. We are committed to the success of our clients and our candidates. Find out what we can do for you. Contact us at 832-239-5218.

Leading Productivity Strategies For Law Firms Read More »

Lateral Move Interview Tips

Blogs /

As we enter the tail end of 2020, attorneys are thinking about their career trajectory and whether they should consider a move. If you are thinking about a lateral move, now is the time to dust off your resume (see resume tips here) and polish your interview skills. Your interview process typically depends on your current place in the firm hierarchy.  Junior Associate:  There are numerous reasons that junior associates move firms early in their careers. With so many of these lawyers in the job market, junior associates must “run the gauntlet” during the hiring process: Screening interviews During this phase, the hiring partner or recruiting committee is gathering general information about each candidate. Make a positive impression to move forward.  Interview with Associate or Junior Partner Associates and younger partners are more interested in your personality than your credentials. Don’t go overboard telling them about your competitive nature and ability to work 23 hours a day. Focus on showing them that you are a team player and will fit the office culture. Interview with Partner Older and mid-level partners want to know that it went well with the younger partners and associates. However, they are most concerned with your grades, qualifications, and ability to work. Here, you can tell the firm how competitive you are and how hard you work.  Senior Associate:  The lateral path for senior associates is far narrower. Hiring firms typically have a particular need for an experienced attorney. Partners will spend a considerable amount of time arguing the pros and cons of such a hire. Despite these obstacles, if you do land an interview, here are things to keep in mind: Sell your skills Your time is expensive now, so you must prove your value. You also need to sell your management skills – client/casework management and staff management. Show the partners that you are ready to “hit the ground running” when hired.  Culture Fit As a latecomer to the firm, it’s critically important that you fit in. Conduct extensive research about the firm’s core values and culture, and determine if it’s a compatible match. A professional recruiter should be able to tell you more about the firm culture. Pointed questions Prepare questions that go beyond the basics of casework and responsibilities. As a senior associate, your questions should focus on how your specific practice area operates within the firm, how to integrate with the firm’s culture, what your partner track looks like, and addressing any tensions around the existing staff.  Partner Candidate:  If you are a partner, you probably already know the people who are interviewing you, and they will have one primary concern:  Book of business How much business can you bring with you? Prepare to give an accurate estimate of the number of clients that will make a move with you. Be careful not to oversell your portable book of business – some clients are happy where they are; others may get lost in the shuffle. If your estimate is much higher than the reality, you may find yourself quickly pointed toward the exit.  Full-Service Legal Staffing You Can Depend On Collier Legal Search is a full-service legal staffing company.  We specialize in placing well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results that clients can depend. We are committed to the success of our clients and our candidates.  Let us help you with a lateral move. Contact us at 832-239-5253.

Lateral Move Interview Tips Read More »

Preparing for an Interview

Blogs /

As we enter the tail end of 2020, many attorneys are thinking about their career trajectory and whether they should consider a move. Despite perceptions, the market is largely stable and expanding! Lateral opportunities abound! Whether or not you are thinking about a change, it is always a good idea to update your resume. If you are actively and seriously seeking new employment and preparing for an interview, consider polishing up your interview skills: Always consider your current position before searching for a new role.  Before embarking on a formal job search, strive to alleviate any issues you have with your current employer. Otherwise, you need to be prepared to address why you did not take this step. No matter your credentials or level of practice, be prepared for multiple rounds of interviews with varied HR professionals to law firm partners. Firms vary, and you must flex to their processes. When preparing for an interview, do some homework on the law firm, and, if possible, read up on whom you are meeting. Be respectful and professional in every meeting, whether you are interviewing with human resources or a partner. Each is taking time out of his/her schedule to give you an audience. While confidence is important, consider leaving your “ego” at the door.  Consider that your interviewer wants to establish trust early on—be responsive, offering accurate details about your work history. Occasionally, you may have to address something negative from your work history—it’s OK. If you handle the issue professionally and diplomatically, you can turn the experience into a “positive,” distinguishing it away from your future work goals. Never naysay a prior employer! Consider that your interviewer is spending valuable, often billable time with you—be prepared to graciously speak to the value you would bring as an employee. Dovetail into conversations about your practical experiences, your attention to detail, your ability to complete tasks, your work ethic, and your ability to produce whether with a team or working alone. Use specific examples! Show your serious side while maintaining an air of approachability and friendliness. Always remember no matter how experienced you are, junior to senior levels, that an interview is an opportunity to gather information. Ask smart, open-ended questions just as your interviewer will ask of you. Let your interviewer know that you are interested in giving and collecting more information in a hopeful, next round of meetings. Should you need any assistance or guidance on steps you need to take in your job search or preparing for an interview, please do not hesitate to phone Kay Kurtin Egger, Co-Founder of COLLIER LEGAL SEARCH, LLC – she stands ready to assist you.

Preparing for an Interview Read More »

Up Your Resume Game

Up Your Resume Game

Blogs /

If you are looking for a new position, you may be tempted to dust off your old resume and begin sending it out to every available job. Before you do, you need to know that some of the rules have changed, technologies have evolved, and the hiring tables have flipped. A computer may scan your resume before it ever reaches human eyes. A hiring manager might only spend 15 seconds or less reviewing your life’s work before moving on. For lawyers or legal support staff, there are additional considerations. Here are some tips to up your resume game: Put information in the correct order. If you’ve worked in the legal field for more than three years, begin with your experience. Did you attend a top-tier law school? You can start with education even if you’ve been working for a few years. New associates should also list education first. In either case, list your experience in reverse chronological order with dates. If you still list internships on your resume, consider placing it as a bullet point under law school. Check your contact information. Put your contact information prominently at the top. Hiring managers don’t want to hunt for your phone number or email. Make sure all of the numbers, letters, and symbols are correct. Use your personal email, not the email of your current firm. If your email address is something like Bigbadboy89@myemail.com, you will look ridiculous. Use something neutral or a variation of your name. Forget the “one-page” rule. Despite what you may have heard, there are no rules set in stone about resume length. If you have five-plus years of experience, your resume may run longer than one page. Many people try to squeeze everything onto one page. Other candidates include dissertations about irrelevant qualifications or redundant experiences. The correct length is precisely the space it takes to showcase your most relevant experiences concisely. No more, no less. It’s not an art project. Hiring managers are not impressed by a resume with four different fonts, boxes, borders, clip art, and garish colors. A well-laid-out resume with clear headings, correct spacing, 12-point type, and plenty of white is much easier to read. Use a professional font such as Helvetica, Calibri, or Times New Roman. Objectives are out. Summaries are in. The objective section used to be the traditional opening for most resumes. That tide has shifted. It’s not about what you want. It’s about what the employer wants. Use a summary statement to represent what you’ve accomplished and how you can benefit your employer. Focus on your value as an employee, not what you want from the company. Strike these from your resume: The word “I.” The phrase “references available upon request.” Your photo, date of birth, marital status, sexual orientation, political affiliation, or religion High school education Footnotes Select outside interests carefully. Hobbies can serve as an ice-breaker and show that you’re a well-rounded person. Any hobbies and interests you list should be work-appropriate. Include memberships or affiliations with alumni, law, or special interest groups. Include keywords and skills. An increasing number of firms use an ATS (Applicant Tracking System) to automatically screen resumes. The ATS searches for keywords that match the open position. Review the job description carefully and use the same keywords. Include any technical skills such as experience with eDiscovery software. Use action words. Don’t simply list duties. Describe how you made a difference at each company and provide specific examples. Here are some effective action words: achieved, delivered, directed, secured, resolved. Highlight your publications. Include any law articles you’ve published, especially if they’re related to the firm’s practice area. Customize your resume. Many job seekers create a generic resume and use it for every position they apply. Your resume should be a dynamic, living document, and you should continually update it. Find out as much as you can about the job, the firm, the partners, and the practice group. Then, modify your resume to match what they are seeking. Proofread! Then proofread again! Maybe once more for good measure. Did I mention that you need to proofread? Typos and spelling mistakes are among the first reasons a resume gets tossed. Lawyers, in particular, are expected to have impeccable writing abilities. Spelling and grammar are indicators of two essential skills to any job: attention to detail and communication. Work with a professional. Collier Legal Search is a full-service legal staffing company. We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results that clients can depend on. We are committed to the success of our clients and our candidates. Find out what we can do for you. Contact us at 832-239-5253.

Up Your Resume Game Read More »

Steal the Show in an Online Interview

Blogs, Candidates /

Are you interviewing right now? Many companies will require you to complete an online interview. Here are a few tips to help you win the job!   Many companies are still hiring. However, the process has been transformed by COVID19. The traditional routine of networking, face-to-face interviews, hiring, and onboarding has moved to the virtual space for the time being. As before, you should thoroughly research the firm and be prepared to discuss details during your online interview. Study company profiles, industry bios, and LinkedIn to familiarize yourself with your interviewer before meeting them on the computer screen. Many job-seekers liken the online interview to an audition tape. Here’s how to steal the show and land the role! Check your Props Do not wait until 2 minutes before your interview to turn on your computer! Find out what service the interviewer will be using, load the software, and familiarize yourself with the platform. A free trial or tutorial videos may be helpful. Double-check that your camera and microphone are working correctly. Instead of relying on wifi, plug in an ethernet cable for a hard connection. Rehearse Record a mock video interview (or several) with a friend or career coach who will give you honest feedback. Wild gestures, repetitive phrases (um, like, you know), or nervous laughter will be amplified in a video interview. Things that may seem reasonable in a face-to-face interview don’t always translate well to video. Review your expression, voice, and eye-contact and make adjustments accordingly. Set the stage Nobody expects you to hide the fact that you are in your home. However, finding the best spot will keep the attention focused on you. Try to find an uncluttered, solid-colored wall with plenty of light. If possible, set up in a room where you can close the door. Silence your phone and other electronic devices that might make noise. Pause notifications on your computer. If you think you might be interrupted by something outside of your control (your dog barking, construction noise, etc.), mention it at the start of the interview. Clear the clutter around your computer, but have a notepad and pen ready. Dress for the role Dress just as you would for an in-person meeting – that means completing your outfit from head to toe! You might need to stand up in the middle of the interview, which would reveal pajama bottoms, or worse. Try on your outfit using the same platform for your interview. Showtime! Confirm the time zone of the interview and “arrive” early. It may take you longer than anticipated to log on, and you don’t want the interviewer to think that you are a no-show. Speak Slowly and Clearly – The microphone may lag or have spotty sound quality. Speak clearly and try to keep the same pace as the interviewer. Body Language – Your mother was right. Sitting up straight with good posture makes you appear confident. Keep your hands in your lap to avoid excessive gesturing or fiddling. Don’t cross your arms or prop your head up with your hand. Engage with the interviewer – Nodding, smiling, and leaning in are all visual ways to show your interest and engagement. If you rehearsed adequately, you will know how much to nod without looking like a bobble-head. Eye Contact – Look into the camera instead of at the interviewer’s face on your computer screen. Although this may feel unnatural, it gives the impression of eye contact. End credits After your online interview, send a thank-you note to the interviewer. This can be a physical card or an email, depending on the situation. Follow up with a phone call or email, just as you would with a face-to-face meeting. Collier Legal Search is a full-service legal staffing company. We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results that clients can depend on. We are committed to the success of our clients and our candidates. Find out what we can do for you. Contact us at 832-239-5253.

Steal the Show in an Online Interview Read More »

Dean T. Gerald Treece, Rest in Peace

Blogs /

In Memory of Dean T. Gerald Treece All of us at Collier Legal Search have been working with a heavy heart these last many days following the deaths of so many friends, most especially the passing of both Steve Susman of Susman Godfrey and Dean T. Gerald Treece of South Texas College of Law.  As to the latter, the sad event hit very close to home. “Coach,” as Dean Treece was commonly called, was a major force in not only the local academic and professional communities but also in the state and national legal arenas.  Under his leadership, South Texas College of Law rose to the highest national rankings in trial and appellate advocacy.  Three of our veteran team members graduated from South Texas, and Kay Egger was proud to be a varsity advocate under Coach during the early 1990s. A paragon of selflessness, Coach gave of himself every day, all day.  He enjoyed personal conversation immensely, always eager to listen and learn about individuals and their experiences.  Coach cared deeply about the South Texas student body, never wavering in his passion for teaching advocacy and Constitutional Law.  His student relationships did not end at law school graduation as Coach’s office door remained open for all alumnae. As important as teaching, Coach had an airtight memory chock full of delightfully entertaining stories.  His wit was fast; no one could turn a phrase like Coach.  His anecdotes ranged in widespread topics from being a law student himself to Astros baseball, family and faith life, advocacy and much more.  Coach remembered every face, name and ‘fun’ fact— he always joyfully spoke, and some would say “preached,” with great animation, laughter and goodwill for others.  He went out of his way to build others up never choosing to elevate himself. It is not enough to say Dean Treece was immensely admired.  Perhaps what should be said is best stated simply:  Coach was a towering, beautiful example of the Golden Rule.  He worked tirelessly to keep himself in a leadership position so as to support and guide others.  Love of his faith, family, country and the law anchored Coach to be strong, sharp and persevering while always remaining humble and approachable. Many know Coach’s favorite novel was To Kill a Mockingbird.  Indeed he was our own “Atticus Finch.”  Perhaps it is therefore ideal to borrow a page from Harper Lee.  Through her beautiful writing, Ms. Lee perfectly demonstrated the meaning of ‘respect’ when the Robinson courtroom gallery stood in a pure act of reverence for a great advocate, a great man. So to all of you “Jean-Louise’s” out there, it’s our turn for Coach:  “STAND UP… [DEAN T. GERALD TREECE] IS PASSING.” Coach, you have exited the courtroom yet your legacy will forever endure.  We will miss you.  Thank you for everything. Kay Kurtin Egger

Dean T. Gerald Treece, Rest in Peace Read More »

Boutique Recruiting Firms Bring Big Results

Blogs /

Is your firm or legal department seeking specific expertise to handle post-coronavirus-related work? Industry and business experts anticipate high demand for certain practice areas and a surge in specific types of cases including: Litigation disputes regarding contractual obligations Insurance-related disputes Bankruptcy/insolvency HR disputes Boutique recruiting firms may offer the best solutions to finding the right talent in the current environment. The nation is still grappling with physical and logistical restrictions forced by the pandemic. Offices are in varying states of reopening, and the job market remains uncertain. From interviews to onboarding, social distancing has changed many aspects of recruiting and hiring. A smaller legal staffing firm can react quickly and adapt to the shifting landscape. Here are some areas where a smaller staffing firm has an advantage over large corporations: Agile and Flexible Smaller staffing firms do not have layers of bureaucracy or corporate directives from out-of-state headquarters. Unlike large staffing agencies, smaller boutique recruiting firms do not pass projects or candidates through numerous departments. Decision-makers are local, and they act on information quickly. With their smaller, more experienced staff, boutique firms are agile enough to recruit, screen, and place candidates without waiting for executive decisions or administrative assistance. Single Point of Contact When working with a smaller staffing firm, customers and candidates are more likely to deal directly with a single point of contact. With many people working remotely or on staggered office schedules, finding the correct contact person at a large staffing organization can be a daunting task. Smaller firms emphasize relationship-building over quantity and quotas. Professionals at a smaller firm will have a personally vested interest in learning more about their customers and in the long-term success of every placement. Better Candidate Pool Staffing firms, as an ethical rule, do not recruit candidates from their clients. A large firm may have a long and impressive client list. However, that list represents all of the places that are off-limits to new searches. Therefore, there is an impact on their pool of candidates and recruiting strategies. Smaller firms may not have a Fortune 500 list of clients, but they have much greater flexibility in approaching potential new hires. In-depth Knowledge The right placement is not just about finding someone with the right skills and experience. It is critical to partner with a staffing professional who understands the firm’s culture, personalities, and specialized needs. The current situation is unique because law firms and legal departments need to find talent that can start immediately, work remotely, and succeed with minimal training. Large staffing firms do not typically focus on this type of profile. A smaller staffing firm will take the time to learn the finer details and find a candidate that is the best fit. Collier Legal Search is a full-service legal staffing company. We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results that clients can depend on. We are committed to the success of our clients and our candidates. Find out what we can do for you. Contact us at 832-239-5253.

Boutique Recruiting Firms Bring Big Results Read More »

GAINING MOMENTUM INTO Q3

Blogs /

Summer has arrived and the end of Q2 approaches. People are slowly returning to newly reopened workplaces. Law firms are no exception. While safety protocols have changed to embrace social/work distancing, strategic business planning has some of our clients gaining real momentum into Q3. These last few weeks, we have had meaningful conversations with known law firm leaders. We have sought their opinions and predictions on emerging, stronghold practice areas in the coming months. Certainly, bankruptcy and employment law practices are continuing to strengthen. Accordingly, we have been effectively recruiting legal personnel in these areas of practice. At the same time, we have listened to what practice leaders believe will be significant focus areas in Q3, Q4, and 2021: litigation (both commercial and insurance-driven), wealth preservation & tax management, and finance (secured transactions) are practices gaining serious momentum. Preparation being essential for production, this strange era has given our Collier Legal Search team an unprecedented opportunity to become more consultative, more informed than ever before. Throughout this crisis and as always, our goal remains the same: to be a valuable resource for our clients. As to our existing needs, CLS consistently aspires to react swiftly in an effort to meet our client expectations regardless of the practice area. At the same time, we strive to be extremely proactive, aligning our recruiting and placement services to predicted growth areas. HOW TO STRIKE THE BALANCE OF TIME VS. CONSERVATISM Balancing time against conservatism is perhaps more important today than ever before. By posting open positions online, some of our clients have sought to save on recruiter fees hoping to take advantage of what is perceived to be a surplus of available manpower. This is one of those situations where we might say, “be careful what you wish for.” As a result, these same clients face a time-sucking “Mount Everest” of applicant paperwork to review. Many applicants have little to no skills required in the position. On a rare occasion, the right hire is identified in the stockpile. More often though, the right applicant is still employed and very likely he/she has never seen the online job opening. The question is whether it is the best use of your time to sort through the hoard of the resumes in hopes of finding the right hire? Or, is your time better used elsewhere? At Collier Legal Search, we are sensitive to the community’s call for conservatism. Our clients only owe a fee if they hire one of our applicants. In many circumstances, our fees are deeply discounted. As importantly, we are sensitive to the value of time. Our service ensures that your time is always protected to optimize production. Stay productive entering Q3. Let us take on the project of building your winning team. To learn about how we have continued to build our applicant pool during this crisis, please contact Kay Egger at 832-239-5218.

GAINING MOMENTUM INTO Q3 Read More »