Candidates Archives

The PERSONAL Approach to Legal Recruiting

Leave a Comment / Blogs, Candidates, Employers / Collier Legal

Frustrated after casting too broad of a net? As a legal professional, either hiring or job searching, you may be sensing the onset of a downward slippery slope into an era when AI-driven platforms and arms-length recruiting tactics may be doing more harm than good for the practice of law. Rather than using genuine market knowledge and connections, these approaches thrive on mass outreach and volume, which may waste time and compromise the stability and expertise of a carefully chosen legal team. At Collier Legal Search, we know that matching top legal talent with the right opportunities is about more than résumés, titles, and practice areas. It’s about people. It’s about understanding that time is precious and should not be wasted. That’s why our recruiting philosophy is grounded in what we call the PERSONAL approach, a commitment to understanding both clients and candidates at the deepest level, ensuring long-term success for everyone we serve. Working with an experienced local legal recruiter is invaluable, as it brings a boots-on-the-ground, deep understanding of the legal market. This principle is at the heart of what distinguishes Collier Legal Search. Our founding partners were born and raised in Houston and have deep roots within the local and statewide community, allowing us to tap into generational networks and connections. Collier Legal Search’s PERSONAL approach to legal recruiting brings structure and consistency to the way we approach every client and candidate relationship. P – Personalized Partnerships We believe every placement begins with a relationship, which is why our team takes the time to learn about your firm’s culture, goals, and unique challenges, or, for candidates, your career aspirations and values. We do more than fill openings; we partner with law firms and in-house legal teams to create hiring strategies that prioritize fit and the future. Our personal approach ensures that we not only attract top-tier legal professionals but also place them in roles where they will want to stay. This means going beyond résumés to assess legal experience, personality, work style, and long-term goals, tailoring every search to match organizational culture and evolving needs, while also providing market intelligence on compensation, benefits, and retention strategies. And because successful recruiting doesn’t end on a candidate’s first day, we maintain post-placement follow-up to ensure a smooth transition and ongoing success. By building trust from the outset and treating every match as unique, we avoid the cookie-cutter placements that often fail in the long run, instead creating enduring partnerships that benefit both firms and candidates. E – Experience You Can Trust With decades of combined experience in law, staffing, and a strong network in Houston’s legal market, our recruiters bring insider knowledge to every search. We know the nuances of practice groups, compensation trends, and the demands of local and national firms. This experience allows us to guide clients and candidates with clarity and confidence. Many of our team members have been with Collier Legal Search for over 10 years and have successfully placed candidates at numerous top law firms in Houston. The legal industry is complex, and having recruiters with true experience means fewer surprises and better outcomes. Our team has walked in the shoes of the attorneys and staff we place, so we know what success looks like from the inside. This expertise enables us to provide meaningful counsel on a wide range of topics, including lateral moves, partner placements, organizational structure, and overall staffing strategy. R – Responsive Service The legal field moves quickly, and so do we. Whether it’s answering questions, providing updates, or delivering timely candidate options, our team takes pride in being responsive and reliable. Your priorities are our priorities. Recruiting can be stressful as top legal candidates are in high demand. Responsiveness isn’t just a nice-to-have; it’s essential in today’s legal hiring climate. We see communication as a cornerstone of our service, ensuring that clients never feel left in the dark and candidates always know where they stand in the process. S – Strategic Insight Hiring isn’t just about filling a role, it’s about positioning your firm or team for future success. In today’s rapidly evolving legal landscape, that means integrating technology fluency alongside legal acumen, and our strategic guidance helps you do exactly that. At Collier Legal Search, we provide forward-looking insights into both skill sets and market demands, ensuring placements are as future-ready as they are mission-aligned. We recognize that legal technology is no longer a “nice-to-have” as it is now a core competency. Emerging legal tech skills,including proficiency with AI tools such as legal research assistants, contract analysis systems, e-discovery platforms, practice and case management software, and even prompt engineering for AI are reshaping how legal work gets done. Lawyers who are adept at leveraging these technologies not only deliver faster, more accurate results but also elevate client service through efficiency and innovation. Our strategic process incorporates this insight by aligning candidate capabilities with technological trends that matter so you’re not just hiring talent for today’s needs, but building the firm’s technology fluency for tomorrow. O – Opportunity Focused At Collier Legal Search, our commitment goes beyond finding the right hire. It is about creating the connection between top talent and firms for a lsting relationship. We understand that today’s legal talent, especially millennials and Gen Z associates, are not merely looking for a job, but for environments that feel supportive, values-driven, and growth-oriented. Many explore new roles not out of dissatisfaction, but in pursuit of something better. That’s why our PERSONAL approach emphasizes retention as part of the hiring process, not an afterthought. True opportunity means embedding candidates into cultures where there is a strong culture, growth opportunities, and wellness is taken into consideration. By helping clients cultivate cultures where legal professionals feel purposeful and empowered, Collier Legal Search ensures that the opportunities we create aren’t just momentary openings, they are the foundation of enduring careers and thriving legal teams. N – Nurturing Careers & Firms From entry-level staff to seasoned partners, we see our role as

The PERSONAL Approach to Legal Recruiting Read More »

Legal Performance Reviews

Leave a Comment / Candidates, Employers / Collier Legal

How Law Firms Can Engage & Retain Millennial and Gen Z Talent As Millennials and Gen Z professionals become the driving force in the legal workforce, law firms must rethink how they deliver legal performance reviews. These younger employees bring fresh energy, high expectations, and a desire for growth and feedback far beyond the traditional once-a-year evaluation. In today’s competitive legal market, retaining top talent requires more than just salary and prestige—it requires a relevant, purposeful, and future-focused performance review strategy. At Collier Legal Search, we help Houston law firms recruit and retain exceptional legal professionals, and we’ve seen firsthand how the right performance review approach can strengthen employee engagement, loyalty, and long-term retention. If your firm is ready to modernize its approach, here are five essential strategies to upgrade your legal performance reviews for Millennial and Gen Z staff. 1. Evolve Beyond Outdated Annual Performance Reviews Millennials and Gen Z employees want continuous feedback, not just a yearly review. According to Forbes, 74% of Millennials report feeling “in the dark” about their performance, and Gen Z, raised in a world of instant responses, expects more frequent communication (Inc.). Shifting from a single annual evaluation to regular check-ins, project debriefs, open communication, or monthly progress conversations can make a difference for law firms. Integrating more frequent legal performance reviews helps law firms identify growth opportunities earlier and reduce turnover risk. 2. Tie Reviews to Purpose and Progress Millennial and Gen Z employees are motivated by purpose. Harvard Business Review notes that Gen Z values work that aligns with personal beliefs and career goals. In law firms, that means showing younger professionals how their work—whether managing litigation support or contributing to a trial team—directly impacts clients, the firm’s mission, and future careers. A modern legal performance review should focus on accomplishments and how the employee’s role fits into the firm’s long-term vision. 3. Make Reviews a Two-Way Dialogue These generations don’t want a one-sided evaluation. They want to participate in the process—bringing their reflections, questions, and feedback. Gen Z, in particular, values mentorship and coaching-style leadership, not just top-down assessments. Firms can encourage employees to come prepared with a self-assessment and career development questions. Use the review meeting to discuss what’s working, what could improve, and what resources they need to thrive. Two-way legal performance reviews foster trust, increase transparency, and strengthen employee-manager relationships in law firms. 4. Focus on Actionable Feedback and Career Development Millennials and Gen Z workers expect detailed, actionable feedback and want to know what’s next. Vague praise or generic comments like “good job” don’t carry weight. According to Business News Daily, Millennials are likelier to stay with employers who invest in their professional growth. Employers can be clear about strengths and areas for improvement and then set short-term and long-term development goals. Feedback can be aligned with the employee’s career trajectory, whether it’s increasing courtroom exposure or building project management skills. 5. Create a Feedback Culture, Not Just a Review Process To truly engage younger legal professionals, firms need more than structured performance reviews—they need a culture where feedback is continuous, encouraged, and valued. Law firms, especially those with high-pressure environments, can greatly benefit from normalizing feedback as a daily tool. Partners, supervisors, and team leads should regularly provide input and recognize successes. The traditional legal performance review is no longer enough to retain top legal talent. Today’s rising legal professionals want clarity, mentorship, and consistent feedback that aligns with their goals. Retention of in 2025 isn’t about gimmicks or surface-level perks — it’s about fostering an environment where legal professionals feel seen, supported, and challenged. Candidates consistently tell us they value a strong culture where firm values are lived by leadership. They seek clear growth opportunities, whether through upward mobility, cross-training, or leadership development. Regular recognition, respectful feedback, and a people-first mindset build lasting loyalty. Employees also want purpose and connection — understanding how their work supports the firm’s mission and experiencing transparent communication and collaboration across teams. Finally, with burnout a persistent concern in the legal field, firms that prioritize wellness through mental health support, manageable billable expectations, and meaningful time off will lead in attracting and retaining top talent. At Collier Legal Search, we partner with Houston law firms to provide access to exceptional legal professionals. Ready to level up your legal team? Contact us today to find out about our available candidates and to learn how we can support your hiring and retention goals.

Legal Performance Reviews Read More »

Mastering Legal Interviews

Leave a Comment / Blogs, Candidates / collierlegal

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.

Mastering Legal Interviews Read More »

Connecting with Clients This Holiday

Leave a Comment / Blogs, Candidates / collierlegal

As a law firm, keeping a good rapport with your clients is essential. The holidays and New Year are an excellent opportunity to connect and strengthen client relationships. Here are a few ways law firms can connect with their clients during the holidays. Holiday Greetings Connect with clients during the holidays by sending a holiday greeting. Clients will appreciate a personalized greeting card or email message during the festive season. Also, consider using social media and your website to include a larger audience. A holiday message your firm sends will make them feel appreciated and valued. Personalize your message, add a festive element, and express your gratitude for their loyalty. Consider adding images of the staff to develop the relationships further. Host Events A holiday party, open house, or networking event can be an excellent opportunity to get to know and build a better relationship with your clients. An added advantage of hosting events is that it also allows your clients to network with each other, bringing more exposure to your firm. You can also consider a CLE event. With many firm staff slowing down over the holidays, it is an excellent time for individuals seeking the required CLE hours. Holiday Gifts A thoughtful holiday gift can go a long way in strengthening your business relationships and reminding clients that they are valued. It can showcase your gratitude for their business, but it also adds a personal touch that helps to differentiate your firm from competitors. Get Festive on Social Media The festive season is a great time to engage clients on social media. You can use social media content to share legal advice or tips for the holiday season, share any community give-back initiatives, show staff appreciation, or any updates from your law firm. Social media gives your clients a better understanding of your law firm and values and helps you stay top-of-mind with your clients. Sponsor Industry Holiday Events Sponsoring holiday events for professional organizations and associations establishes your position as a leader in the legal community. It will also offer an excellent opportunity for your staff to mingle, make new connections, and establish relationships. Volunteer at Charitable Events Volunteering at charitable events is an excellent way to give back to your community while making meaningful connections with clients. Consider inviting a client to join you at a volunteer event. By connecting with clients through volunteer work, you can also demonstrate your commitment to social responsibility and community engagement, which can help build trust and establish credibility. Discuss 2024 Plans As legal professionals, staying ahead of the curve and understanding your client’s legal needs in 2024 is essential. By doing so, you can ensure that your clients are well-equipped to navigate a rapidly changing legal landscape in 2024 and the years ahead. The festive season offers ample opportunities to connect with your clients and strengthen relationships. With a little effort and creativity, you can provide your clients with excellent service and build a relationship that will lead to continued business in the years to come. Wishing You a Wonderful Holiday Season Our Collier Legal Search team wishes you a wonderful holiday season. Let us know if we can help fill new positions for 2024 or provide staffing through the holiday season. Contact us at 832-239-5218. The festive season offers ample opportunities to connect with your clients and strengthen relationships. With a little effort and creativity, you can provide your clients with excellent service and build a relationship that will lead to continued business in the years to come.

Connecting with Clients This Holiday Read More »

Successful Lawyers Go the Extra Mile

Leave a Comment / Blogs, Candidates / collierlegal

The most successful professionals are driven by a more profound motivation and a willingness to go the extra mile for clients, peers, supervisors and team. Here are a few ways for you to go the extra mile. Communication Be a prompt and clear communicator! Establish and understand expectations regarding communication channels and response times. One way to achieve this is by establishing a reliable communication schedule, providing professional updates while always receptively addressing inquiries. It’s also essential to determine others’ preferred communication methods and timing, whether it’s via phone, email, virtual meeting or text. Always remember the undeniable opportunity to build trust through personal visits or meetings and never forget that the legal professional provides a highly personalized service. Tailor your communication to the service you provide and you will enjoy long-lasting professional relationships. Stay Up-to-Date on Current Issues Legal professionals need to be familiar with the latest legal developments and trends. The law is constantly evolving, and attorneys must know about the latest changes to provide their clients with the best legal advice. Staying up-to-date on current issues shows that an attorney is diligent and committed to providing clients with the best possible representation. Consider inviting your clients to events or seminars hosted by your firm or relevant industry organizations that show your connection to leading legal organizations and provide crucial legal industry updates. Provide Exceptional Client Service Successful Lawyers go the extra mile by proactively anticipating clients’ needs and prioritizing their interests. Offer additional resources or information that may be helpful, even if not explicitly requested. Also, maintain professionalism and ethical conduct by adhering to legal and ethical guidelines, maintaining confidentiality, and avoiding conflicts of interest. Firms can also go the extra mile by training and empowering legal staff to prioritize customer service. Train your legal staff to prioritize responsiveness, empathy, professionalism, discretion and ethics when interacting with other legal professionals and clients. Finally, develop a plan to check in before, during, and after client matters are resolved to ensure satisfaction and to address any lingering concerns. Regularly evaluate client satisfaction and identify areas for improvement. Solicit feedback from clients. Use feedback to refine customer service strategies, communication approaches, and service delivery. Let Us Help You Build a Team to Go the Extra Mile If your firm is looking for outstanding legal candidates willing to go the extra mile, Collier Legal can help. We can connect you with a large pool of Houston’s leading legal candidates to help you build and enhance your team. Our experienced staff can help you determine the availability of talent on the market and set your firm up for continued success. Contact us to learn more.

Successful Lawyers Go the Extra Mile Read More »

Eliminate Interview Horrors

Leave a Comment / Blogs, Candidates / collierlegal

Interviewing for a legal job can be daunting. By understanding and preparing for the interview, you’ll be better equipped to handle any curveballs during the legal interview process. Eliminate interview horrors using these preparation tips and tricks when meeting with prospective employers. BEFORE THE INTERVIEW Preparing for a meeting or interview will help you feel more confident and reduce anxiety. Research the firm online and read the biographies of team members. Do you best to understand the role so that you can tailor the discussion around achieving the firm’s goals. Look for current news articles, press releases and social media relating to the firm’s recent successes and activities. Review the job description to understand the scope of the role and how not only your skills but also your unique experiences bring value to the firm. Prepare questions in advance: be ready with questions to ask to show you have taken the time to prepare. Many of your questions should be open-ended, sparking an information-gathering, two-way conversation. Ask an expert! The veteran team at Collier Legal Search is known for its expertise in teaching interview skills, often offering training for goodwill purposes. Do not hesitate to call anyone on the team to help! THE DAY OF THE INTERVIEW Location/parking: review the location ahead of time and figure out the parking situation; “scout out” the location. This will help you avoid getting lost on the day of the meeting or interview. Dress: dress professionally regardless of whether the firm has a policy of “business casual.” This shows that you take the meeting or interview seriously. As Edith Heard said, “You can have anything you want in life if you dress for it.” Avoid heavy perfumes, colognes, or cigarette smoke on your person. Demeanor: be on time! Punctuality is key to showing respect for the interviewer’s time. Greet the other person with a smile and a handshake. Make eye contact and speak clearly, showing engagement and interest. Be positive and enthusiastic. Experience: share examples and testimonials which showcase your skills and knowledge relevant to the position. Tailor your unique experiences to the open role – always being honest, deferential, and enthusiastic. Remember always the interviewer is looking to establish trust through a transparent, communicative conversation. Goals: be prepared to discuss your career goals and why you are interested in the role. When you discuss your job search, be forthcoming that you are not “running away” from your current position but rather “running towards” the open role for which you are interviewing. Overcome objections to your job history: if you have worked for more than one employer and perhaps you have moved around a lot, don’t wait to be asked why you are so “job hoppy.” Instead, be proactive with your explanations when asked about yourself. Control the narrative and do it honestly as you can anticipate references will be checked. Don’t worry! No one has a perfect job history! Rest: get a good night’s sleep before the meeting or interview. This will help you be alert and focused. Nutrition: eat a healthy breakfast or lunch on the day of the meeting or interview. Avoid sugary foods and drinks, as these can cause you to crash later. Avoid too much caffeine! Focus: take a few deep breaths before the meeting or interview to calm your nerves. And remember, it’s a conversation so ask yourself “why be nervous at all?”! FOLLOWING THE INTERVIEW Send thanks: send a handwritten note to each person involved in the interview or anyone who helped establish the meeting. Let Collier Legal Search take the fear out of your job search. Call the team anytime for assistance. Feel comfortable sending a confidential resume to jessica@collierlegal.com. You may call her, or any team member, to help with interview preparation: 713-863-8180.

Eliminate Interview Horrors Read More »

Steal the Show in an Online Interview

Blogs, Candidates / collierlegal

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 »

Managing a Remote Legal Team

Blogs, bussines, Candidates, Companies, Employers / collierlegal

The world economy has come to a near standstill in the wake of the coronavirus pandemic. Here are some tips on managing a remote legal team through coronavirus. Businesses and schools are shuttered. Companies in every industry face challenges on all fronts including managing a remote legal team through coronavirus. Law firms are no exception. Some firms anticipate a slowdown in business, while others are swamped with a surge of clients who need legal advice at this critical time. With the stay-at-home order, many firm partners are suddenly in charge of a remote workforce with little preparation. Here are some considerations when dealing with an unexpected remote legal team: Set Realistic Expectations The current situation is unprecedented, and nobody knows what the new normal will be. Courts are operating on different schedules, client priorities have changed, and deadlines have been pushed back indefinitely. Health concerns and other unusual circumstances can also make it difficult for employees to carry out their usual tasks. In light of the current situation, the management team should identify and focus on the critical near-term objectives of the firm. Evaluate the Firm’s Technology During and after the pandemic, technology may dictate the ultimate survival of a business. Firms that have not embraced technology may have difficulty connecting staff members to clients or critical projects. Many firms already have a VPN (Virtual Private Network). However, if the entire firm is working remotely on the VPN, there may not be enough capacity to handle the new load. Work with your IT department on required licenses and procedures, as well as security considerations. Recognize Obstacles Unlike a well-planned work-from-home schedule, the Coronavirus has thrown households into lockdown with little preparation. Working parents may be sharing computers, office space, and bandwidth with kids who are now home-schooling. Managers should identify specific issues that need to be addressed during this crisis. Does the employee have a dedicated laptop for work? If not, can the firm provide laptops or wifi hotspots? Can tasks be completed at different hours to accommodate childcare and home-schooling conflicts? Keep Communication Lines Open Communicate company updates and policies promptly, clearly, and in a calm manner. Utilize as many platforms as possible to relay new messages to everyone in the firm—update company websites, blogs, and outgoing communication to inform clients of how their casework will be handled. To touch base with employees, managers can utilize a variety of video conferencing platforms. Be Mindful of Mental Health Even under the best circumstances, attorneys have high levels of depression, alcoholism, and addiction. Financial worries, stress, and extended isolation may exacerbate underlying problems. If your firm doesn’t have an EAP, the American Bar Association has a resource page available for managing a remote legal team: 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. We are committed to the success of our clients and our candidates. Let us know if we can assist in finding a legal remote workforce. Contact us at 832-239-5253.

Managing a Remote Legal Team Read More »

Managing Through COVID-19 for Legal Candidates

Blogs, Candidates / collierlegal

Our Collier Legal Search team is continuing to support for help managing through COVID-19 crisis. The lingering effects have been economically devastating, including within the legal marketplace. While some of our CLS friends have been successfully working remotely, many have not been as fortunate. Some have been laid off; some have been furloughed. Many fear layoffs in the future. Plainly stated, this is an ominous time. We encourage you to overcome fear by preparedness: actions can be taken now to optimize your employability. Communicate consistently with your legal recruiter. Schedule a recurring, weekly phone call from you to your legal recruiter. Not only does your phone call remind him/her that you desire to remain on the top of a placement “list,” but also consistent communications further mutual rapport and trust. Update your resume. Ensure your legal recruiter has the most updated version of your resume. Include salary/pay history and references. Recognize the trends and be open-minded. Often in an economic downturn, “hiring freezes” take hold. Consider that even if companies/law firms are consequently unable to directly-hire a new employee, they often have available budgetary dollars for temporary and temp-to-hire labor. We understand many of you ultimately seek full-time employment; onboarding as a temporary laborer can be the means to get that permanent position. Consider salary conservatism. You likely know that many of our customers/law firms have cut salaries across the board, up to 50%! When sharing your salary/pay history with your legal recruiter, you may discuss the idea of requesting lower pay in your next position. Such a consideration demonstrates your knowledge of economics, your empathy, and, most importantly, it proves your leap of faith in the future. Ask your legal recruiter more about the companies/law firms where he/she is presenting you and whether this may be an appropriate consideration. Ask your legal recruiter how this is handled and communicated to the company/law firm where he/she is presenting you. Push your comfort zone. We have yet to learn how the legal employment landscape will change, given the C-19 crisis. Perhaps many will continue to work remotely. Perhaps some will perform multiple functions for the first time. Be flexible; let your legal recruiter know you are willing and able to wear many hats. Don’t wait another day to begin these steps! Remain steadfast in your efforts to be proactive. Following these steps will ensure you are doing what you need to do to remain at the top of your legal recruiter’s placement list! At Collier Legal Search, we have been working nonstop throughout this crisis and are helping firms with managing through COVID-19 so they can be prepared for the busy times ahead. We always strive to keep your best interests in mind and offer our consultation to you 24/7. Stay connected with us for opportunities as they come available. Additionally, if you have a friend or family member in need of professional employment guidance, contact us and we will do our best to help. In the meantime, please remain healthy and safe at home. Very truly yours, Kay Kurtin Egger, Attorney, and Co-Founder of Collier Legal Search, LLC kay@collierlegal.com

Managing Through COVID-19 for Legal Candidates Read More »

HELPING SUMMER ASSOCIATES | Why It’s Important.

Candidates, Employers / collierlegal

Helping summer associates is a smart career move. As an attorney, grueling hours and heavy workloads are the norm, and there is precious little time left for other activities. The onslaught of eager summer associates milling around the office for 8-10 weeks may seem like an unwelcome distraction for busy attorneys. However, it may be a prime opportunity to go the extra mile and show your leadership, mentoring, and management skills. Nearly every professional relationship will play a part in the success of your future practice, from the paralegal to the managing partner. By interacting and helping summer associates, you can impact your future success. Some may go on to become coworkers, opposing counsel or part of a major client’s in-house team. Summer associate programs are intended to give law students a taste of what it is like to work at a real law firm. The program allows firms to evaluate the skills, work ethic, and cultural fit of the students for permanent positions after graduation from law school. Depending on your firm’s specific program for summer associates, there may be several opportunities to assist. A typical summer associate program might involve roles for hiring/recruiting committee members, supervising attorneys, mentors, and social programming. Firm Committees – Many firms have committees for hiring, recruiting, or diversity. Joining one of these committees will show firm leadership that you are interested in driving the future talent of the organization, and are willing to invest your time and effort in the firm’s success. Joining one of these groups is also a great way to work with others in the firm that are outside your practice area. Supervising Attorney – Summer associates are not yet admitted to the bar; therefore, their work is completed under the supervision of firm attorneys. While law school teaches students about the intellectual aspects of the law, summer associates have little knowledge about the applications in real-world scenarios. Acting as a supervising attorney can hone your management skills as you guide the students’ efforts and supervise their work. Mentor – Mentoring is a valuable part of the summer associate’s experience and should go beyond giving instructions and feedback. A true mentor will guide, educate, and assist the student in several facets of law firm life, including culture, professionalism, skills, and relationships. Years into their careers, many attorneys still remember a mentor that truly made a difference in their lives. Social Activities – Summer associate programs usually include a variety of social outings and gatherings to provide opportunities to mix and mingle with firm partners and associates. Helping summer associates network will sharpen your networking and business development skills as well. By taking a proactive role in your firm’s summer associate program, you can gain valuable allies both below and above your position. You will differentiate yourself from associates who avoid added responsibilities. Partners will understand that you are a team player with initiative and a vested interest in the future success of the firm.

HELPING SUMMER ASSOCIATES | Why It’s Important. Read More »