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Implementing Temp to Perm successfully

Blogs, Candidates, Employers /

Utilizing a temp to perm hiring opportunity is resourceful. Temporary or contract workers are a valuable source of talent for law firms and hiring from temp to perm position can be resourceful. A temporary or contract worker can fill in short term vacancies, such as when an associate or paralegal is off on maternity or medical leave, they can bring in expertise on a particular practice area, and they can be hired to handle volume increases related to new casework. Lawyers, in particular, are uniquely suited to temporary or contract work because they are trained to quickly analyze a situation and act accordingly. In contrast to temporary or contract workers,  a “temp to perm” employee is brought on to work for a predetermined period, during which time the firm decides whether to offer a permanent position to the employee. With the failure risk as high as 50% for new hires, temp to perm has gained popularity among hiring managers as a way to reduce the risk of a bad hire. Benefits to law firms include: Enables partners time to observe attorneys and legal support staff to see if they are a fit for the firm’s workload and culture. Avoids wrongful termination and unemployment costs – With a temp to perm arrangement, there’s not a guarantee that the position will become permanent. Therefore, the employee is not eligible to claim wrongful termination or file an unemployment claim against the law firm. Reduces the cost of administration and benefits, since these are all covered by the staffing agency until the worker becomes a full-time employee of the law firm. Here are some things law firms should consider when implementing a temp to perm hiring strategy: Pick a reasonable timeframe for a temp to perm trial period. Too long and the candidate may pass up your firm. Too short and you won’t get a good idea of the fit. Confirm the time period with the staffing service and have them explain this to the employee prior to their start, so everyone is clear of the guidelines. Treat temp to perm workers just as you would a permanent employee, providing them with the support, training or resources they may need to perform their duties. Introduce them to the partners, associates and support staff that they will be working with. Include temp to perm workers in firm-wide initiatives such as training and team building. This will give them the opportunity to demonstrate their skills and align with the firm’s culture. Have a transparent process in place to ensure that the firm is being fair. If the firm exhibits a constant cycle of letting workers go before they reach permanent status, the firm’s reputation will suffer, and it will be increasingly difficult to attract quality candidates. If there are any issues, ask the staffing service in to deliver the information. Until the worker becomes a permanent employee of the firm, the staffing service can manage the temporary employee for you. Full-Service Legal Staffing You Can Depend On Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Our experience in the industry and our unique approach to building our candidate database consistently delivers results that clients can depend on. We are committed to maximizing success for our clients and our candidates.  Contact us at 832-239-5253 to give us the opportunity to work with you.

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Etiquette of Leaving a Law Firm

Blogs, Candidates /

Are you planning on leaving your firm in the coming year? Here are etiquette of leaving a law firm.  The era of spending an entire career at one law firm is mostly gone. In today’s volatile legal job market, associates, partners, and legal support staff regularly switch firms for a myriad of reasons. Whether it’s a lateral move, a promotion, or a career change, maintaining professionalism when you quit is critically important to your reputation and prospects. The following are some things to consider if you are leaving your current law firm without burning bridges or committing ethical violations: BEFORE YOU GIVE NOTICE WHEN LEAVING A LAW FIRM Review the partnership agreement – Partners should carefully check their partnership agreement for any notice requirements, penalties or possible forfeitures. Time your notice and departure to minimize any penalties and accommodate needs. Complete the conflicts check – Conflicts clearance often takes much longer than anticipated. Most job offers are contingent upon the completion of conflicts checks so wait until everything has been cleared or waived before you give notice to your current firm. You don’t want to end up in limbo between the firms! Determine how much time you will give – The minimum notice for any professional is two weeks, however many attorneys give much more time. It is advisable to have everything you want to take with you in your possession before actually giving notice. HOW TO GIVE NOTICE Keep it quiet – Do not discuss your move with coworkers, clients or support staff until you give formal notice to management. Resign in Person – Always resign face-to-face and in private. Do not leave a voicemail, e-mail or text, unless there are extenuating circumstances. Friday afternoons have always been favored since all parties have the weekend to process the news and there is less time for the office rumor mill to get started. The first person you should inform is your immediate superior. After you have spoken with him/her, find out if there are others in management you need to speak with directly. Follow up with a letter of resignation. Inform colleagues – After you have notified management, let your colleagues know about your impending move. Depending on your office size and culture, you can tell them directly, by email or any other communication. Refrain from airing any complaints. HANDLING CLIENTS After an attorney has decided to join a new law firm, he/she has an ethical obligation to inform current clients of the departure. However, it is entirely up to those clients to decide whether they will follow the attorney to the new firm or continue to be represented by attorneys at the current firm. To avoid any breach of ethics: A notice should be limited to clients whose matters you are actively involved with at the time of the announcement. You should not urge the client to sever its relationship with the firm but may indicate your willingness and ability to continue responsibility for the matters upon which you are currently working. It must be made clear that the client has the ultimate right to decide who will complete or continue the matters. Keep complete copies of communications to ensure a clear and accurate record in the event of any claim of impropriety. Full-Service Legal Staffing You Can Depend On Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Our experience in the industry and a unique approach to building our candidate database consistently delivers results. We are committed to maximizing success for our clients and our candidates. If you are planning to leave your law firm this year, we would love the opportunity to work with you. Contact us at 832-239-5253.

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Job Search Tips for New Graduates

Blogs, Candidates /

Are you a new law school graduate looking for your next big opportunity? If so, here are some job search tips that may help you find the perfect position. If you are a recent law graduate, your career trajectory can be determined by the experience, contacts, and reputation you gain in the first few years of your profession. The first job search after law school is often the toughest. If you have passed the bar, but don’t yet have a job secured, here are some job search tips that may help you find the perfect position: Apply to Every Law Job Opening – If you have graduated from law school and do not have a job lined up, you need to act quickly and with intensity. Do not be selective – apply to every single law opening there is. The more firms you apply, the more likely you are to get a job offer, perhaps multiple offers. Be Flexible Geographically – You need to go where the jobs are and look at areas outside your comfort zone, whether they are 50 or 1500 miles away. Regardless of where you work, you will be spending the majority of your time behind a desk so that the scenery won’t matter. Network and Talk to Everyone – Every person you speak to could know of an opportunity and become your advocate. Reach out to your professors and former employers, join your local bar association, become active on a committee and take CLE courses in the practice area. Join your alumni association and attend all upcoming undergraduate and law school functions. Part of your networking strategy should also be to reach out to a recruiter who specializes in legal placements. Creating these relationships now will serve you well into your career. Utilize the Career Services Office– Your school’s Career Services Offices should be able to provide information and assistance on everything from interview techniques to starting salary ranges. You paid for it, so be sure to take advantage of everything they have to offer! Clean up your online presence The legal industry is still very conservative. Scour through all of your social media platforms and delete profiles, pictures, and posts that an employer might consider the slightest bit questionable. Make Sure Your Materials Are Perfect – Attorneys are supposed to be detail-oriented and meticulous in handling client matters. This same attention to detail must extend to your resume, emails and professional documents. A typo or grammatical error reflects poorly on your competence, and you may be eliminated due to this alone. It is a good idea to have an outside company review your application materials. Volunteer. If you have time on your hands, volunteering is a powerful way to demonstrate your passion for the law. Look for a law-related volunteering opportunity with responsibility, since that will increase your marketability. Consider document review or contract attorney positions – For a newly minted attorney, contract work or document review can be a launching board for gaining experience and getting to know a firm’s culture. A legal staffing professional can help navigate the contract opportunities available for new graduates. Do not take a non-law job – If you give up and take a non-attorney position, trying to reenter the field will be tough. Not only will you be competing with more experienced attorneys, but also a whole new crop of enthusiastic graduates. Your chance of securing a full-time position at a law firm declines precipitously with every day you spend outside the field. Let the experts at Colliers Legal Search help you put your best foot forward. From the initial contact to the final interview, we work with our candidates every step of the way. We are a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations.  Follow our blog for additional job search tips. Apply now to be considered for our open positions.

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Preparing for a Presentation Interview

Blogs, Candidates /

Are you preparing for a presentation interview? When presentations, public speaking or persuasion are part of a job description, candidates may be asked to make a presentation as part of their interview. A presentation interview can test many things about a candidate; the ability to represent and sell an idea, the ability to inspire an audience with confidence and, the ability to organize thoughts and structure an argument. If you want your presentation interview to shine, DON’T do the following: Ignore Instructions  Before you begin crafting a 40-minute dissertation, find out exactly what the interviewer is requesting. What is the topic and how long should your presentation be? How many people will be in the audience? What’s the IT and audio-visual setup? Staying on task shows that you can manage your time, that you respect your audience and, most importantly, that you can follow directions. Use PowerPoint It’s not 1987 anymore, and Microsoft PowerPoint is an outdated and mediocre format guaranteed to induce yawns. In today’s competitive market, you must think beyond PowerPoint. There are numerous online programs and applications available to help you craft professional presentations.  Using a more current platform also shows your audience that you are committed to keeping your skill set up-to-date with new tools and technologies. Read your slides Reading your slides is perhaps the most annoying presentation error thing that speakers commit. When you first display a slide, your audience will stop paying any attention to you and will read what you’ve put up on the screen. Give them a moment to read and when they’ve finished, do not repeat word for word what they’ve just read! Ideally, your slides should contain bullet points or headings that your presentation expands or explains. Stay seated  Standing for a presentation exudes confidence and control. Standing as you are speaking enables movement, wider hand gestures; a greater ability to get up close to the audience and, it injects more energy into your presentation. Compelling and persuasive speakers do not sit behind a desk and mumble their notes. Standing will also enable you to breathe deeply which will give your voice depth and volume. Wing it  The only way to ace your presentation is by practicing. Rehearse in front of someone who will give you honest feedback. If you are working with a recruiter, they can assist with preparation. Don’t assume that the company’s technology is compatible with your Mac or PC or you may find that all of the beautiful slides you prepared won’t show up on their screen. To avoid this nightmare scenario, take your fully charged laptop, not just the USB drive containing your presentation. Even if the screen is small, it’s a better backup plan than nothing at all. Email the slides to yourself and save them as PDFs, which should work on anything. Finally, print a few copies of your slides and take them with you, just in case. Let the experts at Collier Legal Search help you put your best foot forward. From the initial contact to the final interview, we work with our candidates every step of the way. We are a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations.

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Personal Branding for Attorneys

Blogs, Candidates /

Personal branding can help you in many ways if you are seeking a new job.  What is a Personal Brand? In legal circles, everyone knows that there are lawyers whose reputations precede them: the attorney known for complex energy litigation, the must-have mediator for a construction matter or the fierce trial lawyer in the tan suit. Beyond skill, experience, and reputation, what do attorneys like this have in common? They have each crafted and maintained a personal brand.What, exactly, is a personal brand? To put it simply, it is the sum of your reputation, peer perceptions, characteristics and traits that make you different from any other lawyer. A personal brand includes not just your legal knowledge, but can also encompass qualities such as how eloquently you speak, your attitude towards clients and your philanthropic activities. Branding, unlike reputation, requires a strategic effort to position your skills. It isn’t something that happens overnight.Why is it important? As an associate, a lot of your brand may be tied to the brand and reputation of your firm. You may not have much control over your firm’s brand; however,  you can control your own. Benefits of creating a personal brand include: Focus – A good lawyer cannot be everything to every client. Knowing your area of expertise and honing in on your niche will focus your efforts on the matters that will build your career. More business – As your skill set and experience grows within your niche, it will attract more of the clients who need that set of services. Better opportunities – A more significant book of business and a more extensive professional network can lead to bigger and better opportunities outside your current firm. You know that your personal branding plan has been effective if a legal search firm seeks you out for your particular expertise! It belongs to you – You can take your personal brand with you, wherever you practice. How to Build Your Brand Determine your niche or specialized area of expertise. If you are early in your career and working a myriad of matters, pay keen attention to the cases that appeal to you and where your skill set shines.  It may take time to materialize, but create a clear idea of how you want to be seen or thought of as an attorney. Write it down, refer to it frequently and fine-tune it as needed. Align yourself with industry experts. Whether your selected niche is real estate, employment, or oil & gas, there are local and national industry groups. Join some of these trade groups and take advantage of the events, publications, and discussions. On the legal side, be active in your local and State Bar association industry or practice group. Cultivate relationships with a range of professionals connected to the industry. Share your expertise. Look for speaking opportunities or panel discussions. Speaking on a topic will showcase your expertise to a large group and also offers the opportunity for interaction.  Contribute articles and commentary on your niche to trade publications, newspapers, magazines and online forums. Contribute blog posts to industry forums, your firm’s blog, or start your legal blog. Submit for rankings. Attorneys are continually bombarded with ranking and listing opportunities throughout the year, each claiming to be the “premier” source for legal information. Select a few of the most reputable ones to pursue and prepare your submission. Depending on your firm, this may be handled individually, or through the firm’s marketing department. Polish your online presence. Update your LinkedIn bio to include your niche or area of specialty.  Add relevant industry designations or memberships. If your firm bio includes a section for casework, be sure that the cases in your specialty are listed first. Clean up your other social media posts to bring them in line with your personal brand. Talk to the experts at Collier Legal Search about the importance of personal branding and professional reputation. We are a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations.

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Law Firms Flock to Houston

Blogs, Candidates, Companies, Employers /

Here are some of the most notable moves and acquisitions from law firms. Houston is currently the fourth largest city in the country and is on track to bypass Chicago for third by 2025. Houston has a growing and diverse population, a global energy hub, 25 Fortune 500 companies, and the world’s largest medical center. It is a lucrative and active legal market, and nobody wants to be left out. In recent years, the city has seen an influx of law firms entering the Houston market. Some outside law firms lure partners, attorneys, support staff and entire practice groups from locally established firms; others buy out or merge with existing practice, renaming the firm but leaving the staff intact. All of this activity results in a high-stakes game of musical chairs for Houston’s legal talent. For well-connected, proven and experienced attorneys and support staff, opportunities can arise whenever a new firm moves in – whether at the new legal firm itself or at a local firm that lost key staff to the newcomer. Here is a look at some of the notable moves and acquisitions of the past 18 months: Orrick Herrington & Sutcliffe, a 150-year old global firm based in San Francisco, entered the Houston market in January 2016. The powerhouse firm pulled 20 partners from approximately a half dozen local firms. The Houston office is the firm’s 25th worldwide and will expand its energy & infrastructure, Latin America, litigation and IP, and public finance practices. Polsinelli, a Kansas City, Missouri-based firm, opened in March 2016 after acquiring Houston-based IP law firm Novak Druce Connolly Bove + Quigg and its 14 attorneys. Polsinelli’s move into Houston was driven in large part by the presence of the Texas medical center. The acquisition supports the firm’s focus on the region’s biotech, medical device, software, engineering, and healthcare industries. Bradley Arant Boult Cummings, based in Alabama, opened its first Southwest location in Houston in October 2016 to serve construction and energy clients. The incoming firm lured away from a longtime partner from Coats Rose who took with him another partner, six attorneys, three secretaries, and two paralegals. The Houston location brings the total number of Bradley offices to nine. Kelley Drye & Warren, based in NY, merged with the environmental litigation boutique, Jackson, Gilmour & Dobbs, in December 2016. The merger brought fourteen local attorneys under the Kelley Drye umbrella. Through its new Texas presence, Kelley Drye intends to strengthen its energy practice and grow its national presence. Holman Fenwick Willan, based in London, merged with the energy and maritime firm Legge Farrow Kimmitt McGrath & Brown after several years of collaboration. The Houston office opened in January 2017 and established the firm’s first office in the USA. According to the firm’s website, Houston is a key touchpoint for several of the firm’s chosen sectors, including energy, marine, and insurance. Gibson Dunn & Crutcher, a 1,300-lawyer firm from Los Angeles, opened a Houston office in March 2017 to expand its energy practice. Initially, Gibson Dunn lured away two top local energy lawyers: a partner from Latham Watkins and another from an energy company. Then, in April, six Baker Botts partners left their firm to join the new office. We keep the pulse on the growth of Houston law firms. Let Collier Legal Search help you expand your legal staff as you grow.

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A Legal Recruiter Relationship is Important

Blogs, Candidates /

One missed call from a legal recruiter could be costing you money! The phone rings, you answer and it’s a legal recruiter…UGH! You are so busy – but, if your first reaction is to end the call. STOP AND THINK ABOUT IT. Good recruiters are your spotlights onto the marketplace, they are loaded with information and that information costs you nothing! Even if you are happy with your current position and have no intention of leaving, staying abreast of superlative “HOT” opportunities at all times, is purely beneficial to you.  Obviously, when a recruiter is a talented professional, they are making quality matches.  If those matches lead to you, it could literally be invaluable to your career, income or lifestyle. So, TAKE THE CALL!! (or else set up a convenient time to talk) It’s a 2-way street Allow the recruiter to learn about you, but you mirror that effort as well.  How long has the legal recruiter been in the industry?  Are they protecting you, the candidate, in a confidential manner?  What is the process?  Evaluate the communication skills of the recruiter and listen – to learn whether or not they care about making intelligent, quality matches.  Make sure the recruiter will not waste your time. At Collier Legal Search, our company motto is “to waste no one’s time” – because, quite simply, it’s bad for business.  We thrive on providing a service so seamless that it produces quality placements and endless referrals.Gain Valuable Information Just as accurate, timely and useful information can make or break the outcome of a case, the same applies to your career.  An experienced recruiter knows what’s going on in the market locally, regionally, and nationally and will share that information with you.  They have their finger on the pulse of the legal market and can tell you who is moving, hiring, opening up in Houston, the most competitive salary and benefits packages, evolving vertical markets, and shifts in the legal landscape.  They conduct extensive research, continually update their information and are very well connected. Career Planning Speaking to a recruiter and building that relationship as early as possible in your career can help put your career on the path you want.  Whether your goals are to make partner eventually, to work for a multinational firm, to work in-house, or to retire early, you will be able to turn to your recruiter for general guidance regarding your career development.  When opportunities match your goals, your recruiter will assist you in pursuing the position.  Keep in mind that a job search can often take up to a year or longer, so don’t wait until you are ready to leave your current firm to reach out to a legal recruiter. Networking Powerhouse We live and work in a highly connected world where who you know (and who they know) is very important.  Professional legal recruiters are established as some of the most valuable fixtures in the legal community.  So, become part of that powerful, though a private network. Confidentiality Interested in speaking with a recruiter, but worried about your current employer finding out?  A good professional search consultant provides a thorough service while fiercely protecting the candidate’s confidentiality.  Discretion is key to their business success, and legal recruiters will not submit your information to any potential employer without your authorization.  If you have any concerns about confidentiality, your recruiter should be able to explain exactly how and when your information will be shared. Full-Service Legal Staffing You Can Depend On If you are ready to start developing a professional relationship with a trusted advisor, contact a consultant at Collier Legal Search to find out how we can help you attain your career goals. Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations.  Our experience in the industry, inside knowledge of all law firms and unique vast network all work together to deliver top results. We are committed to maximizing success for our clients and our candidates.  Contact us at 832-239-5253 and let us go to work for you.  Or, next time we phone you, TAKE THE CALL!

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Legal Hiring Trends / 4th Quarter Outlook

Blogs, Candidates, Employers /

As job growth outpaces the rest of the nation, here is the local legal outlook and legal hiring trends in Texas. According to the fall figures released by the Dallas Fed, 2018 Texas job growth outpaced the rest of the nation, rising to 1st place, up from 9th in 2017. The hot local economy has also impacted the legal arena with law firms setting up shop and expanding operations in Texas at a frenzied pace. Dozens of firms opened offices in Houston between 2001 and 2018, lured by the strong economy, the high-profile energy sector and the growing list of corporate headquarters. Some of the fastest-growing practice areas in Texas include energy, corporate, real estate, international, employment, environmental, and immigration law. This explosion in law firms has created a frenetic lateral market and a near-constant churn in support staff. The growth has brought several recruiting and legal hiring trends into the forefront: Higher compensation To recruit candidates and improve retention rates, employers are increasing the starting salaries for attorneys. Some law firms seek tenured associates with proven track records; others are taking the opposite approach and recruiting attorneys with two to three years of experience and offering training. Amped up Benefits While salary will always be one of the top considerations, more firms are finding that attractive benefits and perks package can tip the balances in their favor. Some of the less traditional benefits and perks include holistic health and wellness programs, gender-neutral family leave, work-from-home options and paid volunteer hours. Focus on Firm Culture Large law firms are seeing Millennials leave to work at smaller law firms with a better work-life balance. Diversity, community service and how associates are treated are all essential aspects of firm culture. Personality Profiles Degrees and experience are essential, however, hiring managers must also determine whether someone will thrive in the organization’s culture. Hiring the right fit can dramatically reduce turnover and increase productivity, translating into higher profits for the firm. Personality assessments are becoming more common to gauge interpersonal skills and emotional intelligence. Tech-Savvy Support Paralegals who can perform multiple duties are in high demand since they can deliver some of the work traditionally handled by associates. Hybrid paralegal/legal secretary roles are more common as clerical responsibilities have become streamlined by technology. Non Lawyer Professionals To remain competitive and innovative, many law firms have realized that they must operate more like a business. Non-lawyer professionals are increasingly hired to handle key marketing and development operations. Some new positions in law firms include chief talent officer, chief pricing strategist, director of practice management and director of business development. Staffing Flexibility Even in a booming market, successful law firms must be flexible and agile. Many are turning to legal staffing firms to quickly scale up talent when projects demand and then reduce when the project is completed. Temporary hires can also be thoroughly evaluated for personality and skill before making a permanent, and expensive, final offer. This option allows firms to increase manpower without increasing payroll expenses. Full-Service Legal Staffing You Can Depend On Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Our experience in the industry and a unique approach to building our candidate database consistently delivers results that clients can depend on. We are committed to maximizing success for our clients and our candidates.  Contact us at 832-239-5253 to give us the opportunity to work with you.

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Preparing for Your Year-End Performance Review

Blogs, Candidates /

Are you ready for your performance review? A proactive approach before, during and after your performance review can keep your career moving in the right direction. It’s that time of year when associates meet with senior attorneys, partners or management committees to discuss their performance over the past twelve months. The results of this review can impact salary raises, bonuses, mobility in the firm and prospects. Depending on the size and practice of the firm, annual reviews may be conducted by attorneys in your department, by managing partner(s) or by committee. Attorneys you’ve worked with throughout the year will fill out detailed evaluations of your performance, and the reviewing attorneys or partners will go through them with you. Some firms ask attorneys to submit a self-evaluation before their performance review. A proactive approach before, during and after your performance review can keep your career moving in the right direction. Before the performance review It’s important to know how you will be evaluated. Non-billing criteria can include relationships with attorneys and staff, ability to meet deadlines, willingness to take on work, written and oral skills, pro bono work, and administrative functions just to name a few.  Find out which of these matters the most to your firm prior to your performance review. Look back at your calendar, time entries, client lists, expense reports or any other records to refresh your memory about work completed. If you have a report from your last evaluation, be sure to review the information. In addition to your billable hours, you should keep accurate records of the following: New clients, you brought to the firm as well as new matters for existing clients. Other matters you handled such as recruiting, administrative work, articles or speeches, pro bono, etc. The positive feedback you received. Write down comments made about your work, whether it’s from partners, colleagues, clients, or support staff. Record exact quotes and the date, and save hard copies of complimentary emails and letters. Know your worth. Keep an eye on the market for your position, practice area or industry. A well connected legal recruiter can tell you what the going rate is for your position and the state of the legal market in your area. Keep all of this support material in a binder and take it to your evaluation meeting. During the performance review The immediate goal is to survive the review with poise and dignity! When you hear criticism, don’t whine, complain, challenge, or get defensive. Part of the process is to see how you handle negative comments and it may be one of the toughest challenges you face. Stay calm, respectful and responsive no matter what is said. Refer to your support materials when necessary and make it clear that you want to improve as an attorney. Positive comments will tell you what has made an impression with attorneys in your firm. Be humble about praise and build on it. After the performance review If you receive a written report, review it carefully to make sure the information matches your recollection of the meeting. If there are discrepancies, send a respectful email requesting clarification. If the performance review was oral, immediately write a memo summarizing what was said, and your understanding of how you need to improve. As difficult as it may be, seek out people who criticized you in their evaluations, and thank them. If you believe you were given an unfairly negative evaluation of your work or your prospects, it may be time to consider looking outside your current firm. Conversely, if you received glowing reviews but no raise in pay or position, you may want to find out if you are fairly compensated. Talking to an experienced legal recruiter may help you find out if there are better options available to you. Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Contact us at 832-239-5253 to give us the opportunity to work with you.

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Growing Your Staff in 2018

Candidates, Jobs /

Are you growing your staff in 2018? Here are a few hiring tips.  In the coming year, successful law firms will further experiment and innovate to add depth to their practices, develop more profit centers, and deliver cost-effective service to clients. Legal recruiting in this competitive market is challenging, but doable, with the right recruiting partner. Firms who intend to add legal resources in 2018 must carefully weigh the cost of a new hire against the return on investment. Hiring in any of the following categories is far more efficient, plus easier, with the help of a seasoned legal recruiter with in-depth knowledge of the marketplace: Partners A recent study found that over 30 percent of equity partners are currently at or approaching retirement age. Firms who are losing experienced talent to retirement often look to competing firms to replenish the ranks of high-level partners. Established partners with profitable practices, in-demand skill sets, and portable clients are the most sought after. Whether it’s a single partner or an entire practice group, adding these tier-one attorneys is a way to expand a firm’s client base and expertise. HOW COLLIER LEGAL SEARCH CAN HELP We are focused entirely on your specific needs and can discreetly approach partners and identify practice groups that may be a fit for your organization. Associates Identifying and recruiting qualified, experienced mid- to senior-level associates continues to be challenging because there are fewer available candidates. In the wake of the 2008 recession, many firms hired fewer associates. Those who were hired during the lean years are now rising through the ranks with their collective eye on equity partnership. Adding one or more seasoned associates to your firm can impact productivity since these associates need minimal training. Additionally, maintaining a robust team of junior talent allows a law firm to deal with partner retirement issues more efficiently. The Power of Temporary Attorneys Corporate legal departments and law firms of all sizes greatly increase profitability by utilizing contract (temp) attorneys to handle overflow and project work. By using Collier Legal Search  (CLS) employees as your temps, your liabilities and costs disappear because CLS (as the employer) absorbs those expenses. Support Staff The role of paralegals is evolving. They now perform legal research and discovery—activities for which the firm can bill their clients. During times of work overflow, contract (temp) paralegals make a lot of financial sense as opposed to hiring someone permanently. Outstanding and efficient Legal Secretaries allow the billers (attorneys and paralegals) to be more productive, greatly enhancing the bottom line of the legal entity.  Here again, the efficient use of temporary legal secretaries brings great value. HOW COLLIER LEGAL SEARCH CAN HELP We can help you expand your talent pool. We have an expansive database and network which constantly draws in outstanding associate legal talent at all levels. Once we know your specific hiring needs and goals, we will identify the best candidates saving you time and money. With regard to all temporary recruiting and staffing, Collier Legal Search handles all costs including taxes, benefits, and payroll.   Specialists Many managing partners have stepped away from daily operations and now rely on experienced professionals in finance, strategy, business development, marketing, technology, cybersecurity, pricing, knowledge management, and talent. A legal technology specialist provides technical support for large e-discovery projects, document production, and document reviews. A legal technology specialist requires advanced knowledge of document management software programs and database manipulation as well as a thorough understanding of federal and state rules of civil procedure. A pricing specialist is one of the fastest-growing support roles in law firms. Law firms are facing increased pressure from clients to alter their pricing from the traditional billable hour. How matters are priced is becoming a central support function within law firms. The ability to evaluate different types of legal work and apply the appropriate pricing models is becoming increasingly valuable. HOW COLLIER LEGAL SEARCH CAN HELP We are on top of the latest trends and developments in the legal industry and can help your firm identify specific needs and specialists that can elevate your firm from the competition. Full-Service Legal Staffing You Can Depend On Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Our experience in the industry and a unique approach to building our candidate database consistently delivers results that clients can depend on. We are committed to maximizing success for our clients and our candidates. Contact us at 832-239-5253 to give us the opportunity to work with you.

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