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Managing a Remote Legal Team

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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.

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Managing Through COVID-19 for Legal Candidates

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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

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HELPING SUMMER ASSOCIATES | Why It’s Important.

Candidates, Employers /

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.

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Implementing Temp to Perm successfully

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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

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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

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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

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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

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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

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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

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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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