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Attorney Compensation 2026

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

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The Rise of Partner Lateral Movement

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

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

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

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Brewing the Perfect Legal Team: A Hiring Potion for 2026 Success

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As 2025 winds down and the Halloween season stirs up its share of tricks and treats, there’s no better time for law firms and corporate legal departments to start brewing their 2026 legal hiring strategy. In today’s competitive legal market, the right mix of foresight, preparation, and flexibility can make the difference between a team that thrives and one that’s haunted by turnover, burnout, or missed opportunities. At Collier Legal Search, we’ve seen firsthand how firms that plan ahead create a strong foundation for success. The “perfect hiring potion” isn’t magic, it’s strategy, data, and timing blended just right. Step One: Gather the Right Ingredients To brew the best legal team, you need quality ingredients and a great strategy. Start by taking a close look at your current team and determine where your biggest opportunities may arise in 2026. Evaluate strengths and gaps. Examine which practice areas are thriving and which are stretched thin as you plan for 2026. Recent growth across Texas and nationally has been driven by expanding demand in regulatory compliance, litigation, data privacy, and complex commercial transactions. Emerging areas, such as ESG, intellectual property, and healthcare law, continue to accelerate, while energy and technology remain regional powerhouses. Assess whether your firm has the right mix of talent to meet these evolving client needs and ensure succession plans are in place for senior attorneys and key support roles to maintain stability amid ongoing industry growth. Forecast demand. Consider industry trends, client expectations, and the economic outlook as you plan for the year ahead. Texas continues to experience significant growth in key sectors such as energy, compliance, and corporate law, all areas where both in-house and private firms are actively expanding their legal teams. In recent years, major companies, including Tesla, Oracle, Hewlett Packard Enterprise, Chevron, Caterpillar, NVIDIA, AECOM, and Charles Schwab, have established their headquarters in Texas. This ongoing wave of corporate relocations is fueling the need for in-house legal professionals who can navigate regulatory landscapes, manage compliance, and support rapid business expansion. Understanding where this demand is increasing will help your firm anticipate client needs and align your hiring strategy accordingly. Budget with purpose. Include hiring and retention in your annual planning. Competitive compensation, training programs, and flexible work models should all have a line item in your 2026 budget. Corporate Culture Considerations. Include hiring, retention, and culture development in your 2026 planning. A strong corporate culture is no longer optional, it’s a competitive advantage in attracting and retaining top legal talent. Allocate resources for mentorship programs, and professional development that support your team’s long-term engagement. Recognize that investments in training, transparency, and recognition not only strengthen firm culture, but also improve productivity and client satisfaction. Treat these efforts as essential components of your annual budget, not extras, to ensure your firm remains a place where top talent wants to stay and grow. Step Two: Stir in Strategic Timing Even the best potion fails without patience and precision. The same holds true for hiring where timing and partnership are everything. The first quarter is typically the busiest hiring season, but the firms that plan early and work closely with a trusted recruiting partner gain a clear advantage. At Collier Legal Search, we help clients look beyond immediate openings to anticipate future needs, align hiring timelines with budget cycles, and connect with exceptional candidates before the competition does. Houston remains a tight market for attracting top talent. Here are some considerations for planning: Plan hiring cycles early. Review anticipated retirements, promotions, and upcoming client needs before year-end. Early planning ensures your firm enters 2026 ready to act strategically, not reactively. Partner early with recruiters. Working with Collier Legal Search gives your firm access to a deep network of pre-qualified attorneys and legal professionals who may not be actively on the market, but are open to the right opportunity. Stay flexible and informed. Market conditions and candidate expectations evolve quickly. We provide real-time insight into salary trends, and cultural expectations so you can adapt your approach and make competitive offers. When firms combine thoughtful planning with Collier Legal Search’s personalized, consultative approach, they fill positions with top legal talent and build stronger, longer-lasting teams. Step Three: Add a Pinch of Culture No hiring strategy is complete without the secret ingredient: culture. A strong firm culture doesn’t just boost morale, it attracts and retains top legal talent. At Collier Legal Search, we know that candidates today look beyond salary. They want workplaces that reflect shared values, open communication, and genuine investment in well-being. Law firms with defined core values, transparent leadership, and mentorship programs consistently stand out in a competitive market. To make your firm’s culture a competitive advantage: Define and live your values. Leadership should model integrity, collaboration, and respect in daily actions and decisions. Foster open communication. Regular meetings, transparent updates, and accessible leadership create trust and shared purpose. Invest in people. Offer training, mentorship, and well-being programs that help your team grow professionally and personally. Celebrate success. Recognize achievements often, big and small, to reinforce engagement and loyalty. Culture is more than a concept; it’s the heartbeat of your firm. When built with intention and consistency, it becomes your most powerful tool for attracting and keeping exceptional talent. Step Four: Don’t Forget the Retention Hiring is only half the potion. It’s key to have a strong retention strategy as well. In today’s legal market, professionals aren’t just seeking higher pay; they’re seeking purpose, growth, and balance. Retention has become a top priority as attorneys and legal staff grow more selective about where, and how they want to build their careers. To strengthen retention: Invest in growth. Provide clear advancement paths and opportunities for mentorship and leadership development. Build a culture of respect and recognition. Regular feedback, transparency, and acknowledgment foster long-term loyalty. Support well-being. Encourage balance with reasonable workloads, mental health resources, and flexibility. Connect purpose to performance. Help your team see how their work contributes to the firm’s larger mission. At Collier Legal Search, we help firms design retention-focused hiring strategies that prioritize alignment, culture, and longevity. Step Five:

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The Rising Demand for In-House Legal Counsel in Texas

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Since 2017, in-house legal hiring has steadily increased across the United States. Texas has been at the forefront of this movement with its unique blend of global industries and rapidly growing metropolitan areas. The Association of Corporate Counsel’s U.S. In-House Counsel Population Tracker shows that corporate counsel headcount has grown yearly since 2017. Paired with the insights from the 2024 ACC Law Department Compensation Survey, the message is clear: companies are prioritizing their internal legal talent more than ever before. At Collier Legal Search, we see this shift reflected directly in the broader Texas and Greater Houston markets. Texas, A Legal Market Like No Other Texas consistently ranks among the top states for business relocations and corporate expansions, thanks to its pro-business policies and absence of state income tax. Here are a few industries to consider: Energy: Houston’s energy sector continues to drive hiring for in-house counsel specializing in environmental, regulatory, and global trade law. Healthcare: With major hospital systems and biotech firms in Houston and Dallas, compliance and regulatory positions are expanding quickly. Technology: Austin’s tech ecosystem has fueled demand for attorneys focused on IP, data privacy, and venture financing. Manufacturing and Logistics: Central Texas hubs, such as San Antonio, are creating opportunities for lawyers with experience in contracts, supply chain management, and risk management. In recent years, several companies, including Tesla, Oracle, Hewlett Packard Enterprise, Chevron, Caterpillar, NVIDIA, AECOM, and Charles Schwab, have established their headquarters in Texas. This increase in relocations is spurring the demand for in-house legal professionals. ACC Texas Legal Compensation Trends The 2024 ACC Law Department Compensation Survey highlights consistent increases in salaries, bonuses, and benefits across in-house positions nationwide. Texas companies, competing for top legal talent in a competitive hiring market, are offering packages that match or exceed national averages. The report found that 25% percent of respondents have changed jobs within the past two years. Key takeaways include: General Counsel roles in the Texas energy and healthcare sectors are among the highest-paid in the country. Mid-level in-house attorneys are seeing strong salary growth, especially in corporate compliance and data security. Legal operations and compliance officers are benefiting from expanded budgets, reflecting a holistic investment in legal teams. For attorneys in Texas, this means both upward mobility and compensation that reflects the importance of their role within the business. Reasons to Expand Your In-House Legal Counsel Texas corporations are expanding in-house legal counsel for many reasons. In 2024 alone, there were approximately 11,430 in-house counsels in Texas. Cost Efficiency – As outside counsel billing rates continue to climb, Texas companies are shifting more work inside. Knowledge Base: In-house counsel in Texas often sits alongside executives and have the inner working knowledge of the firm. They can provide guidance in real time. According to the report, 62% of individuals going in-house from a law firm were able to focus on a broader range of legal issues. Regulatory Complexity: Texas businesses face unique legal demands that are best addressed by dedicated internal teams, encompassing a range of areas, from energy regulations to healthcare compliance. Flexibility: In-house attorneys offer the flexibility to adapt to the firm’s changing needs. Additionally, in the report, 66% of respondents who went in-house felt an increased focus on business objectives. The shift toward in-house legal hiring does not diminish the importance of Texas law firms. While day-to-day matters are increasingly handled internally, firms remain essential for high-stakes litigation, major mergers and acquisitions (M&A) transactions, and specialized regulatory issues, which continue to rise to an all-time high. Firms in Texas are adapting by providing niche expertise, secondments, and fee structures that complement in-house capabilities. What It Means for Attorneys in Texas According to the U.S. Bureau of Labor Statistics, the number of in-house legal counsel has increased by 49% from 2017 to 2024. This trend translates into a growing number of in-house legal career pathways across the state. Early-career attorneys are finding opportunities with startups and mid-sized companies that are willing to train and integrate talent early. According to the ACC Compensation report, 16% of respondents transitioned directly from law school to in-house roles. Mid-level attorneys are in high demand, particularly those with 5 to 10 years of firm experience who can transition smoothly into managing contracts, compliance, and risk. Senior lawyers are stepping into leadership roles, such as General Counsel, and joining executive teams to shape corporate direction. Attorneys making the move in-house often point to the balance of professional growth, competitive compensation, and the opportunity to be at the heart of business decision-making as the driving forces behind their transition. The growth of in-house legal counsel in Texas shows no sign of slowing. With continued corporate relocations to Texas, expanding industries, and competitive compensation trends, in-house roles are expected to grow stronger through 2025 the remainder of the year and next year. At Collier Legal Search, we take pride in being Houston-based in the Heights and situated in the heart of one of the country’s most active legal hiring markets. We have a front-row view of how Texas companies are expanding their in-house legal teams and the demands for top candidates. Energy and healthcare continue to drive demand in this region, while technology, manufacturing, and finance are fueling opportunities throughout the state. Our deep understanding of the Houston market, combined with over 20 years of experience and an established network, enables us to anticipate statewide trends and connect attorneys with in-house roles. As top legal talent remains in high demand, we are your go-to resource for locating top candidates.

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The PERSONAL Approach to Legal Recruiting

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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

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Legal Performance Reviews

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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.

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RETENTION | The New Legal Talent Strategy

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

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Hiring & Leadership | Lessons from America’s Presidents

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

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Legal Sector Growth in 2025: Key Trends and Insights

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2024 marked a year of growth in the legal industry driven by surging demand for legal services, rising billing rates, and expansion into emerging practice areas. With this growth, finding the right legal talent to meet your firm’s growing needs is essential. Collier Legal Search combines deep expertise in legal staffing with a focus on understanding the specific needs of each law firm to meet their hiring needs in this high-growth environment. Here are the key factors driving this growth and how you can be prepared for continued growth in 2025. Strong Demand Across Sectors The legal markets surge in demand across various sectors led by regulatory compliance, privacy, litigation, and complex commercial transactions. Businesses seek expert legal guidance in an increasingly complex regulatory environment. Legal professionals are being called upon to provide indispensable counsel across these sectors, from navigating new data privacy laws to addressing the intricacies of international trade. Regulatory Compliance and Privacy – Businesses are under pressure to ensure compliance with governments worldwide implementing stricter regulations. Cybersecurity and data privacy are key areas as companies grapple with safeguarding sensitive information amidst rising threats. Law firms specializing in these domains are seeing a boom in activity, with clients requiring help to meet current standards and prepare for future regulatory changes. Collier Legal Search specializes in sourcing top talent in these high-demand areas, ensuring your firm has the expertise needed to stay ahead. Litigation and Complex Commercial Transactions – Litigation remains a cornerstone of the legal industry, bolstered by disputes stemming from economic uncertainties, mergers, and acquisitions. Complex commercial transactions, including cross-border deals and sophisticated financial arrangements, further drive demand for specialized legal expertise. At Collier Legal Search, we connect you with experienced litigators and transactional attorneys who can handle the complexities of these high-stakes cases. Rising Billing Rates Fuel Revenue Growth Law firms are also reporting significant increases in billing rates, contributing to record-breaking revenue figures. According to recent reports, billing rates have risen by an average of 9% in 2024. This uptick reflects clients’ heightened value of expert legal services in navigating today’s challenges. The ability to command higher rates underscores the premium on specialized knowledge and top-tier client service. Profitability at Record Highs Reports from the ABA Journal and other industry sources highlight that law firm profitability is nearing record levels. Double-digit profit growth is becoming the norm as firms effectively manage rising operational costs while capitalizing on high demand. This financial robustness positions the industry to weather future uncertainties with confidence. Collier Legal Search understands that profitability hinges on having the right team. With an established network of candidates, we provide access to skilled attorneys and legal professionals to ensure your firm’s success. Emerging Practice Areas Drive Expansion Several emerging practice areas are experiencing exceptionally high growth, reshaping the legal services landscape. These include: Cybersecurity and Data Privacy: As cyber threats escalate, legal experts in cybersecurity and data privacy are in high demand. Firms are assisting clients with compliance, breach response, and proactive measures to safeguard digital assets. Healthcare Law: The evolving healthcare industry presents legal challenges ranging from regulatory compliance to intellectual property in medical technology. Intellectual Property (IP): Innovation in technology and media continues to fuel IP disputes and transactions, with firms playing a critical role in protecting and monetizing intellectual assets. Environmental, Social, and Governance (ESG) Compliance: As ESG considerations become central to corporate strategy, firms advise clients on navigating this complex and evolving space. Collier Legal Search helps firms tap into these emerging practice areas by sourcing attorneys with specialized skills and experience. Regional Growth: Spotlight on Texas Texas stands out as a hub for legal industry growth. AM Law 100 reports indicate that many Texas-based firms are experiencing some of the most significant headcount and revenue increases, with Houston and Dallas experiencing the most growth. Factors contributing to this regional boom include the state’s thriving economy, a strong corporate presence, and strategic investments in high-growth practice areas. The Texas legal market also benefits from diverse industries, from energy to technology, that rely heavily on legal expertise. Firms in this region are well-positioned to capitalize on continued growth opportunities, cementing Texas’ status as a key player in the national legal landscape. Positive Outlook for 2025 The momentum seen in 2024 is expected to carry into 2025, with experts predicting sustained demand for legal services. Firms are optimistic about expanding into fintech, renewable energy, and international trade law. The industry’s growth and positive outlook create optimism, but there are challenges, including the need for talent acquisition, retention, and maintaining service quality amid rising workloads. Opportunities for Expansion Reports from Bloomberg Law and other sources highlight opportunities in sectors such as: SEC rulemaking and compliance Renewable energy projects Private equity and venture capital transactions Collier Legal Search can help your firm seize these opportunities by providing access to candidates with expertise in these high-growth areas. Navigating Challenges While the industry is in a strong position, firms must address specific challenges to sustain growth. These include: Talent Acquisition and Retention: The high demand for legal services requires a bench of skilled attorneys and support staff. Collier Legal Search excels at helping firms address these challenges by connecting you with top-tier candidates. Our consultative approach involves understanding your firm’s unique needs, conducting a thorough search, and presenting you with a shortlist of highly qualified candidates that best fit your firm. Technology Integration: As the legal industry increasingly digitizes, firms must adopt advanced technologies to streamline operations and enhance client service. This includes leveraging AI for legal research, case management, document review, and having a candidate pool ready to manage the industry’s ongoing technical transitions. Client Expectations: Meeting rising client expectations requires balancing efficiency, transparency, and exceptional service delivery. Firms that prioritize client-centric approaches will stand out in a competitive market. The legal industry’s performance in 2024 highlights its resilience, adaptability, and capacity for innovation. As demand for legal services grows, firms are seizing opportunities in high-growth practice areas, raising billing rates, and achieving record profitability.

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