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Building a Strong Corporate Culture for Law Firms

Many professional services companies, including law firms, are transitioning their workforce to return to the office. For example, Amazon, Apple, and JPMorgan have all instated return-to-work policies in recent months. As a law firm, your business may benefit from similar policies. On-site working legal professionals, such as attorneys and paralegals, tend to advance their skills faster than their hybrid or remote counterparts. The office provides an optimal environment for efficient onboarding and maximum employee support. Legal professionals returning to the workplace may view this shift as a valuable benefit. Enacting in-office work policies and finding qualified legal candidates can help build an efficient, collaborative workplace to boost employee satisfaction and performance. Value of In-Person Working Many law firms are considering the benefits of returning to an in-person work environment post-pandemic. Although remote work has become the norm for many industries, law firms may find that in-office policies promote ease of onboarding, mentorship availability, and skills training that legal candidates seek. Onboarding Ease Returning to an in-person work environment offers several advantages for law firms, including streamlined onboarding for new hires. When employees are present in the office, it’s easier for them to interact with colleagues and gain a more comprehensive understanding of the firm’s culture, values, and operations. In-person onboarding fosters stronger relationships and a greater sense of community among employees. These benefits can lead to higher job satisfaction, better employee retention, and increased productivity for legal firms. By providing an optimal environment for onboarding, your firm can foster long-term success for your employees and the organization. Mentor and Trainer Availability Having mentors and trainers readily available and approachable is crucial for employee growth and development, particularly in the legal industry. When experienced attorneys and legal team supervisors are accessible to answer questions and offer guidance in person, newer team members can learn more quickly and effectively. Approachable mentors and trainers help your firm foster a continuous learning culture, increasing job satisfaction and retention. With this approach, your team leaders can build a more skilled and motivated workforce, translating to better client solutions and law firm growth. Productivity & Growth Productivity and growth are essential for law firms to stay competitive and succeed in the shifting legal industry. In-office strategies encouraging productivity, such as face-to-face meetings, tracking KPI metrics, and sharing regular feedback, can help your firm keep employees focused and motivated. You can promote growth through ongoing learning opportunities and career development at the office to help team members advance their skills in specific areas of law, such as ESG. Offering in-house CLEs or other training and mentorship can help your employees build their expertise, take on new clients, and promote growth for the organization. This is especially important for attorneys on a path to partnership. Collaboration, Top-Down A top-down approach to collaboration is essential for legal firms looking to foster teamwork and drive better outcomes for clients. This collaboration structure also helps ensure everyone is on the same page and working towards the same objectives. A top-down approach to collaboration is particularly effective in an in-person work environment, where team members can interact face-to-face and build strong relationships. Being physically present in the office allows for more spontaneous conversations and informal interactions, leading to more effective collaboration and stronger camaraderie among team members. On-site collaborative tools and technologies, like digital whiteboards, can facilitate communication and information sharing. This helps team members stay connected and productive even when working on different projects. Grow Your Legal Team with Collier Legal Search Collier Legal Search provides legal staffing assistance for law firms seeking to build a strong legal team in the current return-to-work environment. Our experienced recruiters specialize in identifying and attracting qualified legal talent, from entry-level associates to established partners. With a comprehensive understanding of the challenges and possibilities in today’s legal job market, we can guide you throughout the recruitment process and help you find your next hire. Contact us today to discover how we can help you cultivate a more competitive legal team.

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Mid-Market Law Attracts Big Talent

Blogs / Collier Legal

In the current lateral attorney recruiting climate, mid-market and smaller law firms just may have an edge. What Mid-Market and Smaller Law Firms Can Offer Specific perks are offered to lawyers at mid-market and smaller law firms. These benefits continue to attract top talent. Rate Flexibility While Developing Client Base While new 2023 data shows that many large law firms are raising rates by about 10%, lawyers at mid-market or smaller firms often have rate flexibility in keeping with their current and prospective client expectations. Streamlined, Fast Conflict Checking Process New client business is vital to perpetuating any law practice. Conflicts must clear completely before a client can be taken on for representation. At large law firms, the conflict-check process can take a very long time due to the number of matters being handled both domestically and internationally. Smaller law firms can accurately breeze through the conflicts-checking process in a timely manner, paving a clear path to representation while growing market share. Career Development Support and Planning At smaller firms, employees often receive personally tailored career development and planning. At some firms, dedicated hours during the work week are provided to attorneys who may seek real training on how to grow their client base. Also, many mid-size firms engage in strategic workforce planning to ensure a seamless transition when an employee moves or retires. Strategic planning at a smaller firm also means that employees enjoy an open career path with many opportunities for growth both horizontally and vertically. Hands-On Client Matters, From the Boardroom to the Courtroom At smaller firms, less experienced attorneys can often step away from the in-box/out-box daily tasks and are invited to participate in active client representation. Opportunities in both the board and courtrooms can come quickly for these aspiring advocates. WANT TO LEARN MORE ABOUT LAW FIRM PLATFORM DIFFERENCES AND APPROACHES TO THE LAW PRACTICE BUSINESS? Contact our veteran legal recruiting team to learn more. Kay Kurtin Egger, Attorney & Co-Founder of COLLIER LEGAL SEARCH, LLC

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Lateral Partner Move

Blogs / collierlegal

Lateral partner moves occur when law firm partners seek a new position, typically with another organization. While a lateral move may benefit the person moving jobs, it can sometimes leave your law firm with a gap both in revenue stream and in headcount. Learn why partners make lateral moves and how you can work with Collier Legal Search to find a qualified replacement candidate. Why Make a Lateral Partner Move? There are many reasons a partner in a law firm might make a lateral move. Common reasons for partners to leave their current position include: Long-term client portfolio growth and rate and retention of client base. Moving to a new firm might create better rates, leading to better client portfolios and networking opportunities. Improved infrastructure. A new firm may offer a proven, stable structure with strong support systems and people in place. Current work culture. If the work culture at a partner’s current position isn’t the right fit, they may leave to find a more suitable culture fit for improved mental well-being and increased productivity. Growth opportunities. A new firm may provide better growth opportunities than the current firm regarding advancement or personal fulfillment. A better work-life balance. While work-life balance can be difficult for lawyers, the firm culture, location of the firm, and any family commitments can impact that balance. While work-life balance looks different for each person, a firm that offers better opportunities to achieve that balance will help with long-term mental health and work satisfaction. Growth in Texas Over the past several years, Texas has gained national attention for its quickly rising population. Making a lateral move to a firm in Texas could create new opportunities for lawyers for the following reasons: Job opportunities due to business growth. The Texas hiring market shows no signs of slowing down. Firms are hiring partners in many areas including litigation, banking and financial services, capital markets, intellectual property, health care, and bankruptcy. Lack of state income tax. Texas has no state income tax, so partners who move can expect to keep a higher portion of their pay. High-paying jobs. Texas also offers plenty of jobs with higher salaries. Relatively lower cost of living. Depending on the partner’s current location, Texas offers a lower living cost than many other metro areas. Retention Retention is a significant factor in lateral partner moves. Between April 2021 and 2022, top law firms hired nearly 404 lateral partners. When a partner leaves your firm and you begin searching for a new candidate, consider the following factors to attract and retain top talent: Offer performance-based raises. Present a work culture that makes lawyers feel included and visible and ensures they will be treated in a friendly and respectful manner. Make clear opportunities for career progression, advancement, and professional growth. Focus on the social governance factors by hiring and cultivating a diverse gender, race, and ethnicity workforce. Interviewing with Due Diligence When interviewing for a lateral partner move, it’s wise to adopt an organized due diligence approach for the process. Beyond gathering information about work product, clients, and rates, due diligence may also include focusing on specific aspects of the move, exploring competing interests of the candidate’s former law firm, and recognizing appropriate transition steps. What to Focus On When interviewing, due diligence includes focusing on key issues for your law firm and the partner candidate. Obtain information from the candidate regarding reasons for their move and job history. This data can help you determine if they are a good fit for your firm. During the interview, ascertain the candidate’s skill set, personality, and client experience. Discuss their future goals to assess their development potential. Consider economic and profitability questions such as what salary and benefits they expect and how their addition to your firm may boost or hinder profitability. Competing Interests Due diligence during the interview process also includes addressing competing interests and the ethics of bringing on the lateral partner. Consider issues such as: Both law firm’s operating agreements Pre-departure/incoming notice to clients Pre-departure solicitation of clients, colleagues, or staff Joint notices and ballots have been sent to clients Appropriate Transition Steps Due diligence can mean taking the appropriate steps to transition a new partner into your law firm and supporting them in taking proper transitional actions at their former firm. For example, plan for a length of transition and start date that honors their prior commitments with the other firm and inform their colleagues. Announce their hiring early at your firm so staff can prepare for a new addition. Collier Legal Search Can Help Navigate a Partner Lateral Move If a partner at your firm makes a lateral move, work with Collier Legal Search to navigate the change. We offer legal recruiting services that can match you with skilled candidates that can step in and help your firm as you make the transition to a new partner or fill the role permanently. Contact Collier Legal Search to learn more about our recruiting process and how we can help you along the way.

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Interest Rates Effect on Businesses and Legal Recruiting

Blogs / collierlegal

With interest rates and inflation rising, you may wonder how this financial uncertainty will affect your business. As interest rates rise, so does the need for qualified legal professionals. Rising interest rates affect businesses and legal recruiting by increasing the demand for legal professionals, highlighting the importance of developing relationships with a legal staffing firm. Learn more about our country’s current financial state and how interest rate increases may affect your business, so you can determine how to protect your company and hire employees who will provide the most benefit to your business during these uncertain times. What is the Current Financial Situation? The Federal Reserve recently raised its target federal funds rate by .75% to compensate for the runaway inflation that currently plagues the country. The current inflation rate exceeds financial analyst predictions, rising 8.6% this May, the fastest pace since 1981. Surging gas, food, and energy prices are the main culprits contributing to this rise. The outlook for the supply chain looks grim as well. Much of this trouble relates to the Covid-19 pandemic, which has slowed down or completely interrupted product movement at nearly every stage of the supply chain. Factories thought to be too big to fail had to close their doors permanently, and shipping delays abound due to port and railway closures. During the pandemic layoffs, many qualified employees lost their jobs as companies downsized to stay afloat. As the country slowly returns to normalcy, many businesses face worker shortages. Amid the shifting recruiting and hiring landscape, the legal industry has emerged busier than ever, with more employers seeking qualified workers to rebuild and grow their firms. Effect on Small and Midsize Businesses Interest rate hikes impact businesses of all sizes, particularly small and midsize companies that generally operate with a narrower profit margin. Since higher interest rates generally lead to higher business costs, companies with already thin profit margins may find it challenging to grow their business. When operating on narrow margins, outsourcing for staffing needs may seem like an unnecessary expense. However, working with a qualified staffing firm allows you to spend time focused on your business. At the same time, a legal recruiting firm sifts through resumes and vets potential candidates, saving time better spent on your business’ productivity. In such a tight hiring market, developing a relationship with a legal recruiting firm saves money and increases profits in the long run. What Industries Are Most Affected? High-interest rates affect businesses in every sector, but industrial and manufacturing companies and commercial real estate companies seem to be particularly hard hit by these higher rates. The commercial real estate industry has suffered due to Covid-lockdowns and the move to remote work. In contrast, the manufacturing and industrial industries have seen significant supply chain and transportation issues. Conversely, some businesses are discovering that the shortage of workers in the wake of the Covid-19 pandemic is opening up new and exciting possibilities. The legal industry, for example, saw a general downsizing during the pandemic but has proved that it can survive even the worst financial conditions. Now, law offices across the country are returning to work with a vengeance and actively hiring swarms of new employees. Many law offices use experienced law recruiting firms like Collier Legal to find the best employees on the market. Why Choose Collier Legal? As the need for experienced legal staff increases, developing a relationship with a credible staffing agency will streamline your hiring process and ensure you recruit the best talent for your law firm. At Collier Legal, we help you find the best legal talent for your business. With over one hundred years of combined experience, our staff has a reputation for excellence in finding and matching candidates to legal firms of every size. Sifting through resumes to find the right person for your company can be challenging and time-consuming. Let us help you with the recruiting process. Call us today or fill out a contact form online to get started.

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Gender Diversity in Law Firms Impacts Success

Blogs / collierlegal

Achieving gender diversity at all levels of the legal field is essential for creating an equitable and prosperous law firm. The advantages of gender-diverse associates, management, and board members cannot be ignored in the hyper-competitive law industry. Research shows that gender-diverse law firms achieve 10% higher client spending and are 15% more likely to earn above-average financial returns. Given the numbers, firms must take action to increase their gender diversity. However, firms seeking a gender-diverse workforce face several challenges on their path to diversity. To counteract the unconscious bias and domestic responsibilities that most frequently block women’s advancement to positions of power, firms need to create a culture of inclusion, hire ESG (environmental, social, and governance) consultants, and codify hiring and advancement quotas. How to Build Gender Diverse Legal Teams and Leadership The key to building gender-diverse legal teams and firm leadership is attracting women with a gender-inclusive culture, offering flexible work options, and countering unconscious bias. Women make up over half of current law school graduates, so there is no reason for lack of representation at every level of a firm. Build a culture of diversity and inclusion Company culture is hugely important in attracting and retaining women in the workforce. Start creating an inclusive culture by giving your workers anonymous and non-anonymous ways of providing feedback. Consider hiring an ESG expert to assess your firm. They can determine which departments lack gender diversity and provide guidance on implementing gender-inclusive practices to promote company growth. Start a woman-to-woman mentorship program where women in higher positions meet with newly hired women to discuss and advise on careers. The most critical action in creating a culture of diversity is hiring and promoting more women. Hiring, retention, and advancement quotas Hiring quotas are legal if they are meant to fix a gross imbalance, do not unduly harm others, are temporary, and are regularly reviewed. Many firms have a gross inequality of gender diversity in their management, equity partners, and board of directors. Setting goals or quotas to match the gender makeup of the labor pool in these areas is an excellent practice to implement. Counteract unconscious bias and cultural obstacles Gender biases are usually unconscious, but they are undeniably detrimental to gender diversity. Simple fixes like removing gender indications from application materials and gender-based hiring and advancement goals can counteract unconscious bias’ adverse consequences. Women’s disproportionately large domestic and caregiving responsibilities are often cited as the most significant obstacles to career advancement. Providing women with flexible work alternatives, like remote work, helps overcome this cultural obstacle. Many companies already recognize the importance of alternative work options, so offering flexible work may already be part of your business structure. Expand it further with childcare benefits and flexible work hours. Culture of Diversity Creating a culture of diversity is essential to attracting and retaining high-quality talent. It acts as a magnet for talent because satisfied workers are a company’s strongest recruiting tool. Improving worker morale through an inclusive work culture also increases employee retention, which allows your firm to advance women to management positions. A diverse work environment shows continual benefits as women move into leadership positions. It creates an even more inclusive space that attracts high-achieving women to the firm. To create a culture of diversity, begin by hosting allyship seminars, setting hiring goals, and asking for continuous feedback from your current employees. As you implement these strategies, you can watch as your firm grows more diverse. Women in the Legal Field Most firms have been focusing their diversity efforts on entry to mid-level positions, with women well represented in junior to senior level partners. Firms’ biggest challenge is retaining women to advance them to management and board of directors positions. It is beneficial for firms to overcome this obstacle because clients primarily want women in positions of power. Always ask your clients about their opinions on your firm’s gender diversity because client feedback is a strong influencer in favor of more gender inclusivity. Top Firms are Leading the Way Some of the world’s largest law firms, including Freshfields Bruckhaus Deringer and Linklaters, are leading the legal industry in gender diversity in positions of power after appointing women to be executive leaders. The legal field is creating a pipeline for the best women to overcome the obstacles and get a fair chance for the top positions. Many firms are also working with ESG experts to lead gender diversity. ESG factors provide legal firms with helpful guidelines regarding building a gender-diverse workplace. By partnering with an ESG expert candidate, your firm can adhere to socially progressive hiring criteria. Given the advantages of diverse workforces in legal firms, it is to every firm’s advantage to make this advancement pipeline a reality. A change toward gender diversity in law firms is occurring across the industry, and being a leader in this change is financially advantageous and morally correct. Hire Qualified Women Through Collier Legal Search While there are some obstacles to overcome to increase gender diversity in law firms, finding qualified women to hire does not have to be one. At Collier Legal Search, we take a consultative approach to connecting the best candidates for every open position. While your firm focuses on creating an inclusive culture, we send highly qualified candidates to uphold that culture and advance to positions of power. Contact us for more information on how we can help you increase gender diversity by providing ESG experts and offering smart candidate placement. Collier Legal Search founded by Kellie Collier and Kay Egger is a Woman-Owned Business.

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Filling The Gap Between Experience & Availability

Blogs / collierlegal

The rise of corporate litigation, stemming from the COVID-19 pandemic, created a corporate law attorney shortage in the U.S. This shortage is more significant in Texas because several big corporations now call the state home. With many law offices and in-house corporate attorney positions available, businesses are looking for qualified candidates. Explore the corporate law attorney shortage issue and find out how Collier Legal Search can help fill the gap between experience and availability. The Rise in Corporate Litigation Post-Covid In the wake of COVID-19, a rise in corporate litigation has swept the legal industry. Issues put on hold during lockdowns are moving ahead quickly. Also, new concerns that arose directly from the COVID crisis are being brought into litigation. Issues include: Data privacy issues Commercial disputes Bribery and corruption Business interruptions brought on by COVID Fraud Bankruptcy Contract disputes The rise in corporate legal issues has caused a spike in in-house litigation hiring and spending to keep up with demand. In addition, there is a demand for outside legal representation in corporate matters by businesses involved in litigation. Big Business in Texas The corporate attorney shortage is hitting Texas business hard. Several big-name corporations have recently moved their headquarters to the Lone Star State to take advantage of our excellent quality of life. The steady climate, favorable income tax laws, low cost of living, and access to global markets with well-developed infrastructure are attractive. The list of companies that have made Texas their home include: Oracle Hewlett Packard Tesla Dropbox 8VC Firetrail Amazon Named the Best State for Business by the country’s top CEOs for the 17th year in a row, the emerging corporate landscape has shaken up the Fortune 500 lists in major Texas cities. Now, the big players include information technology companies along with oil and gas corporations. Rising Demand for Corporate Law Attorneys While corporate growth is positive for the Texas economy, it has created challenges in the legal sector. With the national increase in corporate litigation cases, Texas has a shortage of corporate law attorneys. The shortage, which began before COVID-19 in Texas, has grown with the pandemic. The corporate growth of the Houston and Dallas metro areas has led to many businesses searching for legal candidates to handle the increase in legal litigation. Lack of Experienced Corporate Law Attorneys It isn’t just the number of corporate law attorneys that is lacking; it is the experience required to handle the complex corporate litigation required by big-name players. Mergers and acquisitions within the oil and industry sector are creating the need for highly skilled corporate law attorneys in large numbers. Many corporations look to grow their in-house corporate law staff, while others look to outside law firms. Although the number of local attorney firms is growing, it has not yet caught up to the rate of its corporate counterpart. Reports estimate that the available number of lawyers has stayed relatively stable since the Great Recession in 2008. Many in the legal field feel that since 2018, the legal need in Texas has grown rapidly, almost overnight, leaving a gap between the availability of lawyers and their expertise, especially in high-stakes corporate law. Filling the Gap Between Experience and Availability To fill the gap between the shortage of corporate law attorneys for businesses in Texas and available, experienced candidates, companies can utilize the services of Collier Legal Search, a full-service legal recruiting agency that pairs you with experienced candidates. Our team of former legal assistants, paralegals, trial attorneys, and entrepreneurs understands the importance of meeting your company’s specific legal needs, as well as how to assess candidates for corporate law positions. If you cannot find a corporate law attorney to represent you, work with Collier Legal to find a placement to handle your cases with legal expertise. Find out how Collier Legal Search can help you find a candidate to meet your needs. Collier Legal Search Connects Attorneys and Businesses Collier Legal Search connects your business with qualified corporate law attorney candidates, so you are covered for all your legal needs. We have built a network of experienced legal candidates to find you the right person. Contact Collier Legal Search today to get started.

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Switching Firms? Steps You Should Know

Blogs / collierlegal

Have you considered these steps when switching firms? Lawyers have many reasons for switching firms. Some are not happy with their current situation; others want to move up the ladder. For associates, the peak period for making an initial move is between years two through five. A typical lawyer may move two to four times before becoming a partner. A well-planned lateral move can offer more income, better opportunities, and a broader skill-set. For an associate, it often takes at least three months from sending out resumes to the start date with a new firm. It can take much longer for partners, counsel, and in-house attorneys. If you are considering switching firms next year, start as soon as possible because each of the following steps in the lateral move process can take several weeks: Do Your Research – Make sure the firms you target make sense for your career path. Send Out Resumes – Update your resume and tailor your cover letter for each firm you are approaching. Follow the submission instructions (electronic or paper) for your target firms. Screening Interview – Some firms respond to a candidate’s submission immediately. Other firms may take a few weeks or longer to set up a screening interview. Full Round of Interviews – If the screening interview goes well, a firm will ask the candidate back for a full round of interviews. Be prepared to discuss your legal career with various partners. Final Round of Interviews – Some firms hold three rounds of interviews to ensure that all key partners are involved. Firm Makes Offer – Partners meet and decide if they will make an offer. Accept the Offer – If you receive a written offer letter, respond within 7-14 days. Background Checks & Conflicts – After you accept an offer, the firm will conduct background and conflict checks. It can take a long time to go through every case you’ve handled during your career. Give Notice – Wait for the new firm to confirm the background checks and conflicts checks are complete before you let your current employer know that you are leaving. Reference Checks – The new firm may contact references during the vetting process, or after you’ve confirmed your start date. Set a Start Date – Most firms will want you to start within a reasonable time frame. Now isn’t the time to let them know about a two-week vacation you have scheduled. Keep in mind that all of this needs to happen discreetly, as you are billing hours and handling casework at your current firm. Consider working with a recruiter if you are switching firms as we can juggle and optimize the timing of the process. An experienced professional can help with any stage of the process and maximize your chances of getting an offer.

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Etiquette of Leaving a Law Firm

Blogs, Candidates / collierlegal

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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