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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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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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Importance of Partnering with a Trusted Recruiter

Strengthening Your Law Firm’s Team in an Election Year

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Law firms nationwide brace for the dynamics of an election year as we welcome the second quarter of 2024. The political climate invariably heats the legal landscape, rendering it more demanding and sometimes unpredictable. Yet, this period is also ripe with opportunities for law firm partners—a chance to lead with strength by consolidating the best talent within your teams. Understanding an election year’s impact on legal proceedings, client expectations, and regulatory changes is pivotal for every successful law firm. As we advance into the latter half of this crucial year, having a robust staff and legal team is critical. Building a Solid Team Partner with a high-quality attorney recruitment company. This recruiting team should understand the complexities of matching, recruiting, and screening partners with portable books of business, adding to your bottom line and helping you hit your firm’s growth goals. The proficiency and preparedness of your staff are paramount in navigating an election year. Law firm partners should regard their attorneys as practitioners and strategic thinkers who can navigate the complexities that electoral decisions bring to the legal sector. Your staff’s agility to adapt to fast-changing regulations and the influx of politically sensitive cases will set your firm apart. Hire for long-term value, not just to fill immediate needs. Make sure new staff aligns with your company culture and goals. A solid team ensures the firm is prepared to handle cases that might surge due to political shifts. Partners must reinforce areas such as election law, regulatory and compliance practices, and political law litigation, which will likely increase activity. Election Years Bring Opportunities During an election cycle, clients are increasingly alert and anxious about the potential impacts of legislation and policy changes. They depend on their legal counsel to provide expertise and foresight. Having attorneys who are well-versed in political pivots and their implications helps deliver confident guidance when clients need it most. Attorneys with a blend of legal acumen and a nuanced understanding of the political environment become invaluable assets. Investing in ongoing training and development ensures that your staff remains ahead of the curve when it comes to election-induced challenges. Positioning Your Firm as a Thought Leader Establishing your law firm as a thought leader during an election year can boost its reputation and attract top-tier clientele. Producing insightful analyses on how potential election outcomes may affect different sectors or legal disciplines showcases your firm’s depth of knowledge and proactive approach.By amplifying the voices of your most knowledgeable attorneys through seminars, white papers, and media appearances, your firm demonstrates command over the complexities of an election year and its legal intricacies. This strategic visibility places your firm at the forefront, making it a preferred choice for clients seeking guidance during these high-pressure times. Law firm partners hold the reins in shaping a resilient and formidable staff capable of excelling during an election year filled with unpredictability and potential. Let Collier Legal Search help you solidify your team for the remainder of the year and beyond. The investment you make today in selecting and nurturing top legal talent will pay dividends in your firm’s performance and reputation during and after the election.

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Eliminate Interview Horrors

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

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Competitive Advantage in Hiring Legal Staff

Strategic Workforce Planning for 2023

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As 2022 comes to a close, law firms are examining their staffing needs for the coming year. The past year has been tumultuous, with low unemployment, high inflation, and the lingering effects of the Great Resignation hindering law office recruitment efforts. With evolving workplace needs and changing employment prospects, all law firms should formulate a strategic workforce plan to ensure they have the best legal staff for their corporate needs. The last few years have seen the rise of strategic workforce planning methods to handle the ever-changing market, including best practices for finding and retaining top talent. Developing a strategic workforce plan can help your law firm ensure you have the ideal staff for your needs. For the best legal staffing services, contact Collier Legal. We can support your workforce planning strategy by connecting you with highly qualified candidates to fill employment gaps at your firm. What is Strategic Workforce Planning? Strategic workforce planning is creating and adapting a staffing plan that adapts to the ever-changing needs of your organization. This process analyzes your existing workforce and strategizes what your organization will need regarding ability and staffing numbers in the future. Simply put, strategic workforce planning ensures that you have the correct number of employees at the right time, with the proper skill set, so your company is successful in the near and long term. Why is Strategic Workforce Planning Important? Strategic workforce planning can help your organization prepare for whatever comes your way in the future. The COVID-19 pandemic and the resulting economic aftershocks were unexpected for many businesses, and they took a hit when their staffing was less than ideal for the changing economic climate. A strategic workforce plan helps you be prepared for the future by: Building a lean, talented, and focused staff Improving retention rates Building a solid corporate foundation Boosting your daily productivity Ensuring you have covered any potential knowledge or skills gaps Developing a Strategic Workforce Plan Developing a strategic workforce plan looks at an organization’s current staff. It accurately forecasts what steps and staffing needs will be required to attract and retain talent successfully. These plans ensure that the company can remain effective and grow in unforeseen situations. Staying dynamic and flexible in response to work disruptions caused by internal or external issues, from staffing shortages to economic headwinds, is necessary in the modern working world. By planning, law firms can prevent setbacks and maintain growth trajectories with minimal interference. Developing a strategic workforce plan considers predictions on issues employees might have. This includes extended leave and seasonal or periodic needs that might necessitate staff expansion, such as holiday business booms or employee vacations during school holidays. Your plan should also account for external factors like inflation, changes in legal requirements, and current unemployment figures. These issues will affect your law firm’s ability to hire top talent and change the number of employees your firm needs. Analyze Current Workforce – Skill Sets and Skill GapsAny strategic workforce plan begins with a comprehensive analysis of your current workforce. Your organization must understand your employees’ skills, where you may need further training and development, and where you may be over or understaffed. Conducting a current workforce analysis lets you define growth objectives, prepare for disruptions, and plan recruiting and retention strategies for your firm. Define Growth Objectives To understand what kind of workforce you need to build, you must have clear, actionable growth objectives. Define your firm’s top growth objectives, such as acquiring new clients or expanding your current offices. Then, break down the staffing needs these goals will require. For example, if you focus on diversifying your employee pool, you may want to work with candidates with experience in social governance. Be Prepared for Disruptions Strategic workforce planning includes preparing for potential staffing disruptions. Sickness, retirement, resignations, or family obligations can cause these disruptions. You can create a staffing plan by understanding which disruptions your firm may need to prepare for. For example, you can work with a recruiting firm to line up candidates when a top performer makes a lateral move to another organization. Plan a Recruiting Strategy Your recruiting strategy should be growth-focused. It should detail what skills and knowledge your team needs to reach your growth objectives. Planning the strategy involves: Establishing a baseline budget for new hires and existing staff Identifying gaps in the skills and abilities of your workforce Creating a recruiting strategy that includes how you will find talent, including advertising in the professional press, hiring headhunters, or connecting Collier Legal Setting a timeline to find, screen, interview, and hire the staff you need Retention of Talent StrategyBeyond simply finding great staff, a strategic workforce plan must include a talent retention strategy. Designing a comprehensive plan to keep the talent you have is vital for planning for your future staff needs, including a mentoring system, competitive salary increases, generous benefits, and a healthy work-life balance. Execute PlanTo implement an effective workforce planning strategy, you must execute the elements of your plan. Begin recruiting to expand your candidate pool and start training and professional development programs for existing employees. Work with an experienced legal staffing firm to find qualified candidates to interview, so you have a pipeline of contacts ready when needed. Evaluate Results to Adjust for a Future PlanYou should constantly perform workforce planning with periodic reviews to track the plan’s progress, respond to new developments, and adapt to your law firm’s changing needs. These actions help the workforce plan stay relevant and effective for your organization and allow you to learn from past recruiting efforts, perfecting future iterations. Retention of Talent Retaining talent must be a top concern in your firm’s strategic workforce plan. While firms like Collier Legal can help you find the best talent, you must also have a retention plan to keep employees content and motivated to work for your firm. It costs nearly $4,700 to hire a new employee, and it takes several weeks to perform their position efficiently. Instead of spending thousands on hiring new employees, you can take steps to retain talent already at your firm. Steps to Talent Retention Your

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Gender Diversity in Law Firms Impacts Success

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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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2022 Hiring Trends

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As the new year begins, law firms are still reeling from a skilled worker shortage brought on by a strong economy, the lasting effects of pandemic layoffs, and the great resignation. In May 2021, there were 8,268 open positions for lawyers across the United States, a 150% increase from early 2020. This is not surprising when reports of mass resignations are paired with increased corporate demand for legal services. The result of the trends catalyzed by the global pandemic is that 2022 will continue to be an applicant’s job market. Firms need to use their hiring budget to develop employee-friendly characteristics, like flexible work schedules, to attract qualified employees. Law firms also need to invest in technology that supports hybrid working models. If companies can implement successful hiring changes, there is significant potential for business growth. Demand for legal services is high, and the job market requires firms to invest in new hire recruitment. Learn the 2022 hiring trends and how to get the best talent for your firm. Candidate Driven Market Applicants have the advantage in a job market when there are a lot of available openings. Since workers are not threatened by the prospect of a long job search, they are willing to leave their job for another one. 2021 saw significant increases in employee turnover in professional services, with quitting rates per month increasing from 2.9% in 2020 to 3.7% in 2021. At the same time workers were leaving their jobs, the demand for legal services was at a record high, resulting in the few applicants applying for positions vying for higher salaries. There were more mergers and acquisitions in the first half of 2021 than in the past 20 years. In addition, the pandemic created a backlog of cases that firms have started to work through as courts open in-person hearings and make virtual hearings more efficient. Emphasis on Valuing Employees and Accommodating Their Needs If law firms want to maintain or expand their client pool in 2022, they need to stand out to potential employees by putting them first. The candidate-driven job market affords candidates too many opportunities for firms to offer average job packages and expect them to come on board. Firms need to accommodate the new job ideal that most young professionals seek. It is characterized by improved employee experience via company culture and work flexibility. Job seekers will assess their employment options based on the company culture and whether the working environment benefits them emotionally, mentally, and physically. Create and Support a Strong Employer Value Proposition (EVP) Employer Value Proposition (EVP) is the promise you make to legal talent about what your firm and the job offers. A strong EVP includes more than pay, benefits, and training. An EVP that works as a recruitment tool also lists company culture distinctions, the job’s role in the company’s goals, and the differences between your firm and the competition. Writing a compelling EVP is one thing, but your firm has to support your EVP for top talent to sign on and stick with you. Consequently, firms invest more in recruitment packages and employee retention services like flexible working arrangements. Work Flexibility The recent shift to at-home work uncovered the potential for workplace flexibility, and workers want this to continue. 84% of workers want the option to work from home, so a firm without a remote work option is at a hiring disadvantage. The most attractive firms for current candidates invest in quality training that allows employees to work successfully in the office, remotely, or in a hybrid model where they work from home a few days a week. Firms with freelance opportunities also expand their candidate pool by attracting applicants who don’t want to be tied down to a single company or position. Technology’s Role in Hiring and Retention AI or automated computer systems are gaining prevalence in the legal industry because they make firms more efficient, are compatible with remote work, and improve the client transfer process. As lawyers find new jobs and bring clients with them, it is more important than ever to have efficient client transfers. AI client transfer systems remove manual steps, like document accumulation, so that a firm’s attorneys can focus on billable work rather than clerical work. The AI systems also afford new hires the flexibility to work at home because their client transfers no longer require effective communication and collaboration with the client and new firm. Connect with Candidates at Collier Legal Search 2022 has the potential to bring significant growth to law firms and provide workers with jobs offering lucrative benefits. The hiring trends are based on candidates having the upper hand in the labor market, so if firms want to capitalize on the growing demand for legal services, they need to offer significant perks to candidates. Firms can use the legal staffing recruitment services that Collier Legal Search provides to connect with the best legal talent for their open positions. Collier Legal Search has 17 years of legal placement experience and can quickly fill your firm’s temporary or permanent openings. Contact us today with any questions about our placement services.

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