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Implementing Temp to Perm successfully

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

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Benefits of Hiring a Project Attorney

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Going to trial? Here’s how a project attorney can help. Much has been written about the use of a project attorney to maximize billing profits and minimize overhead expenses for law firms. Many firms use project attorneys to take on some of the day-to-day operations and smaller tasks to free up the time of staff attorneys and partners for higher profit activities. However, the versatility of project attorneys should not be overlooked in the case of trials. A major trial is a Herculean task, and even relatively simple cases can involve thousands of pages of documents, multiple witnesses and countless hours of preparation.  Consider the benefits of having the extra-legal talent for the following aspects of going to trial: Trial Prep The period leading up to a major hearing or trial can be overwhelming.  This phase of litigation is extremely time-consuming and often more detail-oriented than many lawyers tend to anticipate.  The deadlines get progressively tighter, and numerous details need to be settled at this stage. A project lawyer, brought in at the outset, can help with discovery, preparing witness questions and exhibit lists, trial briefs, jury instructions, anticipating evidentiary issues or objections, and any other preparations required for the upcoming trial. 2nd Chair Co-Council If the firm has a major case that is too big for one attorney to try alone or if the first chair attorney doesn’t have extensive jury trial experience, a qualified project attorney can guide the process from start to finish. A contract second chair attorney can help implement the trial strategy, offer support and ensure that everything runs smoothly throughout the trial. Fieldwork and Court Appearances Being in two places at the same time is impossible, but attorneys are often required to do just that. Required activities such as taking depositions can often consume entire days of valuable time that could be spent on higher-return activities. A project attorney can handle depositions, conduct interviews, and site visits, appear for routine court hearings, defend a deposition or represent clients at a settlement. Litigation Support Staff Document-intensive litigation can overwhelm a law firm’s daily operations. Furthermore, the increase in client communication prior to a trial can consume significant amounts of an attorney’s time and resources. Temporary paralegals, legal assistants or legal secretaries hired specifically for trial-related work can keep the documents organized, the parties informed, and the case running smoothly and on deadline. Office Support Sometimes a trial consumes the time and attention of the law firm’s entire staff and pulls resources away from day-to-day operations. Everything from billing to marketing to client communications can suffer. Hiring legal office support staff for the duration of the trial can minimize the disorganization and fallout when the trial concludes, and business must return to normal. 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 unique approach to building our candidate database consistently delivers results that clients can depend on. We are committed to maximizing success for our clients and our candidates. Contact us at 832-239-5253 to give us the opportunity to work with you in hiring a project attorney.

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The Perils of Professional Ghosting

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Has Professional Ghosting Crept Into Your Workplace? Halloween is right around the corner, and the streets will soon be filled with little witches, goblins, and ghosts. But what about the ghosts wandering the corporate realm? Ghosting was once a term reserved for the dating scene and used to describe a person who suddenly disappeared from the relationship by going dark on social media, chats and other digital communication. As with most digital trends, it was only a matter of time before the ghosting phenomenon crept insidiously into the workplace. Professional ghosting is just as unpleasant and unnerving as personal ghosting and can take many forms: Examples of Workplace Ghosting Managers ignoring job applicants, even after sending strong hiring signals. Candidates failing to appear for scheduled interviews with no explanation. Candidates accepting a job and never showing up. Employees leaving a job with zero notice and ignoring communication attempts. Candidates suddenly ignoring a recruiter that has been working on their placement. Reasons for Ghosting Employment professionals have identified many reasons that professional ghosting has become rampant: The job market is excellent and qualified candidates often have more offers than they can handle. Most people do not like confrontation or awkwardness, so they select the route of least resistance where no response is, in itself, a response. The younger generation of millennials and Gen Z are less adept at face to face, or even digital conversations, that are unpleasant. Some people can’t say no, and they overcommit instead of turning down offers. Consequences of Ghosting in the Workplace While the person doing the ghosting may feel that their disappearance is a harmless and inevitable part of doing business, the person who has been ghosted often has a bitter impression that isn’t quickly forgotten. Anyone who intends to build a career should consider these factors: Reputation– Most industries are close-knit, with the same professionals sharing information, advice and business leads. If someone has been ghosted, they will share the experience with others, and word will get around pretty quickly. Relationships– The job market is excellent today, but ghosting an employer or recruiter will burn bridges in your professional life. It’s risky to alienate a manager you may end up working with in the future or a recruiter who could be instrumental in developing your career. Respect– The Golden Rule applies in the workplace, just as in personal relationships. Treat others as you would like to be treated. A simple phone call or email explaining the situation may be uncomfortable,  but it is preferable to vanishing into thin air – like a ghost. Full-Service Legal Staffing You Can Depend On If you are ready to start developing a professional relationship with a trusted advisor, contact a consultant at Collier Legal Search to find out how we can help you attain your career goals. Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Our experience in the industry and unique approach to building our candidate database delivers dependable results. We are committed to maximizing success for our clients and our candidates. Contact us at 832-239-5253 to give us the opportunity to work with you.

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Job Search Tips for New Graduates

Blogs, Candidates /

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

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Legal Recruiting in a Candidate-Driven Market

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Legal recruiting can be challenging in the current candidate-driven market. Many law firms and corporate legal departments are struggling to find talent in 2018’s candidate-driven market. The national unemployment rate is at historic lows, and the Texas job market is no different. Experienced legal professionals, from attorneys to support staff, are in high demand with qualified candidates enjoying leverage when considering a move. In particular, the legal industry’s lateral job market continues to grow, often constituting a significant percentage of a firm’s overall numbers. For firms and corporate legal departments trying to fill positions,  now is the best time to utilize outside expertise. An experienced legal recruiter can help with the four C’s of finding talent in this candidate-driven market: Consultation The first step of working with a recruiter is to establish a relationship through a meeting of the minds. The recruiter should meet with the partner(s) responsible for the search to learn about practice areas, growth, plans for the future, critical issues, preferences, and other matters that will allow the search firm to work more efficiently. A recruiter who can knowledgeably answer candidates’ questions can represent the firm, the partners and the position accurately. Culture Workers today are very interested in an organization’s corporate culture, and attorneys are no different. Company and department branding carry greater importance as competition for candidates continues to tighten. Being able to articulate and promote your firm’s particular culture is very important in attracting the kind of candidate that will be a good fit. A recruiter can help crystalize the finer points of your firm’s culture, differentiate it from other firms, and market it to candidates. Candidates Of course, the desired outcome of working with a recruiter is to find qualified, well-matched candidates for open positions. Seasoned recruiters maintain databases and regularly stay in contact with the top attorneys and support staff in their market. Furthermore, they often have in-depth knowledge of those individuals’ skill sets, career objectives and compensation packages, even if those professionals are not actively looking for jobs. A recruiter can discreetly reach out to individuals that they already know will match a firm’s criteria. Compensation With candidates currently receiving multiple offers and counter-offers, employers must differentiate their proposal to remain competitive for top talent. While salary will always be one of the top criteria, other factors such as flexible work schedules, telecommuting, performance-based bonuses, training, and paid parking are some of the perks that can tip the scales. A recruiter with extensive knowledge of the market can advise what the current compensation trends and most attractive packages are. Full-Service Legal Recruiting You Can Depend On Collier Legal Search is a full-service legal recruiting company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Let us help you with your legal recruiting needs. Our experience in the industry and a unique approach to building our candidate database consistently delivers results that clients can depend on, especially in a candidate-driven market. We are committed to maximizing success for our clients and our candidates.  Contact us at 832-239-5253 to give us the opportunity to work with you.

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Preparing for a Presentation Interview

Blogs, Candidates /

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

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Summer Staffing Checklist

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Some businesses experience a slowdown during the summer months, while others remain busy. Here is a summer staffing checklist to get you through the summer.   During the summer, partners and associates often sacrifice their vacations to client cases and litigation schedules, but the same is not necessarily true for legal support staff such as secretaries, receptionists, paralegals, and IT professionals. Individuals in these roles may stick to the traditional schedule of taking a summer vacation, regardless of what may be going on in the office. For firm management, it is important to anticipate that there may be gaps in the firm’s support network from June through September. Here are some tips on managing gaps in summer staffing: Create and finalize summer vacation schedules Remind workers of the firm’s vacation policy, including the required length of notice, if there is one. Whether your firm uses seniority or a first-come, first-served method to grant time off, be sure the process is consistent to avoid conflict or liability. Managers should create a vacation calendar and a backup list for everyone on the team in anticipation of summer absences. Identify gaps in coverage Speak with practice group managers and find out what the anticipated workload will be throughout the summer. Decide where current staff can step in and where extra help is needed. When in doubt, err on the side of caution and bring in the extra manpower! Adjustments can always be made later. Have vacationing staff members, attorneys and managers clearly outline the work that will need to be done in their absence. Waiting until the paralegal is already on the beach in Rio will result in aggravation, wasted time and errors in casework. Secure workers before you need them Now that you know exactly where the gaps are and what the nature of the work is, contact your HR department or a legal staffing firm as soon as possible to secure qualified temporary workers. Remember that many other firms and in-house legal departments will be facing the same challenges. While your firm won’t be responsible for payroll, taxes or benefits for temporary workers, consider some office perks such as free snacks and meals or a performance bonus to attract the most qualified prospects. Evaluate future needs The U.S. economy has been outperforming expectations in 2018, and this may translate into more work for law firms. If your firm has seen an uptick in solid business growth, it may be a good idea to retain the summer workers that truly shined. There is no rule that says temporary employees have to remain as such. They can easily be converted to full-time employees if both parties feel that the relationship is beneficial. Talk to the experts at Collier Legal Search if your firm needs summer legal professionals or long-term placements. We are a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations.

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Tips to Avoid Staff Turnover

Companies, Employers /

Do you experience high staff turnover? Staff turnover is an unavoidable, natural part of the hiring and employment cycle. Staff turnover is an unavoidable, natural part of the hiring and employment cycle. Economic turmoil, industry fluctuations and attrition can cause unexpected spikes in turnover, but if your firm has regularly lost talent across a number of practice areas and positions in recent years, that’s an indication that there may be more serious issues.  Warning signs can include a mass exodus of associates and support staff, clerical positions that are continually open, or a particular partner who can’t seem to retain talent. Law firms with high turnover can suffer significant data, knowledge and client loss, not to mention the cost of salaries, benefits, and time invested. When a lawyer leaves, a significant investment is lost. Aside from salaries and bonuses, law firms can spend thousands of dollars recruiting and training, sometimes paying for bar exam prep courses, moving expenses, and CLE. Here are some of the major factors that can contribute to high turnover, and how a temporary hire might be the right solution: Poor selection process– When staff turnover at the firm seems unusually high, one of the first things to investigate is the firm’s selection process. If a firm continually hires extremely over or under-qualified applicants, it will simply be a matter of time before workers become frustrated or disillusioned and look for something better matched to their skill set. Take a realistic look at the firm’s expectations: Is management seeking out Ivy League or top tier attorneys to handle work that could be done by a paralegal? Does the firm really require someone with more than 5 years of experience, or is in-house training possible? If it is evident that the organization is always hiring the wrong people, a temporary firm can help define what the job description should be and assist in finding a prospect that is the right fit for the position and for the firm. Firm Culture– Many older workers may be satisfied to put in the required hours, work hard, and collect a paycheck regardless of firm culture.  However, millennials tend to place much higher importance on the firm’s core values as well as their employment experience. If the firm seems to have difficulty retaining younger talent, it may have something to do with the lack of company culture or clearly stated mission.  While the management team addresses the core values and firm culture, temporary workers can replace workers that have left. Difficult Personality – If rampant staff turnover seems to be concentrated in a certain department or under a particular partner, there may be personality issues at play. A brilliant attorney who is constantly screaming at associates or expecting support staff to handle his personal affairs will always have a revolving door of talent. It is critical to address the nature of the issue to ensure that the firm is protected from any liability arising from bad behavior. In the meantime, utilize the broad reach of a staffing firm to find prospects who have the temperament, experience, and willingness to work with a challenging personality. Less than competitive packages– Take a look at similar-sized firms to see if the firm’s compensation and benefit plans are competitive. When the plan is not competitive with the market, there is a virtual guarantee that talent will be lost as soon as a better offer comes along. If raising compensation and adding benefits is not possible, then a staffing firm could be the best option because the prospect will be compensated by the agency, not the law firm. When an organization experiences high employee turnover, it may be time to seek assistance. Collier Legal Search is a qualified and reputable staffing firm and we can help place the right people in the right positions. Furthermore, the firm can avoid the high costs associated with multiple new hires because all risks and obligations are assumed by the staffing firm. Taking advantage of temporary hires or temp-to-permanent employees will allow the firm to address the root cause of high staff turnover while remaining fully staffed and productive.

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5 Reasons to Use a Contract Attorney

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Firms of all sizes and specialties have taken advantage of the significant savings and profit potential of utilizing a contract attorney.  Here are five common scenarios. A contract attorney is licensed to practice law, but instead of working for a firm as a full-time employee, they work on an hourly, project, or temporary basis. They have earned their law degrees, passed the required bar exams, and can perform virtually any function of a full- time associate or in-house counsel. By enlisting a contract attorney through a placement agency, law firms can avoid risk and realize immediate efficiencies and cost reductions. The agency will handle all administrative matters and cover employment-related costs including insurance, taxes, benefits, and payroll. Furthermore, firms can bill the work done by a contract attorney at a partner’s rate, an associate’s rate, or any rate that has been agreed to. Firms of all sizes and specialties have taken advantage of the significant savings and profit potential of utilizing contract attorneys. Here are five common scenarios: 1)  To cover practice area gaps. If a client or prospective client requests legal services outside a firm’s areas of expertise, the firm can turn away the work or refer the client to a competitor. A third option is to utilize a contract attorney who specializes in the area the firm is lacking. Hiring a contract attorney with expertise in a niche area can help retain clients and strengthen a firm while maintaining quality and consistency. 2) To navigate absences and business cycles The use of contract attorneys can allow your firm to ramp up during peak busy periods or fill in gaps when key attorneys are on extended leave for health, personal, or other reasons. Engaging a contract attorney can increase manpower without the associated hiring costs if you have a sudden urgent matter and need additional help.  It also reduces the risk of potential unemployment costs. 3) To assess potential permanent staff A hiring mistake can be costly and time consuming for a law firm. Management can consider engaging a candidate as a contract attorney to ensure that a candidate is the right match for the firm and its clients. Once the firm has determined that the candidate is a good fit and that there is sufficient workflow, then the contract attorney can be converted to a permanent employee. 4) To grow the firm without adding associates Contract attorneys don’t need mentoring or development programs, 401K plans or other perks. They arrive fully versed in their area of law and ready to work. A contract attorney is a variable cost directly correlated to a firm’s needs. Whether it’s 10 hours of work or a flat fee arrangement, the firm only pays the agreed-upon price. 5) To handle document and research-intensive matters Some corporate, real estate and finance transactions can overwhelm even the largest of firms with the sheer volume of documents and research. Contract attorneys can provide a potential solution. A firm can contract junior attorneys to review thousands of documents or seasoned attorneys to handle motions, depositions, trials, and appeals. Once the project ends, and the work is completed, the firm incurs no additional labor costs. A contract attorney can be found through traditional recruiting channels, word of mouth, networking, or through placement agencies. Most agencies maintain a list of qualified candidates in specific practice areas and can help in securing appropriately-skilled, proven attorneys in specific practice areas or areas of expertise. The agency handles the screening process, verifies the attorney’s academic degrees and legal credentials, including admission to the bar, current good standing, past employment, and references. Payroll, employer-related taxes, benefits, and other HR matters are also handled by the agency since the contract attorney is their employee, not the law firms. Let Collier Legal Search help you locate your next contract attorney.

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Law Firms Flock to Houston

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

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