lawyers Archives

Q4 Tips for Junior Associates

The fourth quarter of 2023 is right around the corner. Most successful professionals spend considerable time at the end of the year reviewing their current goals, assessing their career growth, identifying shortcomings, and strategizing for the coming year. For law associates with five or fewer years of experience, this year-end ritual will lay the foundation for a successful 2024 and beyond. Let these Q4 tips for junior associates be your guide. Building a Book of Business To be a successful lawyer, you must strive to think like an entrepreneur and businessperson. The business side of the practice of law often demands that each lawyer eventually builds their own clientele/book of business. One day soon, this may be key to your performance reviews. Firms are usually patient with junior attorneys, more often evaluating their business value based on work product/performance. Later, most firms will look for experienced attorneys to be able to juggle both the work and client development. So, how do associate attorneys begin building their originated book of business? Provide excellent client service: Build relationships with the firm’s existing clients with which you have contact. Listen carefully and understand client needs. Go the extra mile for your firm peers and senior attorneys when tasked: beat deadlines and present complete, polished work. As you become known for providing outstanding service inside and outside the firm, the business referrals will come. Actively start marketing and branding: Begin crafting your brand by developing expertise in a specific practice area. Build your reputation and circle of contacts by remaining active in professional associations, school alumnae events, legal aid organizations, volunteering your time and other relevant groups. Contribute articles, participate in discussion panels, and look for speaking opportunities. Participate in professional social media platforms such as LinkedIn, always ensuring your biography and list of accomplishments are updated. Connect with others through these platforms. Develop a reputation for honesty and integrity: Be truthful, even about your mistakes. If you make a mistake, admit it, and make amends. Maintain professional and personal confidence. Keep your word and follow through on the promises you make. On the professional side, stay abreast of any ethical developments and requirements that apply to the legal profession. Polish Communication Skills: Lawyers must communicate clearly and persuasively with their clients, coworkers, partners, judges, and others in the legal field. Don’t forget that effective communication requires highly active listening skills! Conduct an honest assessment of your public speaking ability or ask a trusted friend for a critique. Developing a speaking voice that is calm and confident can take years of practice, so seek out opportunities in the coming year to hone your skills. Building Your Success Inside the Firm The pandemic shifted several aspects of law firm operations. Remote meetings, remote or hybrid work, and online collaboration are the new realities. This often means new associates are left alone to develop their interpersonal knowledge and skills. If you feel you aren’t getting the exposure and training you need, take matters into your own hands. Here are some personal growth goals you can set for 2024: Find a Mentor: If your firm offers a mentorship program, take advantage of it. A mentor can provide guidance and support and help develop your skills and network. You will have to be more proactive if there is no formal mentorship program. Reach out to an attorney you would like to emulate and find out if they would be willing to mentor you. Contact your local Bar Association chapter about mentorship programs. Ask coworkers how they found mentors. Enlist Support Staff: Fostering a good professional relationship with the firm’s team of legal support staff is a smart career move. Professionals like clerks, paralegals, and administrative staff are the ones who keep the workflow in the law firm moving efficiently. These employees are a wealth of information and should be treated with respect. Get to know the legal support staff, not as cogs in the firm wheel, but as individual professionals. Utilize Technology: Junior attorneys have the upper hand when it comes to technology. Older More senior attorneys and partners often resist adopting digital tools and platforms, but the reality of business today means that technology will impact nearly every aspect of the practice. Mastering tools such as legal research databases, analytics, e-discovery, document management software, and other legal tech will increase your long-term value to the firm. Attend Continuing Education: Many attorneys feel that CLEs are a waste of time, but new associates should take advantage of every opportunity to learn and grow in their field. Attending courses in person may also present opportunities to grow your professional network. Work with Collier Legal Search Collier Legal Search strives to match attorneys and legal staff with ideally suited law firms and company clients. Our team works on the movement and placement of legal professionals at every level.

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Legal Workforce Return to the Office

Blogs / Collier Legal

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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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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ESG and Future-Proofing Your Organization

Blogs / collierlegal

There is an increasing focus on ESG for all industries across the globe. In 2020, the total amount invested in assets with sustainable principles reached $17 trillion, a 42% increase over the numbers in 2018. For law firms, a focus on ESG is essential to future success. 65.8% of chief legal officers believe interest in ESG will continue to accelerate for the unforeseeable future, making it necessary for firms to recruit and retain ESG experts to thrive. Discover why ESG and future-proofing your organization can happen by recruiting ESG experts with the help of Collier Legal Search. What is ESG? ESG, or Environmental, Social, and Governance, refers to a set of metrics, values, and practices that a company uses to operate. A company’s focus on ESG is vital to its success. Investors, clients, and potential employees are likely to consider ESG when investing, partnering, or working with a company. The breakdown of the individual ESG elements is as follows: Environmental The environmental element of ESG refers to ethical, environmental practices. Companies focusing on ESG promote sustainability and are conscious of climate change issues. They seek sustainable ways of operating and, depending on the industry, attempt to limit their carbon footprint or partner with like-minded businesses. Social ESG’s social component refers to a company’s responsibility to act in a socially conscious manner that respects and values all people. This aspect reflects in a company’s policies and interactions with people on a public and personal level. An ESG-focused business outwardly supports and promotes equality, diversity, and human rights. Governance Governance in the context of ESG relays how a business operates. It promotes transparency in business operations and reporting, focusing on ethical corporate management through a clear set of standards that shareholders and board members must follow. Building ESG Practices for Your Firm The need to focus on ESG and future-proofing your organization has never been greater for law firms. Clients are looking for firms that implement ESG factors as a matter of principle. According to one survey, 87% of law firms indicated that potential clients ask for environmental effort information in their proposals. This indicates that your firm’s stance and implementation of ESG factors affect your ability to attract and retain corporate clients. Clients also need firms that retain ESG experts on staff to aid them with developing SEC regulations regarding ESG reporting. The SEC, or U.S. Securities and Exchange Commission, announced that it is developing a Climate and ESG Task Force as part of their Division of Enforcement as of 2021. Although work on establishing a government task force and its rules continue, recent developments point to a significant future need for ESG legal experts. These developments also indicate that your firm will need an in-house team of ESG experts to ensure compliance with new reporting regulations. In addition to these elements, developing ESG and future-proofing your law firm is essential to recruit and retain new employees. Candidates consistently show an interest in firms’ policies and actions regarding equity, inclusion, diversity, and the environment. As older employees retire, leaving positions open for new talent, your firm must focus on ESG factors to attract and keep qualified candidates of the younger generation. Prepare to Provide ESG Guidance to Client As all regulatory levels push for ESG reporting, your firm must prepare to provide ESG guidance to clients. Your firm needs to hire qualified candidates to navigate this exciting and fast-evolving legal landscape to succeed in this area. Consider hiring candidates with ESG experience who: Can establish detailed ESG policies Have a legal background in environmental, social, and governance areas Are comfortable with regulatory reporting Promote ESG values within the company on a persona and professional level Understand the importance of ESG to investors and clients If you succeed in retaining the right legal talent, your firm gains an advantage over others who are not focusing on ESG matters. Strong ESG Benefits for Your Clients and Your Firm With a strong focus on ESG, your clients and your firm experience an array of benefits. These include attracting : A high level of talent among new employees New ESG conscious clients Investors to your firm and for your clients There is a strong link between ESG and profitability. One meta-analysis reports that 58% of corporations experienced a positive relationship regarding ESG practices and profitability, indicating that the more your firm focuses on ESG, the better returns you’ll see. Partner With Collier Legal to Strengthen Your ESG Focus If your firm is looking for ESG qualified candidates to strengthen your ESG focus, Collier Legal Search can help. We’ll connect you with legal professionals with experience in ESG matters so that you can proactively address issues related to ESG within your firm and for your clients. Future-proof your firm with staffing services from Collier Legal Search. Contact us today to learn how to get started.

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Boutique Recruiting Firms Bring Big Results

Blogs / collierlegal

Is your firm or legal department seeking specific expertise to handle post-coronavirus-related work? Industry and business experts anticipate high demand for certain practice areas and a surge in specific types of cases including: Litigation disputes regarding contractual obligations Insurance-related disputes Bankruptcy/insolvency HR disputes Boutique recruiting firms may offer the best solutions to finding the right talent in the current environment. The nation is still grappling with physical and logistical restrictions forced by the pandemic. Offices are in varying states of reopening, and the job market remains uncertain. From interviews to onboarding, social distancing has changed many aspects of recruiting and hiring. A smaller legal staffing firm can react quickly and adapt to the shifting landscape. Here are some areas where a smaller staffing firm has an advantage over large corporations: Agile and Flexible Smaller staffing firms do not have layers of bureaucracy or corporate directives from out-of-state headquarters. Unlike large staffing agencies, smaller boutique recruiting firms do not pass projects or candidates through numerous departments. Decision-makers are local, and they act on information quickly. With their smaller, more experienced staff, boutique firms are agile enough to recruit, screen, and place candidates without waiting for executive decisions or administrative assistance. Single Point of Contact When working with a smaller staffing firm, customers and candidates are more likely to deal directly with a single point of contact. With many people working remotely or on staggered office schedules, finding the correct contact person at a large staffing organization can be a daunting task. Smaller firms emphasize relationship-building over quantity and quotas. Professionals at a smaller firm will have a personally vested interest in learning more about their customers and in the long-term success of every placement. Better Candidate Pool Staffing firms, as an ethical rule, do not recruit candidates from their clients. A large firm may have a long and impressive client list. However, that list represents all of the places that are off-limits to new searches. Therefore, there is an impact on their pool of candidates and recruiting strategies. Smaller firms may not have a Fortune 500 list of clients, but they have much greater flexibility in approaching potential new hires. In-depth Knowledge The right placement is not just about finding someone with the right skills and experience. It is critical to partner with a staffing professional who understands the firm’s culture, personalities, and specialized needs. The current situation is unique because law firms and legal departments need to find talent that can start immediately, work remotely, and succeed with minimal training. Large staffing firms do not typically focus on this type of profile. A smaller staffing firm will take the time to learn the finer details and find a candidate that is the best fit. Collier Legal Search is a full-service legal staffing company. We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results that clients can depend on. We are committed to the success of our clients and our candidates. Find out what we can do for you. Contact us at 832-239-5253.

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