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The Rising Demand for In-House Legal Counsel in Texas

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

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Artificial Intelligence (AI) in the Legal Field

Strengthening Your Law Firm’s Team in an Election Year

Leave a Comment / Blogs, Companies / collierlegal

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

Leave a Comment / Blogs, Candidates / collierlegal

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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Veteran Legal Recruiters Make Good Hires

Blogs / Collier Legal

Hiring the right employee is crucial to any business’s success, but time constraints and a lack of screening and evaluation procedures can result in a risky hire. Veteran legal recruiters, such as those working at Collier Legal Search, LLC, are highly specialized in helping legal teams source the best candidates. They use their industry knowledge to evaluate potential hires and identify warning signs that may not be obvious to the untrained eye. Why Legal Teams Make Bad Hires Legal teams sometimes make bad recruitment choices due to a lack of proper screening and evaluation processes. Often this is due to a lack of time available for the full vetting process. As the result, legal hires may be based heavily on credentials without enough regard for environmental fit and long-term potential for success. Process is Rushed to Get New Hire Working Integrating a new hire into a position can take up to 12 months. If you need a role filled immediately and don’t have anyone in the pipeline, you may rush the process without adequately vetting the candidate. No Time to Interview Potential Candidates Rushed decisions occur when your firm needs to fill a role quickly and needs more resources for pre-screening interviewees to find the best fit. Partnering with a legal recruiter helps you screen and evaluate candidates before you interview them. This reduces the time you spend interviewing since you only have to meet with the best talent for the role. It is ideal to know your legal recruiter and, more importantly, ensure your legal recruiter knows you, your legal team, and your business environment well. Candidate Pool Isn’t Large Enough Another challenge a legal team’s hiring managers face is an ever-shrinking, solid candidate pool. This may occur due to a lack of job postings, inadequate online presence, not targeting the right audience, or insufficient networking opportunities. Your legal recruiter should be able to handle all of these matters for you. The Risk of Making Bad Hires Hiring a risky candidate may be costly, and the losses may add up with the sunk time invested in onboarding, orientation, and training and the lack of productivity. A bad hire can additionally demoralize your team and harm your team’s reputation, leading to a loss of clients. High Turnover Rate According to the ABA, law firms saw a turnover rate of 23.2% for associates in 2021. A 2019 Gallup poll reported that replacing an employee costs about one-half to two times their annual salary. With high turnover, your firm pays more in recruiting and hiring expenses. You may also experience decreased productivity due to unfinished projects or disjointed client representation. Wrong Fit for Your Firm’s Culture Company culture can impact your firm’s success and increase employee retention. In a 2019 survey by Glassdoor, 22% of respondents stated that company culture was the single biggest influence on job satisfaction. Looking for candidates who apply for the job to make a difference rather than just for a paycheck is crucial. A candidate whose principles and work ethic do not align with your firm’s values can adversely impact staff engagement, lower productivity, and waste resources. Time and Money Wasted Hiring candidates without top-level qualifications can be costly. Onboarding and training a new employee can cost thousands and can take months until they are fully productive. If your candidate does not work out, that is money wasted that you could have reinvested in your brand. Advantages of Hiring A Legal Recruiting Firm Working with a recruiting firm helps you simplify the hiring process and choose the right candidate the first time. Collier Legal Search’s veteran team ensures you speak with qualified candidates to fill open positions. Recruiters are in the Business of Hiring The Collier Legal Search team has entered its 20th year of service out of our Houston, TX, office. Our staff has over a century of combined experience in the legal industry. They can match your firm’s needs with the qualifications of available applicants and proactively recruit candidates based on your firm’s specifications. Produce Qualified Candidates Our recruiting firm has access to a vast pool of applicants to help you identify qualified individuals for the role. We have a thorough understanding of the legal sector and can introduce you to candidates who may not be actively seeking employment but are a suitable match for the role. Reduce the Time Required for the Hiring Process The Collier Legal Search team screens resumes and applications to save time. We pre-select and pre-interview the most qualified candidates, allowing your firm to focus on interviewing the most promising potential hires. Hire Qualified Staff With Collier Legal Search Collier Legal Search is a Texas-based legal recruiting firm with over a century of experience in the legal staffing industry. We have the candidate network and skills to find the right hires to help your firm thrive. Contact our legal recruiting team to start the hiring process and find top-quality candidates.

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Switching Firms? Steps You Should Know

Blogs / collierlegal

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

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‘Tis the Season for Lateral Moves

Employers / collierlegal

‘Tis the season for holiday parties, bonuses, and promotions! After the festivities, law firms face the predictable wave of departures or lateral moves that mark the start of each year. Although associates leave throughout the year for a myriad of reasons, lateral moves surge in January. Here are some of the top reasons associates leave and what firms can do to improve employee retention: Firm Culture Company culture can make or break a firm’s ability to retain associates. Engaged and happy employees will lead to employee retention. Employee retention leads to productivity which will give your company a leg up on the competition. What firms can do: Positive company culture doesn’t just happen. First, strive to hire attorneys and support staff who fit the firm’s particular culture. Then leadership needs to make a dedicated and consistent effort to foster a positive atmosphere that keeps workers engaged. Quality of Experience Attorneys want to grow and flex their abilities by performing substantive work. If rewarding work is not mixed in with the grind of routine tasks, associates may be tempted by competing firms offering more challenges. What firms can do: If associates have opportunities to grow their skills, it can help avoid burnout on mundane tasks. Consider bringing in legal assistance to handle some routine work and allow associates to tackle more challenging projects. Long-term Goals Some attorneys will relentlessly pursue Partnership, and others want a viable career outside the partner track. If an associate isn’t sure about their future at the firm, they may look for a long-term option elsewhere. What firms can do: Clearly communicate the path to partnership. If that is not the intended goal of the associate, let them know what other positions and promotions they can attain. Development Many employees feel that they need continually to develop their skills and expertise. Associates who feel stagnant or pigeon-holed will be easily swayed by another firm that offers valuable training and career-expanding experiences. What firms can do: Invest in meaningful and regular training for associates. This will make them more valuable to the firm and foster a sense of loyalty. Mentoring is also effective in developing associates. Compensation Associates should understand their compensation and the requirements for raises and bonuses. Associates and laterals should also be treated equally to avoid resentment over pay discrepancies. What firms can do: Firms must communicate their bonus structure clearly and openly. If a firm rewards significant extra work, the criteria should be clear. To avoid the January exodus, some firms have replaced year-end bonuses with monthly or quarterly payments. Implementing these tips may help address future lateral moves or departures and increase overall retention. In the meantime, if you are faced with unexpected associate openings in the new year, contact the professionals at Collier to find out how we can help with all of your legal staffing challenges.

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Etiquette of Leaving a Law Firm

Blogs, Candidates / collierlegal

Are you planning on leaving your firm in the coming year? Here are etiquette of leaving a law firm. The era of spending an entire career at one law firm is mostly gone. In today’s volatile legal job market, associates, partners, and legal support staff regularly switch firms for a myriad of reasons. Whether it’s a lateral move, a promotion, or a career change, maintaining professionalism when you quit is critically important to your reputation and prospects. The following are some things to consider if you are leaving your current law firm without burning bridges or committing ethical violations: BEFORE YOU GIVE NOTICE WHEN LEAVING A LAW FIRM Review the partnership agreement – Partners should carefully check their partnership agreement for any notice requirements, penalties or possible forfeitures. Time your notice and departure to minimize any penalties and accommodate needs. Complete the conflicts check – Conflicts clearance often takes much longer than anticipated. Most job offers are contingent upon the completion of conflicts checks so wait until everything has been cleared or waived before you give notice to your current firm. You don’t want to end up in limbo between the firms! Determine how much time you will give – The minimum notice for any professional is two weeks, however many attorneys give much more time. It is advisable to have everything you want to take with you in your possession before actually giving notice. HOW TO GIVE NOTICE Keep it quiet – Do not discuss your move with coworkers, clients or support staff until you give formal notice to management. Resign in Person – Always resign face-to-face and in private. Do not leave a voicemail, e-mail or text, unless there are extenuating circumstances. Friday afternoons have always been favored since all parties have the weekend to process the news and there is less time for the office rumor mill to get started. The first person you should inform is your immediate superior. After you have spoken with him/her, find out if there are others in management you need to speak with directly. Follow up with a letter of resignation. Inform colleagues – After you have notified management, let your colleagues know about your impending move. Depending on your office size and culture, you can tell them directly, by email or any other communication. Refrain from airing any complaints. HANDLING CLIENTS After an attorney has decided to join a new law firm, he/she has an ethical obligation to inform current clients of the departure. However, it is entirely up to those clients to decide whether they will follow the attorney to the new firm or continue to be represented by attorneys at the current firm. To avoid any breach of ethics: A notice should be limited to clients whose matters you are actively involved with at the time of the announcement. You should not urge the client to sever its relationship with the firm but may indicate your willingness and ability to continue responsibility for the matters upon which you are currently working. It must be made clear that the client has the ultimate right to decide who will complete or continue the matters. Keep complete copies of communications to ensure a clear and accurate record in the event of any claim of impropriety. Full-Service Legal Staffing You Can Depend On Collier Legal Search is a full-service legal staffing company that specializes in placing well-credentialed partners, associates and legal professionals at every level in law firms and corporations. Our experience in the industry and a unique approach to building our candidate database consistently delivers results. We are committed to maximizing success for our clients and our candidates. If you are planning to leave your law firm this year, we would love the opportunity to work with you. Contact us at 832-239-5253.

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The Perils of Professional Ghosting

Blogs / collierlegal

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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