legal jobs Archives

Lateral Hiring as the Solution

The legal hiring market in 2026 is not defined simply by talent constraints. It is defined by how firms respond to them, especially in a competitive market. Lateral hiring has emerged as an effective way to meet growing client demand, expand capabilities, and stay competitive. Rather than depending solely on traditional hiring and long-term development, firms are increasingly turning to experienced attorneys who can deliver immediate impact. This shift isn’t temporary. It shows a fundamental change in how law firms approach growth. Lateral Hiring Is Driving Firm Strategy The Texas Lawbook emphasizes that this increase in lateral movement is expanding access to experienced attorneys across firms as the ‘war for talent’ continues. Clients are benefiting from deeper expertise and more options, while firms are competing more aggressively to secure top talent. This environment has elevated lateral hiring from a tactical response to a tactical expansion tool. Strategic Lateral Hiring Is About Alignment Leading firms are not simply hiring laterals to fill gaps. They are using lateral hiring to form the future of their practices. Insights from Mayer Brown highlight that successful lateral hiring depends on alignment. Firms are focused on bringing in attorneys who fit their culture, strengthen key practice areas, and support long-term business goals. This includes: Expanding into new markets Building out high-demand practice areas Adding leadership and client relationships Advancing overall firm capabilities The emphasis is on quality and fit rather than volume. Firms that take this strategic approach are more likely to achieve long-term growth. Lateral Hiring Supports Immediate Client Needs One of the major advantages of lateral hiring is speed to impact. Experienced attorneys can contribute immediately, reducing the time needed to build internal capacity, which is especially important in practice areas experiencing rapid growth or increased complexity. Clients expect firms to have the right expertise in place, and lateral hiring allows firms to meet those expectations without delay. As noted in The Texas Lawbook, increased lateral movement is giving clients access to more experienced attorneys, strengthening the idea that strategic hiring directly improves client service. The Changing Profile of the Lateral Candidate The profile of top lateral candidates is also changing. According to Law.com reporting, attorneys are increasingly building expertise in artificial intelligence and legal technology. This evolution is influencing hiring decisions across the industry. Firms are seeking candidates who not only bring strong legal experience but also understand how to leverage technology to increase efficiency and outcomes. Today’s most competitive lateral candidates in Houston bring more than strong legal credentials. They combine deep expertise with industry knowledge, technological fluency, and a business-minded approach to problem-solving. This evolution reflects a broader shift in the legal profession, where firms are prioritizing attorneys who can adapt quickly, think strategically, and lead in an increasingly complex environment. Competition for Lateral Talent Is Intensifying in Texas As lateral hiring becomes more central to a firm’s hiring strategy, competition for top candidates continues to increase. Experienced attorneys often evaluate multiple opportunities and move quickly through the market. This creates a clear challenge for firms. Success in lateral hiring depends on: Acting quickly Presenting an attractive opportunity Aligning internally before engaging candidates Understanding candidate motivations Collier Legal Search Helps Firms Execute a Lateral Strategy For more than 22 years, Collier Legal Search has partnered with law firms and corporate legal departments across Texas to implement successful lateral hiring strategies. With deep roots in the Greater Houston legal community, Collier Legal Search has built an established network of attorneys across practice areas, in multiple Texas markets and including many high-performing professionals who are not actively on the market. We connect our network of passive and early-stage candidates with consideration of the hiring firm’s business goals, growth plans, and hiring priorities. This allows the team to identify candidates who align not only with technical requirements but also with sustained strategic objectives. We provide strategic guidance on compensation expectations, market posture, interview strategy, and timing, giving firms a distinct advantage in the current highly competitive lateral hiring market. Lateral hiring is no longer a secondary strategy. It is a principal driver of growth in today’s tight legal hiring market. Success in legal hiring will not be defined by how many candidates a firm sees. It will be defined by how effectively it identifies, engages, and secures the right talent at the right time, and Collier Legal Search can be your strategic partner. Frequently Asked Questions What is lateral hiring in the legal industry? Lateral hiring refers to recruiting experienced attorneys from other law firms, government positions, or in-house roles rather than hiring entry-level candidates. It allows firms to bring in professionals who can contribute immediately and strengthen specific practice areas. Why is lateral hiring so important in 2026? Lateral hiring has become a primary growth strategy because firms need experienced attorneys who can meet client demands without long development timelines. With increased competition and evolving client expectations, firms are relying on lateral hires to stay competitive and expand capabilities. How does lateral hiring benefit law firm clients? Clients benefit from lateral hiring because it provides access to attorneys with proven experience, specialized expertise, and the ability to handle complex matters immediately. Increased lateral movement also gives clients more choice and stronger legal representation. Why is Houston a competitive market for lateral hiring? Houston’s legal market is driven by industries such as energy, healthcare, and corporate law, creating strong demand for experienced attorneys. As firms expand and compete for talent, lateral hiring has become essential to keep pace with market growth and client needs. What qualities are firms looking for in lateral candidates today? Houston’s legal market is driven by industries such as energy, healthcare, and corporate law, creating strong demand for experienced attorneys. As firms expand and compete for talent, lateral hiring has become essential to keep pace with market growth and client needs. How quickly should firms move in the lateral hiring process? Speed is critical. Top candidates are often evaluating multiple opportunities and may only be available for a short period. Firms that move efficiently and present a clear, compelling

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The Trial Attorney Shortage

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The legal industry is facing a widening gap between litigation demand and the supply of trial-ready attorney talent. While law firms continue to expand and disputes remain active across industries, the number of attorneys with meaningful courtroom experience is not keeping pace with docket demands. What was once a gradual shift has now become a structural challenge that can be quantifiably and qualitatively measured. This shortage is not limited to one segment of the legal market. It is being felt across law firms, corporate legal departments, and government agencies, each in different but equally significant ways. Thorough, efficient, and productive recruitment for lateral litigation partners and associate attorneys is vital to successfully narrowing the talent gap. The Importance of the Right Recruiting Partner In the litigation market currently defined by limited supply and high demand, accessing the right talent at the right time remains critical. For more than 22 years, Collier Legal Search (CLS) has been a trusted recruiting partner to law firms and corporate legal departments across Texas. With a team of veteran recruiters, many of whom are formerly practicing litigators, CLS is uniquely positioned to help overcome lateral-hiring challenges, of partners and associate attorneys. While litigation abounds, this is true of CLS services and track record, regardless of practice area. Texas Business Courts, Additional Trial Opportunities Alongside traditional civil court dockets, the growing number of Texas Business Court filings has created both a need and a requirement for strong legal teams to be trial-ready. Demand for strong litigation associates seeking courtroom advocacy exceeds supply. Yet lateral attorney hiring remains a top priority given the demands of trial readiness. As highlighted in The Texas Lawbook, increased lateral movement among litigators is giving clients more options and access to experienced attorneys, reinforcing the importance of proven courtroom skills. A Public Sector Crisis with Broader Implications The shortage of litigation attorneys is even more pronounced in the public sector. Reports from The Conversation and Governing highlight a growing lack of public defenders across the country. In some jurisdictions, this shortage has led to serious consequences, including delayed proceedings and even dismissed cases because defendants cannot be assigned counsel in a timely manner. Defendants in some regions wait months for representation, causing backlogs that ripple throughout the justice system. This issue appears most acutely in public defense, but it underscores a broader truth: not enough attorneys have the experience and capacity to handle trial work at the required level. This dynamic further increases the imbalance between demand and supply, as fewer attorneys gain the courtroom exposure needed to transition into private practice as experienced litigators. The Expanding Role of Legal Talent At the same time, the legal profession itself is evolving. As highlighted by the National Jurist, many law graduates are pursuing JD-advantage roles in compliance, operations, and business functions rather than traditional litigation paths. These roles offer attractive career alternatives, but they also reduce the number of attorneys entering and remaining in trial-focused practice areas. This shift diversifies legal careers but also shrinks the pipeline of future trial attorneys. Why Firms Are Turning to Lateral Hiring With fewer attorneys developing trial experience organically, firms are increasingly relying on lateral hiring to fill the gap. Experienced litigators who have handled trials, depositions, and high-stakes disputes are in high demand and often have multiple opportunities. The Texas Lawbook notes that this lateral movement reshapes the legal landscape. Firms now compete more aggressively for talent, and clients benefit by accessing deeper expertise and more options across firms. For law firms, this competition increases urgency. Delaying a hire until a need becomes critical can cause them to miss opportunities, as the most qualified candidates often leave the market quickly. The Long-Term Impact on the Industry The shortage of trial attorneys is more than a temporary hiring challenge. It reflects a long-term shift in how legal talent is developed and deployed. Firms must consider how to build and sustain trial capability in an environment where traditional pathways to courtroom experience remain limited. They may implement more intentional mentorship, alternative training opportunities, and strategic hiring to ensure continuity. At the same time, experienced trial attorneys will become increasingly valuable. Their ability to manage complex litigation and deliver results in court makes them essential to firm success and client outcomes. COLLIER LEGAL SEARCH is the Right Recruiting Partner Over the years of personally working together and alongside evolving law firm leadership, the CLS team understands firm growth strategies and coinciding manpower needs. In all practice areas and noting the heightened litigation attorney-hiring demands, Collier Legal Search brings the right combination of experience, business insight, established recruiting relationships, and a proven track record to effectively partner with firms to overcome lateral-hiring challenges. Contact our team to discuss your hiring needs.

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Legal Practice Growth & In-Demand Legal Roles

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A recent Reuters report highlights continued growth in legal services employment in early 2026. Legal hiring remains resilient despite economic uncertainty, reflecting sustained demand for legal expertise across industries. This legal practice growth reflects a broader trend. As regulatory complexity rises and business activity increases, organizations are investing in legal talent to manage risk and support expansion. Firms face both new opportunities and heightened competition. Reuters also provided a 2026 Report on the Stateof the US Legal Market. View the full report. Government Talent Shifts Into the Private Sector A significant trend in 2026 is the transition of lawyers from U.S. government roles to private practice and corporate positions. Reuters reported that attorneys leaving federal agencies are bringing regulatory, enforcement, and policy expertise to the private sector. This migration expands the talent pool in regulatory and compliance-focused areas and increases competition for attorneys with government experience. Former government lawyers offer valuable perspectives in antitrust, white-collar defense, environmental regulation, and financial enforcement. Firms that act quickly can strengthen their regulatory and investigative practices by hiring these experienced professionals. Predictions Shaping the 2026 Market Legal industry analysts and Law.com predict that technology, flexibility, and specialization will continue to shape hiring trends in 2026, according to Legaltech News. Predictions include: Increased integration of artificial intelligence into legal workflows, reshaping junior-level roles and elevating the importance of strategic legal judgment. There is a greater demand for attorneys who can work cross-functionally with business and technology teams. Continued emphasis on data literacy and process efficiency. Ongoing lateral movement among mid-level and senior attorneys as firms seek experienced talent over entry-level expansion. These trends indicate that legal professionals in 2026 must combine technical expertise with adaptability. Firms are prioritizing candidates who offer both legal insight and operational awareness. Fastest Growing and In-Demand Legal Specialties and Roles Although overall employment is strong, growth varies by practice area. National Juristidentifies several of the fastest-growing and most in-demand legal specialties for 2026. Some of the most sought-after practice areas include: Technology and Data Privacy – As companies continue to digitize operations and navigate cybersecurity risks, attorneys specializing in data privacy, AI governance, and technology transactions are in high demand. Healthcare and Life Sciences – Regulatory complexity, compliance obligations, and industry consolidation are driving a sustained need for healthcare attorneys. Environmental and Energy Law – Particularly relevant in Texas, energy transition issues, regulatory compliance, and infrastructure development continue to fuel hiring in this space. Corporate and Finance – Transactional attorneys remain highly valued as deal activity persists in sectors such as technology, pharmaceuticals, and private equity. White-Collar and Government Investigations – With increased enforcement activity and regulatory scrutiny, firms are investing in lawyers with investigative and government backgrounds. These specialty areas reflect broader economic and regulatory forces shaping the legal industry. Firms aligned with these trends are more likely to experience sustained hiring needs throughout the year. The most sought-after legal professionals help organizations operate more efficiently, not just practice law. Companies are hiring specialists who provide structure, oversight, and technological expertise in complex environments. Regulatory demands are increasing the need for compliance professionals, especially in sectors like healthcare and financial services. The rise in contract volume highlights the value of administrators skilled in contract lifecycle systems and AI review tools. Leadership roles are evolving, with organizations seeking general counsel who act as strategic advisors and modernize legal infrastructure. Legal operations professionals are also becoming essential for driving efficiency and scaling legal departments. These roles reflect a shift toward legal teams focused on precision, accountability, and operational excellence. What This Means for Law Firms in 2026 The 2026 legal job market offers strong opportunities but also intense competition. To remain competitive, firms should focus on several strategic priorities: Move quickly: High-demand candidates, especially in technology, regulatory, and corporate areas, often receive multiple offers. Working with a seasoned recruiter like Collier Legal Search can shorten your hiring response time. Understand legal candidate motivations: Motivations go beyond compensation. Leadership stability, growth opportunities, flexibility, and cultural alignment influence their decisions. Plan for specialization: Many firms are targeting niche expertise in line with industry demand rather than broad hiring. Leverage market insight: Identifying emerging talent pools, such as attorneys moving from government roles, can create opportunities and provide a competitive advantage. Legal Practice Growth and Hiring Outlook Ahead The legal job market in 2026 is defined by growth, specialization, and strategic movement. Employment gains, shifting talent from government to private practice, and rising demand in areas such as technology, healthcare, energy, and corporate law suggest that firms will continue to compete aggressively for experienced professionals. In this environment, preparation is not enough. Firms need real-time market intelligence, access to passive candidates, and a clear understanding of evolving hiring trends. Securing top talent often depends on timing, positioning, and insight. This is where partnering with an established recruiter is essential. For more than two decades, Collier Legal Search has served as a trusted legal recruiting partner in Houston and across Texas. With deep roots in the Texas legal community and long-standing relationships with law firms, corporate legal departments, and attorneys, our team understands both the market and the business goals driving hiring decisions. Collier Legal Search provides perspective on market conditions, compensation expectations, practice area demand, and candidate motivations. We help firms move strategically and efficiently in a competitive hiring landscape. As the 2026 legal job market continues to evolve, partnering with a recruiter who knows Houston, understands Texas, and has an established network across practice areas can make the difference between reacting to change and staying ahead of it. If your firm is planning growth, navigating workforce shifts, or looking to secure in-demand legal talent this year, Collier Legal Search is ready to help you build a strong legal team. Contact our team.

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Texas Legal Hiring Market | Why Speed & Strategy Are Essential

RETENTION | The New Legal Talent Strategy

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Hiring top talent is only half the battle in today’s legal market. The real challenge is retaining them. Legal professionals—from associates to in-house counsel—are reevaluating their career goals. Culture, flexibility, and growth opportunities are on the minds of most legal professionals. At Collier Legal Search, we’ve seen firsthand how even the most prestigious firms struggle with turnover when retention is treated as an afterthought. In 2025, the most successful legal teams will build retention into their hiring strategy. A Shifting Legal Talent Landscape Legal professionals today are savvier, more mobile, and more values-driven than ever. Many are open to new opportunities — not because they’re unhappy but because they are looking for something better. Whether they’re looking for a more supportive environment, a healthier work-life balance, or a growth plan within the firm, attorneys have options. If they don’t find what they’re looking for, they’ll quietly start looking elsewhere. This shift is even more pronounced among younger legal talent. Millennials and Gen Z lawyers are not afraid to move on quickly if they feel undervalued or their growth potential is overlooked. For employers, investing in retention is no longer optional — it’s essential. What Drives Retention in 2025? Retention isn’t about gimmicks or surface-level perks. It’s about creating an environment where legal professionals feel seen, supported, and challenged. Here’s what candidates consistently tell us matters most: A Strong Culture – Diversity, equity, and inclusion efforts need to be real. So do firm values. Talent wants to work where leadership lives the mission. Empower managers with leadership training to support the culture and growth. Growth Opportunities – Associates want a path, not a plateau. They want to see a future, whether it’s upward mobility, cross-training, or leadership opportunities. Recognition and Respect – Regular feedback, acknowledgment of wins, and a people-first mindset build loyalty over time. Purpose and Connection—Show how employees’ work connects to the company’s mission. Encourage team bonding and cross-functional collaboration. Ensure transparent communication from the top down. Wellness—Burnout is a top concern in the legal field. Firms that offer mental health support, reasonable billable expectations, and time off are valuable for retaining talent. How Collier Legal Search Helps You Attract (and Keep) Top Talent At Collier Legal Search, we do more than fill openings. We partner with law firms and in-house legal teams to develop hiring strategies prioritizing fit and the future. Our consultative approach is built to help you attract top-tier legal professionals who won’t just say yes to the offer — they’ll want to stay. Here’s how Collier Legal Search can help: Insightful Candidate Vetting – We assess legal experience, personality, work style, and long-term goals to ensure alignment with your team. Customized Recruiting Strategies – Every organization is different. We tailor our search to match your culture, values, and evolving needs. Market Intelligence—We inform our clients about current compensation trends, benefits, new skill sets, and what firms do to retain talent. Post-Placement Follow-up – Our support doesn’t stop when a candidate is placed. We stay in touch to ensure a smooth transition and ongoing success. Retention begins with the hire. When you find the right person—someone who shares your values, thrives in your culture, and sees a future with your team—you don’t just fill a role; you build momentum. Building a Retention-Focused Hiring Strategy It’s time to shift the hiring mindset from “How fast can we fill this role?” to “How can we find someone who will grow with us?” Start by asking the hard questions: Does your onboarding set new hires up for long-term success? Are your leaders trained to support, mentor, and retain? Are your perks and policies aligned with what legal talent wants today? If not, it could be time to reimagine your approach to help attract and retain great talent. Retention is a strategy! And in a competitive legal market, it might be your most important one. Let Collier Legal Search help you build a legal team that thrives now — and stays for the long haul.

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Managing a Multi-Generational Legal Team

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In today’s dynamic legal landscape, law firms and legal departments are increasingly composed of multi-generational teams. This diversity of age and experience can lead to significant benefits, but it also presents unique management challenges. Here’s what you need to know in managing a multi-generational legal team. The legal workforce now includes five distinct generations: 1. Silent generation (born 1928-1945)2. Baby Boomers (born 1946-1964)3. Generation X (born 1965-1980)4. Millennials (born 1981-1996)5. Generation Z (born 1997-2012) Each generation brings unique perspectives, work preferences, and communication styles. Understanding these multi-generational differences is essential for fostering an inclusive environment and leveraging the strengths of your entire legal team. Key Challenges Communication Styles Different generations often prefer different communication methods. Baby Boomers and Generation X favor emails and phone calls, whereas Millennials and Generation Z prefer instant messaging and social media. These differences can lead to miscommunication and frustration if not managed effectively. When hiring individuals, ask how they like to communicate. Consider taking a poll of your existing staff to make sure your communication methods align with the preferences. Create a culture where open communication is encouraged. Regular team meetings, anonymous feedback channels, and one-on-one check-ins can help bridge communication gaps and ensure everyone’s voice is heard. Technology Adoption Younger generations tend to be more comfortable with new technologies, while older team members may require additional training and support. Bridging this gap is essential for ensuring everyone feels competent and confident in their roles. With AI permeating all industries, preparing your team to adapt continuously to new technological advances is critical. Platforms like LinkedIn Learning and Coursera offer courses that can help bridge the technology gap. Encourage continuous learning and provide resources for team members to upskill at their own pace. Effective Practices for Managing a Multi-Generational Legal Team Mentorship Encourage mentorship programs where experienced lawyers mentor younger team members while engaging in reverse mentorship to learn from the tech-savvy younger generation. This two-way exchange fosters mutual respect and knowledge sharing. Showing your multi-generational force working together benefits your firm and can provide diversity in thought leadership and innovation. Engage in Team-Building Activities Team-building activities that require collaboration can help break down generational barriers. Activities should be designed to be inclusive and engaging for all age groups. Some ideas include: Problem-Solving Workshops – Host workshops that tackle common legal challenges to foster creative thinking and strengthen bonds through collaborative problem-solving. Team Offsite Meetings or Retreats– Organize offsite meetings focused on reflection, planning, and goal-setting to build rapport in a relaxed setting and allow for long-term strategic planning. Collaborative Legal Research Challenges—Challenge the team to research and analyze a recent legal issue to encourage knowledge sharing and keep them updated on trends. Adaptive Management Styles Be adaptable in your management approach. Understand each generation’s unique motivators and career aspirations and tailor your management style accordingly. Boomers prefer authoritative or directive leadership. Adversely, Gen X prefers a laissez-faire or results-oriented leadership style. Millennials, however, thrive under a coaching or transformational leadership style. Gen Z responds well to inclusive, participative leadership. An adaptable, inclusive approach that respects individual needs while promoting collaboration and shared goals creates an environment where all generations can thrive. Shared Goals Aligning the team around common objectives or goals can create a sense of purpose and drive success. Ensure all in the firm understand the mission and vision so they can rally around it as it provides meaning to their work. Look for overlapping values and motivations or common values such as professional growth or achieving success. Consider establishing a unified measurement of success that defines KPIs or metrics so all generations feel ownership over the team’s success. Highlight common objectives and the value each team member brings to the table, regardless of their age. Focusing on shared goals can help unite the team and reduce generational friction. Establish Clear Expectations Set clear expectations regarding performance, communication, and collaboration. Outline specific goals, timelines, and deliverables. Avoid ambiguity and ensure everyone knows their roles and responsibilities. Communicate expectations through various channels (e.g., emails, meetings, instant messaging, team platforms) to ensure all generations receive the message. Ensure these expectations are communicated effectively and understood by all team members. Regardless of the generation, it is important to communicate expectations clearly and consistently. Recognition and Feedback Implement a recognition program that acknowledges the contributions of team members from all generations. Boomers prefer less frequent but formal feedback, focusing on performance milestones and accomplishments. Gen X prefers feedback to concentrate on results and practical improvements. Alternatively, millennials and Gen Z prefer real-time feedback and praise often. With these considerations, customize your feedback approach for each team member. Some prefer structured performance reviews, while others prefer more informal, frequent check-ins. Recognition can be a powerful motivator and can help foster a positive and inclusive workplace culture. Let Us Help You Build a Multi-Generational Legal Team Managing a multi-generational legal team comes with challenges more than ever, but with the right strategies, partners, and managers can transform these challenges into opportunities for growth and innovation. By understanding generational differences and leveraging the unique strengths of each generation, you can create a cohesive and dynamic legal team. Let Collier Legal Search help you build a multi-generational legal team. With over 20 years of experience, we are connected to the legal community and represent top talent in the great Houston area. Contact us to learn more about our available candidates.

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Successful Lawyers Go the Extra Mile

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The most successful professionals are driven by a more profound motivation and a willingness to go the extra mile for clients, peers, supervisors and team. Here are a few ways for you to go the extra mile. Communication Be a prompt and clear communicator! Establish and understand expectations regarding communication channels and response times. One way to achieve this is by establishing a reliable communication schedule, providing professional updates while always receptively addressing inquiries. It’s also essential to determine others’ preferred communication methods and timing, whether it’s via phone, email, virtual meeting or text. Always remember the undeniable opportunity to build trust through personal visits or meetings and never forget that the legal professional provides a highly personalized service. Tailor your communication to the service you provide and you will enjoy long-lasting professional relationships. Stay Up-to-Date on Current Issues Legal professionals need to be familiar with the latest legal developments and trends. The law is constantly evolving, and attorneys must know about the latest changes to provide their clients with the best legal advice. Staying up-to-date on current issues shows that an attorney is diligent and committed to providing clients with the best possible representation. Consider inviting your clients to events or seminars hosted by your firm or relevant industry organizations that show your connection to leading legal organizations and provide crucial legal industry updates. Provide Exceptional Client Service Successful Lawyers go the extra mile by proactively anticipating clients’ needs and prioritizing their interests. Offer additional resources or information that may be helpful, even if not explicitly requested. Also, maintain professionalism and ethical conduct by adhering to legal and ethical guidelines, maintaining confidentiality, and avoiding conflicts of interest. Firms can also go the extra mile by training and empowering legal staff to prioritize customer service. Train your legal staff to prioritize responsiveness, empathy, professionalism, discretion and ethics when interacting with other legal professionals and clients. Finally, develop a plan to check in before, during, and after client matters are resolved to ensure satisfaction and to address any lingering concerns. Regularly evaluate client satisfaction and identify areas for improvement. Solicit feedback from clients. Use feedback to refine customer service strategies, communication approaches, and service delivery. Let Us Help You Build a Team to Go the Extra Mile If your firm is looking for outstanding legal candidates willing to go the extra mile, Collier Legal can help. We can connect you with a large pool of Houston’s leading legal candidates to help you build and enhance your team. Our experienced staff can help you determine the availability of talent on the market and set your firm up for continued success. Contact us to learn more.

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10 Evolving Skills That Lawyers Need in 2023

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The legal landscape is changing rapidly. Competition from alternative legal service providers, virtual law firms, and other sources means that law firms and lawyers must offer a variety of skills in addition to legal advice. The once-staid legal arena has become a competitive business that moves as quickly as the industries it serves. Law firms, attorneys, and support staff must be flexible, agile, and constantly evolving. Here are 10 evolving skills that lawyers need to be competitive in today’s market: Tech Proficiency Even tech-averse lawyers should learn the legal technology that drives most law firms. E-billing, contract management, e-discovery, and data management are all part of the day-to-day procedures of modern law offices. Beyond the practice, realizing the importance of rising technology trends is essential. Attorneys should be familiar with AI, blockchain, cryptocurrency, and cyber-security developments and the implications these technologies may have on their client’s businesses. Business Acumen Clients expect their attorneys to understand their businesses. The most valuable lawyers are proficient in law, accounting, finance, and business. They know how a client’s particular business or industry operates and its challenges. A lawyer with business acumen can provide knowledgeable advice that goes beyond legalities and considers the broader business implications. Marketing Even if a firm has a marketing department, successful lawyers take the initiative to market themselves. Identify your niche and personal brand – are you a commercial construction lawyer, a renewable energy specialist, or a fierce litigator? Personal marketing can include publishing articles, speaking at events, participating in panels, teaching, volunteering, and strategically using appropriate social media channels. Public Speaking Addressing clients, partners, the media, or a judge and jury are all instances of public speaking that a lawyer may encounter. Speaking clearly, concisely, and persuasively is a critical skill that anyone in the legal field should practice and perfect throughout their career. Ask a mentor to evaluate your public speaking abilities, watch instructional videos, sign up for classes, and practice as often as possible. Commercial Awareness Commercial awareness refers to identifying the news and developments that might affect your clients or the law firm where you work. Whether it’s a new industry regulation or the arrival of a competitor, attorneys should develop their commercial awareness by staying up-to-date with current affairs, business, politics, industry trends, and legal developments. Networking Effective networking involves more than attending an event and nursing a cocktail while making small talk. Cultivating a steady stream of potential clients, allies, and referrals is an invaluable skill. Make room in your schedule to attend professional events to meet new people. Take the time to make authentic connections and, most importantly, follow up. Crisis Management Lawyers are trained to take in large amounts of information and to think strategically. This makes them ideal to be at the forefront of managing a client’s crisis. In today’s media-centric environment, the company’s attorney addresses the press immediately after an emergency. Lawyers with crisis management and communications skills are in high demand, with some firms dedicating a practice group to the subject. Emotional Intelligence Emotional intelligence (EI) describes a person’s ability to identify, understand, manage, and harness their emotions and those of the people around them. Successful lawyers must empathize with clients, understand their needs, and handle high-pressure situations gracefully. They also need to work well with the firm’s attorneys, partners, and support staff. Develop your EI by listening to and supporting colleagues, offering constructive feedback, and helping to resolve conflicts. Adaptability The legal landscape constantly evolves with new regulations, innovations, competitors, and working methods. Firms need adaptable professionals who can keep pace with these changes and pivot their approach when necessary. Legal professionals should manage their reactions to new developments and be willing to learn and evolve. When the next workplace or industry change arises, embrace the shift instead of digging in your heels and sticking to “the old way.” If your firm is looking for outstanding legal candidates with relevant skill sets and qualities, Collier Legal can help. We can connect you with a large pool of Houston’s leading legal candidates to help you build and enhance your team. Our experienced staff can help you determine the availability of talent on the market and set your firm up for continued success. Contact us to learn more.

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Boom of ESG in Legal Consulting

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Recent years have seen a boom in ESG (Environmental, Social, and Governance) in legal consulting. ESG factors are continually growing in importance to businesses, investors, customers, and suppliers, and the trend shows no signs of stopping. Expected to continue for many years, corporations and law firms are now hiring their own armies of ESG experts, consultants, and advisors. Globally, ESG has taken hold as a central concern in corporate, financial, and legal entities to such a degree that to neglect ESG integration in your business is likely to lose you customers and jeopardize your competitive advantage. The financial industry in the United States today has already fully incorporated ESG, with younger investors, in particular, fueling the development. It follows that there has also been an boom of ESG in legal consulting. If you are a legal firm looking to incorporate ESG into your company structure, look no further than Collier Legal Search. We can draw on our extensive network of legal professionals fully versed in ESG to help overhaul your company to meet modern standards. What is ESG? Business as usual no longer suffices for U.S. companies to compete globally. With the explosion of global interest in ESG and the integration of ESG into the decision-making processes of almost every industry, you cannot afford to ignore it. But what is ESG? ESG stands for Environmental, Social, and (Corporate) Governance, which are intangible assets within an enterprise that nevertheless translate into a kind of social credit for a company: Environmental relates to environmental concerns such as the climate crisis and sustainability. It includes addressing externalities associated with a company’s revenue not strictly measured in market mechanisms. Climate change and sustainability issues factor into investment choices in ways that seek to both maximize revenue and act ethically toward the environment, for example, through investment in renewables and other technologies. Social relates to social concerns and the imperative of a company to act in a socially responsible manner, including in its hiring process. Considerations can include human rights, diversity, consumer protection, and animal welfare, among others. Governance relates to rights and responsibilities in managing a company, relating to corporate ethical standards for the board, the shareholders, and the stakeholders. Examples can include issues such as management structure, employee relations and management, and employee compensation. Each company must decide who holds the responsibility for ESG within it. Usually, it will be the board of directors, often creating unique ESG positions and appointing ESG experts to ensure compliance with its commitments. In addition, it is becoming increasingly common for investors and stakeholders to request reporting on non-financial opportunities and risks. The Head of ESG ensures that reporting is also available for all the company’s externalities and non-financial activities. What is Driving ESG Growth? Companies are beginning to understand value in ways besides financial reporting. Especially among younger generations, the future shareholders and industry leaders, there is a strong imperative to support ESG companies over more traditional ones. Consumers are voting with their wallets. However, there still needs to be convergence between ESG and the company’s bottom line. While this can appear contradictory, incorporating ESG priorities into the corporate values and culture of the company can be complementary to the bottom line, especially today. Some of the benefits of implementing ESG initiatives are: Being seen as a thought leader in your industry, which today is unlikely without an ESG strategy Boosting the company’s social brand and reputation, both in your industry and without Building trust to increase engagement within the communities your business operates in Mitigating ESG risk exposure, e.g., by systematically detecting and assessing significant ESG risks inherent to specific business transactions Fostering a win-win mentality by encouraging more responsible business practices while growing the company’s bottom line in the longer term On the other hand, some of the risks of a wait-and-see approach to ESG are: Waiting too long may result in extra costs if potential regulatory reforms become mandated Not adapting could lead to a loss of competitive advantage, hurting sales and talent attraction and retention Not adjusting damages the company’s brand and reputation merely through the semblance of irrelevance ESG Drives Hiring There is no uniform approach to ESG. It can be industry, company, or issue-specific. Your company can decide which opportunities and risks to address and be measured against by getting ahead of any universal standards or federal mandates on the issue early. Having pre-existing ESG incorporation explicitly tailored to your company can help mitigate any externally mandated demands and costs later. Professional services network PricewaterhouseCoopers (PwC) is an example of a company that invested in ESG early. The result has been that PwC projects that it will expand its workforce by ⅓ over the next five years by hiring 100,000 new employees. PwC plans to seek experienced, qualified workers with a profound, active knowledge of ESG. Futureproofing Your Organization This year, U.S. law firms have begun aggressively building ESG practices into their company structures to anticipate new federal government initiatives and increasing interest from their clients. Law firms are retooling and positioning themselves to provide legal guidance to clients regarding ESG-compliance. A legal consultant can advise on how best to perform ESG reporting according to a company approach. A strong stance on ESG can help you attract the best new employees and retain the valuable ones you already have. Having a law firm on your side can help you smoothly transition to ESG compliance without unsettling your daily operations or upsetting your bottom line. How Collier Legal Staffing Can Help Collier Legal Search offers services in placing associates, partners, and legal professionals of the highest credentials at every level in corporations and law firms. With our extensive connections, experience, and exclusive approach, we have built a candidate database that delivers consistent results and on which our clients have come to depend. We commit ourselves to satisfied clients and successful candidates. If you are considering migrating your company into ESG compliance, discover what we can do for you.

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Preparing for an Interview

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As we enter the tail end of 2020, many attorneys are thinking about their career trajectory and whether they should consider a move. Despite perceptions, the market is largely stable and expanding! Lateral opportunities abound! Whether or not you are thinking about a change, it is always a good idea to update your resume. If you are actively and seriously seeking new employment and preparing for an interview, consider polishing up your interview skills: Always consider your current position before searching for a new role. Before embarking on a formal job search, strive to alleviate any issues you have with your current employer. Otherwise, you need to be prepared to address why you did not take this step. No matter your credentials or level of practice, be prepared for multiple rounds of interviews with varied HR professionals to law firm partners. Firms vary, and you must flex to their processes. When preparing for an interview, do some homework on the law firm, and, if possible, read up on whom you are meeting. Be respectful and professional in every meeting, whether you are interviewing with human resources or a partner. Each is taking time out of his/her schedule to give you an audience. While confidence is important, consider leaving your “ego” at the door. Consider that your interviewer wants to establish trust early on—be responsive, offering accurate details about your work history. Occasionally, you may have to address something negative from your work history—it’s OK. If you handle the issue professionally and diplomatically, you can turn the experience into a “positive,” distinguishing it away from your future work goals. Never naysay a prior employer! Consider that your interviewer is spending valuable, often billable time with you—be prepared to graciously speak to the value you would bring as an employee. Dovetail into conversations about your practical experiences, your attention to detail, your ability to complete tasks, your work ethic, and your ability to produce whether with a team or working alone. Use specific examples! Show your serious side while maintaining an air of approachability and friendliness. Always remember no matter how experienced you are, junior to senior levels, that an interview is an opportunity to gather information. Ask smart, open-ended questions just as your interviewer will ask of you. Let your interviewer know that you are interested in giving and collecting more information in a hopeful, next round of meetings. Should you need any assistance or guidance on steps you need to take in your job search or preparing for an interview, please do not hesitate to phone Kay Kurtin Egger, Co-Founder of COLLIER LEGAL SEARCH, LLC – she stands ready to assist you.

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