Collier Legal Search

legal staffing

Boutique Recruiting Firms Bring Big Results

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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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HELPING SUMMER ASSOCIATES | Why It’s Important.

Candidates, Employers /

Helping summer associates is a smart career move. As an attorney, grueling hours and heavy workloads are the norm, and there is precious little time left for other activities. The onslaught of eager summer associates milling around the office for 8-10 weeks may seem like an unwelcome distraction for busy attorneys. However, it may be a prime opportunity to go the extra mile and show your leadership, mentoring, and management skills. Nearly every professional relationship will play a part in the success of your future practice, from the paralegal to the managing partner. By interacting and helping summer associates, you can impact your future success. Some may go on to become coworkers, opposing counsel or part of a major client’s in-house team. Summer associate programs are intended to give law students a taste of what it is like to work at a real law firm. The program allows firms to evaluate the skills, work ethic, and cultural fit of the students for permanent positions after graduation from law school. Depending on your firm’s specific program for summer associates, there may be several opportunities to assist. A typical summer associate program might involve roles for hiring/recruiting committee members, supervising attorneys, mentors, and social programming. Firm Committees – Many firms have committees for hiring, recruiting, or diversity. Joining one of these committees will show firm leadership that you are interested in driving the future talent of the organization, and are willing to invest your time and effort in the firm’s success. Joining one of these groups is also a great way to work with others in the firm that are outside your practice area. Supervising Attorney – Summer associates are not yet admitted to the bar; therefore, their work is completed under the supervision of firm attorneys. While law school teaches students about the intellectual aspects of the law, summer associates have little knowledge about the applications in real-world scenarios. Acting as a supervising attorney can hone your management skills as you guide the students’ efforts and supervise their work. Mentor – Mentoring is a valuable part of the summer associate’s experience and should go beyond giving instructions and feedback. A true mentor will guide, educate, and assist the student in several facets of law firm life, including culture, professionalism, skills, and relationships. Years into their careers, many attorneys still remember a mentor that truly made a difference in their lives. Social Activities – Summer associate programs usually include a variety of social outings and gatherings to provide opportunities to mix and mingle with firm partners and associates. Helping summer associates network will sharpen your networking and business development skills as well. By taking a proactive role in your firm’s summer associate program, you can gain valuable allies both below and above your position. You will differentiate yourself from associates who avoid added responsibilities. Partners will understand that you are a team player with initiative and a vested interest in the future success of the firm.

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Litigation is Increasing and Project Attorneys Can Help

Employers /

Litigation is increasing in every practice area. New filings daily in both state and federal courts. Project attorneys can lessen the load.  In 2019, law firms and corporate legal departments have seen large increases in litigation work across almost all practice categories.  While profitable, complex litigation can be a significant drain on the time, resources, and manpower of a law firm or legal department. And, attention to detail is more important than ever!  From the daunting initial task of document review and research to depositions, settlement, trial or appeal, litigation work requires the time and attention of numerous attorneys, paralegals and clerical staff for the duration of the case. Due to the very busy nature of litigation, getting busier by the month, it is increasingly difficult to predict accurate headcount to handle all that is required of a caseload.  At some point or another, lead attorneys have found themselves shorthanded or stretched thin; this is especially true when new matters are signed. Because the work cannot suffer from either delays or inaccuracies, many law firms and legal departments have turned to a range of flexible staffing solutions to help.  This includes utilizing temporary or contract attorneys to quickly ramp up litigation support during all phases of pretrial and trial, legal research, writing and certainly document review.  The current wave of legal court filings and proceedings is also increasing the demand for temporary legal staff professionals who can also be tasked to support litigation efforts. Contract attorneys (and legal staffing professionals) for litigation work can benefit both the firm and the attorney in many ways: Lower cost – Contract attorneys are typically paid less than full-time staff, and they do not receive benefits through the law firm. This allows firms to increase the number of workers without incurring administrative expenses. The contract attorneys typically receive their benefits through their staffing agency. Specialization – Instead of spending valuable time in training, a specialized contract attorney can hit the ground running. Furthermore, a staffing professional can identify higher-level contract attorneys with experience in certain matters. No long term commitment – When litigation is settled, and the workload goes down, the contract attorney’s job is complete. Try before you buy – Both law firms and attorneys have the opportunity to work together and determine if the personalities and culture are a fit for a longer-term commitment. Temporary-to-hire is rapidly gaining traction as a reliable way to add qualified staff. The current demand for litigation work is still increasing, and law firms, large or small, that can quickly respond will thrive in today’s litigation practice arena.

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Hiring for Diversity

Employers /

Diversity in Houston law firms is an upward trend. Hiring for diversity has become a commitment for many firms. Check out some great resources on how to best hire for diversity. Diversity in the corporate world has moved from a trendy concept to the accepted standard of operation, with most major corporations touting a comprehensive diversity policy. Below are some trends we see in the Houston market and how you can be hiring for diversity. Upward Trending According to a recent National Law Firm Diversity Study, minorities represent: 17% of lawyers at law firms 9% of partners 25% of associates 13% of counsel 9% of management and executive committee members 26% of new hires 32% of summer associates Diversity in Houston Law Firms On a local level, a Gender Fairness Commitment Statement was signed by 60 local and national law firms with offices in Houston, as well as the Harris County Attorney’s Office. The statement asks the firms to increase the number of women partners and firm leaders using objective and unbiased criteria to evaluate them for those positions. The Gender Fairness Committee of the Houston Bar Association will follow up with the firms in 2020 to see the progress made in accomplishing the goals of the commitment. To see the full list of firms, click here. How to Hire for Diversity The recruiting channels of the past may not produce the diverse talent that law firms and corporate legal departments are currently looking for. Other available resources include: Most law school campuses have bar associations for underrepresented groups, including women and minorities. Reach out to these students and encourage them to apply to your firm. Check out the Bar Association meetings of the various minority bars. Attend their student-recruiting opportunities, to meet with students who are interested in exploring opportunities with your firm. Recruit for diversity at different levels within the firm: at the entry level with summer associates, at the mid-level through lateral recruitment of associates, and at the partner level by recruiting qualified women and minority partners to your firm. Hire a diversity consultant. Partner with a legal recruiting professional and discuss your firm’s goal of becoming more diverse. An experienced and well-connected legal staffing firm will be able to advise and hire accordingly.

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Hiring In-House Counsel | What to Consider

Employers /

What you need to know before hiring in-house counsel Some startups immediately start hiring in-house counsel and launch a legal department, while other businesses operate for many years before bringing a single GC on board. A general counsel under the company roof acts as an advisor and company representative, in addition to being the primary legal service provider. Whether you are motivated to reduce attorney costs,  improve legal outcomes or enhance the quality of your legal advice, an in-house legal department with expertise in both the law and your particular business can be a strategic partner in your company’s long-term success. Let’s look at when to consider hiring in-house counsel, what to look for, and how to find them. When to consider hiring in-house counsel Several factors that can determine if hiring a GC makes sense for your company: High volume of legal work – If your company’s annual demand for legal services exceeds 1000 hours, an in-house attorney may reduce the outsourced hours. As a general rule, for each in-house attorney, there should be an additional 1000 hours of legal work. Type of legal work –  If the majority of your company’s legal work is in a particular practice area, for example, employment, then a GC who specializes in that area of law could be a valuable asset. Project Management – If your company works with numerous outside counsel, juggling the projects and attorney relationships can become all-consuming. Hiring in-house counsel as a project manager ensures that all of the legal services your business contracts with are on task and efficiently managed. Type of business – A specialized in-house lawyer might make sense if your business consistently produces document-intensive work such as licensing or real estate, or if your company is in a highly regulated industry. Whom to Hire Candidates considered for an in-house position must have a proven track record and the required expertise. This is not a position that allows for on-the-job training! For a company looking to hire their first GC, but unsure about a full-time, permanent employment, here are some options to consider: Outsourced GC – An increasing number of law firms offer to bundle their legal services and set monthly payments for general counsel services. Your company may have access to one or several attorneys, depending on the agreement. Part-time GC – If your company wants to hire an in-house attorney but doesn’t have the workload to justify the expense, then a part-time position may be a viable alternative. Employing a part-time GC can save money in salary and benefits, and a flexible schedule may attract highly qualified candidates who are seeking a work-life balance. Contract-to-hire – Bringing someone in on a temporary status before making a final decision allows time to determine if a candidate has the qualifying skills and also if the company truly needs a GC. During the contract period, the staffing firm assumes responsibility for benefits and administrative costs. Flexible skill set – Many attorneys often have transferable skills, such as facilitating real estate transactions or summarizing complex non-legal documents. By hiring an attorney with a flexible skill set, your in-house counsel can take on other duties within the organization. Where to Look Whether you are looking to add one lawyer or build an entire legal team from the ground up, hiring legal talent is a tremendous undertaking for a company that doesn’t specialize in law.  Legal recruiting is very different from corporate recruiting, and your company’s HR department may not have the relationships or knowledge to find the best candidates. If your company works with an outside law firm, they may be able to provide advice and direction on finding a qualified candidate. Another option for finding general counsel candidates is to work with a legal search or staffing firm. A professional legal recruiter has the resources, connections, and discretion to identify candidates that will best serve your organization. Let Collier Legal Search be your primary resource for hiring in-house counsel.

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Implementing Temp to Perm successfully

Blogs, Candidates, Employers /

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

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Grow Your Firm in 2019

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Adding a legal staffing firm can help grow your firm. After a year of robust growth, many law firms are uncertain about what the coming year will hold. The increasingly fast pace of business, whip-lashing market movements and overall volatility has left many firm partners and managers scratching their heads about their 2019 hiring plans. Adding a legal staffing firm to your business strategy can help control expenses and manage unpredictable staffing needs. Whether your firm anticipates just a few specific hires or a sizeable contingent of contract attorneys, here are some ways that a staffing company can help you grow your firm while controlling the budget: Reduce the Cost of Hiring The cost of recruitment can exceed thousands, if not tens of thousands of dollars per employee. Much of that expense is the time that can’t be billed to clients because they are consumed with discussing the opening, placing advertising, screening, interviewing, re-interviewing, background checking – and then repeating the entire process over again. A legal search and staffing firm can return these billable hours to the firm by allowing the partners to focus on the business of law. Reduce Training and Onboarding Costs Training and onboarding are expensive and time-consuming endeavors. By employing attorneys who have already been identified as skilled and qualified for your firm’s particular needs, you can significantly reduce training costs and improve productivity. Some staffing firms can even create a tailored orientation and training program for new hires. Build Up or Scale Down Quickly For law firms, a complex case can suddenly necessitate additional attorneys and support staff. Conversely, when a significant case ends, there may not be enough work to go around. Through regular communication with your staffing partner and strategic use of contract attorneys and support staff, these transitions can be made smoothly. Control Benefits and Administrative Costs Benefits can cost 25% – 30% over payroll expenses. For workers contracted and paid through a staffing firm, those expenses fall to the staffing firm and not the law office. By utilizing temporary staff instead of direct hires,  you can transfer the costs associated with processing and administering payroll from your organization to the staffing firm. Protect Existing Staff from Burnout Many law firms have “down-sized” and “right-sized” to the point that associates and legal support staff are pushed to the limit. Partners expect staff to produce more with fewer resources. Additional contract attorneys will help your staff avoid burnout, reduce the cost of defects, avoid productivity losses, and limit turnover expense. Damage Control A bad hire can cost you several times the employee’s annual salary. A temporary employee can be vetted to see if they fit the corporate culture before making a final permanent hiring decision. Prevent Unemployment Claims Contract attorneys and staff are technically employed by the staffing partner—not the law firm. Consequently, any unemployment claims won’t reflect on the firm. 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 will deliver dependable results. Let us help you grow your firm in 2019.  Contact us at 832-239-5253.

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What’s Ahead For Law Firms in 2019

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Here’s what to expect for law firms in 2019. 2018 was the best year in a decade for revenue growth, and U.S. law firms can expect to see another year of steady growth in 2019, according to a recent report from Citi Private Bank’s Law Firm Group. The report, based on surveys of nearly 200 American law firms,  found that revenues grew an average of 6.3 percent in the first three quarters of 2018, far exceeding the growth rate from the same period of the previous year. Most of the revenue increases were at firms occupying the largest and smallest ends of the spectrum, with mid-sized firms being squeezed. The report anticipates the following shifts to the legal landscape in the coming months: Even more consolidation in the middle 2018 was the busiest year on record for law firm mergers, and 2019 will likely see a lot of activity among mid-sized firms. The mergers will probably be larger firms acquiring mid-sized firms as well as mid-sized firms seeking merger partners. Right-sizing may finally be paying off – After several years of right-sizing their practices, streamlining operations, consolidating duties and developing new revenue streams, many firms are reaping the rewards with increases in revenue growth and a more agile staff. Firms will continue to explore ways of maximizing potential through innovative staffing. The majority of firms reported that they planned to increase their temporary/contract personnel and two-thirds said they would increase their ranks of permanent low-cost employees. Partner retirements require better succession planning –  With more baby boomers retiring, law firms need to anticipate the challenges caused by the departures. Firms must proactively transition the client relationships or risk losing clients to other law firms. The more a firm engages with a client before a partner retires, the more likely it is that the client will remain with the firm. Many firms incentivize this transition and tie retirement benefits to the successful development of their former clients. Evolving skills and characteristics of associates The skills and attributes demanded of today’s associates go beyond strong technical skills, but also include the need to be business-minded, creative thinkers, with project management skills. Most law firms are seeking candidates who are entrepreneurial and commercially savvy, and able to integrate technology into the delivery of legal services. Changing aspirations of associates A surprising percentage of associates no longer aspire to be equity partners. Instead, many would prefer to pursue an array of different career and lifestyle alternatives. Ironically,  the possibility of achieving equity partner is likely to increase over the next few years as retirement numbers outpace hires. More alternative fee arrangements The shift toward alternative fee arrangements (AFAs) is growing at a rapid pace and is primarily driven by client demand. In 2017, survey respondents reported that AFA represented nearly 19 percent of firm revenue and the number continues to increase. Looking forward, law firm leaders believe the shift towards AFAs will continue with zero survey respondents anticipating a fall in AFA usage. Firms will continue to maximize the use of contract attorneys, legal support staff and technology to deliver competitively priced services to clients. To see the full report, click here.

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Benefits of Hiring a Project Attorney

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

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The Perils of Professional Ghosting

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

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