Law Firm Hiring

James Barclay: Most laterals don’t fail for lack of technical skill. They fail because the firm fails to build trust or awareness around what the new partner, and colleagues won’t introduce them to clients.

Law firms are stepping up efforts to improve lateral performance and retention. Steve Nelson points to a few key strategies that are making a difference.

Ask the head of most any law firm about the compensation for a given employee, you'll likely hear something like “$35 an hour” or “$75,000 a year.” Of course the dollar figure is correct but it does not represent total compensation.

The warning signs you've hired badly aren’t always dramatic, but the drag on the firm’s momentum is real. Hire with alignment in mind.

Gene Commander | Embracing a talent-first growth strategy will give your firm an advantage in a rapidly changing legal industry. The key is creating a culture that attracts talented, nimble people and gives them a good reason to build their ...

Gene Commander | Mergers allow future-focused midmarket and smaller law firms to assemble a dynamic mix of highly skilled talent.

Camille Stell | Compensation is one of the most powerful levers a firm has to shape behavior, reward success and signal its values.

Calling legal professionals, recruiters and coaches: Volunteer to help government lawyers who've lost their jobs.

Lack of caregiver support and career opportunities are the top reasons women leave their law firms. What can firms do?

Wendy Merrill | Few small or midsize firms can compete with Biglaw salaries, but there are ways to make sure your best lawyers stick around.