Law Firm Hiring

Streamline your time-entry process and you will stop losing money. Karen and David Skinner have five tips to help you fix it now.

Katie Lipp | Why do you want to grow your law firm? Protect your money and momentum by honestly answering these four questions for your post the job.

Jay Harrington | By breaking your annual BD goals into actionable, bite-sized tasks, you can stay focused, build momentum, and have those small “wins” that keep you motivated.

Jay Harrington | More law firms are starting to see flex talent for what it is: not just a relief valve, but a strategic tool for growth. Here's how small and boutique firms are using it.

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.