In a recent “Be That Lawyer” podcast episode, I spoke with Charles Gillis, Executive Director of a thriving law firm, about how he’s defied conventional wisdom to attract top talent without a big-firm budget. From his start as a courthouse runner to leading one of the most respected cultures in his market, Charles shares how entrepreneurial thinking, smart hiring strategies, and a people-first approach are changing the game.
Defying the Doubters
Charles and I began by talking about risk specifically, how so many successful professionals have been told their ambitions were “crazy.” Whether it’s out of fear or protection, people often discourage bold moves. Charles didn’t listen. From his earliest days in the legal field, he saw a bigger future and followed it, despite the doubts. I shared my own story of seeing people I care about hesitate to take a leap, and how it can lead to long-term regret. This set the stage for Charles to share how trusting his instincts despite the noise was key to his journey.
Hiring Without Headhunters
While many firms rely heavily on recruiters to fill associate roles, Charles’s firm has taken a different path with great success. Out of 17 hires last year, they only used a recruiter once. Instead, they prioritize involvement in the legal community, peer referrals, and word-of-mouth reputation. Charles explained that when your culture is strong and visible, the right people seek you out. Associates know the firm values work-life balance, respect, and autonomy. It’s not about flashy perks, it’s about creating a place where lawyers actually want to work.
Rethinking the Partnership Path
The conversation then turned to the changing expectations of young lawyers. Charles pointed out that today’s graduates are entering the workforce with more data, more transparency and clearer boundaries. Unlike previous generations who saw partnership as the ultimate goal, many new lawyers are prioritizing balance and fulfillment. Charles emphasized that firms must evolve with this mindset shift. That doesn’t mean lowering standards; it means creating long-term pathways that align with what today’s professionals actually value.
“If you’re short-staffed, partners end up doing work that should be delegated. That limits growth, plain and simple.” — Charles Gillis
Charles Gillis proves that law firms don’t need to outspend the competition to win the talent war they just need to out-care. By investing in culture, flexibility, and meaningful relationships, his firm has built a reputation that attracts high-caliber lawyers who stick around. If your firm is struggling with hiring or retention, it might be time to stop chasing resumes and start building a place people believe in.
Connect with Charles Gillis on LinkedIn
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