Direct Talent Solutions

I spoke with a candidate who is nearing retirement. He mentioned that he wasn’t actively seeking a new role but was open to a conversation because his firm is expanding, and he recognized that we could assist with the new hires. As we talked, I couldn't help but ask him about his journey and if he had any advice for those just starting their careers. He shared several valuable tips, but one resonated with me more than the others: ▶ Health first. Take care of yourself first! ◀ He is 67, and shared that his goal has always been to retire while still having at least 20 years to adventure and travel with his wife and three children. He explained that maintaining a balanced lifestyle—through exercise, a healthy diet, and mental wellness—has been essential for him. It’s not just about avoiding burnout; it’s about thriving and being present for the long haul. We often prioritize deadlines over our health. If you're just starting out or even if you're further along in your career, remember to make time for self-care. Your future self will thank you. After all, success isn't just measured by achievements and promotions; it's about having the energy and vitality to enjoy those accomplishments for years to come.

I often hear from candidates who are eager to learn more about bonuses and additional compensation. One thing I always stress is the importance of clarity. It’s essential for companies to communicate how bonuses are earned. Employees should know which key performance indicators (KPIs) they need to hit and how those tie into the broader company goals. When expectations are clear, everyone knows what they’re working toward. It motivates team members to focus their efforts on what truly matters. It’s also important for employees to understand how their actions impact the company. When they see the direct link between their work and the company's performance, it creates a sense of ownership and engagement. Setting these expectations builds trust. Employees feel valued and are more invested in the company's success. When they understand what it takes to achieve those bonuses, it energizes them to go above and beyond. When everyone is aligned with the company’s mission and knows how to reach their goals, it creates a positive environment where everyone can thrive.

When it comes to choosing the right job offer, the highest salary isn’t always the best offer. I recently worked with a candidate who found herself weighing two offers. Both had similar hybrid schedules, both were with well-regarded firms. But one detail seemed to make the decision easy: Offer 1 came with a higher salary than Offer 2. Yet, the numbers didn’t tell the whole story. Offer 1 had a higher base salary, yes, but it lacked substantial benefits beyond that. Offer 2, while $5K lower on paper, included a 401(k) with employer matching, profit sharing, and a much more complete retirement package. When we dug deeper, the difference was over $16K in actual value when factoring in those long-term benefits. The choice? Suddenly much clearer. Lesson learned: Always analyze the whole offer. Look beyond the salary alone. What does the entire package provide for your financial future, your retirement, and even your peace of mind? Sometimes, the right offer isn’t the one with the biggest number—it’s the one that truly supports your goals.

Over the weekend, I spoke with a candidate who recently completed interviews with two leading firms in her field. Firm A contacted her almost three weeks ago, and after three interviews (including one in-person), she’s still waiting on feedback and next steps. Despite her follow-ups, there’s been radio silence. Firm B, on the other hand, reached out just last week. After one Zoom call and one in-person meeting, the managing partner personally reached out to extend an offer by Friday. She’s weighing her options but is strongly leaning toward Firm B. The team was welcoming, the offer competitive, and she felt appreciated and valued throughout the interview process. Meanwhile, Firm A has left her wondering if they’re still interested. They’re moving slowly, with no end in sight, and the silence speaks volumes. The lesson? Speed and coordination are crucial in the interview process. A highly skilled candidate, ready to hit the ground running, will choose a team that’s as excited to bring her on as she is to join. While both firms were a great match for her skills, she’s leaning toward the one that’s proven they’re ready to move forward. In a competitive talent market, delay can mean lost opportunity.

I recently spoke with a candidate facing a tough choice in her career. Currently earning over $25,000 above market rate, she’s seeking a senior manager or director role. Unfortunately, her firm hasn’t offered these opportunities in over two years. The dilemma is real. She’s excited to explore new opportunities, but the thought of taking a pay cut is tough to swallow. Most likely, she'll have to settle for less or, at best, a lateral move based on her research into the roles and firms she’s interested in. This situation is tougher than it seems. On one hand, there’s financial security. On the other, there’s the desire for growth and advancement. What really matters? It’s essential to weigh personal goals against current circumstances. Are you willing to accept a temporary setback for long-term fulfillment? Everyone’s decision will vary based on their unique circumstances and aspirations. She’s taking the time to think it over and plans to discuss it with her family. In light of your own situation, what would you do? Would you stay in a comfortable position or take the risk for a chance at something greater? Sometimes, the hardest choices lead to the most rewarding outcomes.

Had an interesting conversation with a client the other day. He asked, “What’s one of the best ways to attract talent?” My answer: Give ALL your interviewees a great experience. In the legal world, it’s a small, tight-knit community. WAY smaller than you think. And guess what? Everyone talks. If someone has a bad interview experience, it doesn’t just stay between you and them. Word gets around. Fast. I’ve had times when I reach out to a candidate, and they provide a list of firms they do not want to interview with. On the flip side, I also hear candidates mentioning which firms they’ve heard are great and have a solid interview process. Before you know it, top candidates will hesitate to even interview with your firm, no matter how great the position or the offer is. Make the process smooth, respectful, and engaging. This isn’t just about evaluating them. (it’s about them evaluating you) Think of every interview as a branding opportunity. The best candidates aren’t just looking for a job. They’re looking for the right culture, the right fit, and a team they can trust. If you don’t provide that during the interview, you’re already losing the battle.

A client called me last week with a common concern. He’s starting to hire for the 4th quarter, but there was a problem. His firm isn’t the biggest. They don’t offer the highest salaries. And he knows it. So, he asked me, “How do we still get the best talent?” It’s a question I hear more often than you’d think. Big firms with flashy offers aren’t always the end of the road for top talent. What people are looking for isn’t just about numbers on a paycheck. I told him it comes down to three things: Culture. Opportunity. Growth. If candidates feel valued, see room to grow, and are part of something meaningful, they stay. They invest in your firm as much as you invest in them. Offering flexibility, fostering a supportive environment, and ensuring that each hire has a clear path forward. These aren’t just talking points, They’re your differentiators. Talent will look at more than the zeros on the offer sheet. They’ll look at what your firm stands for. The best candidates? They want to be part of a story, not just a statistic. And that’s what you can offer.