Advocates Legal Recruiting’s Post

📢 Is the two-tiered partnership model the future of law firms? As legal services evolve, some firms are exploring the benefits of a two-tiered partnership with both salaried and equity partners. We want to hear from you! This short survey will explore the pros and cons of this model, its impact on career expectations, and its role in managing firm profitability. Share your insights and contribute to shaping the future of the legal profession. 🌐 Take the survey: https://lnkd.in/e5PyPZmF * Please note that this is a third-party survey, and the data is therefore not being shared with the IBA. Should you wish to receive information about Lexington Consultants privacy policy please visit their site. *  #law #legal #lawfirm #lawyer #survey

The market demands high-quality junior legal talent at a more realistic price. We meet this need by offering cost-effective placements that lower overall expenses for law firms. Learn more about how we can transform your hiring process: https://lnkd.in/eFumm7dV #TheFutureOfLaw #LegalInnovation #LawFirmSolutions #CostEfficiency #LegalTalent #HiringConfidence

Breaking News: The Shifting Legal Talent Landscape: What It Means for Associates and Law Firms in 2025. Law Firms Are Evolving – But Not in Favor of Junior Associates. The 2025 Report on the State of the U.S. Legal Market, released by Thomson Reuters and the Center on Ethics and the Legal Profession at Georgetown Law, paints a striking picture of change within law firms. Central to this evolution is a “shifting law firm talent model” that is reshaping how firms approach staffing. Unfortunately, the trend is not favorable for junior associates, who now make up a smaller share of law firm personnel compared to past decades. Read all about it here: https://lnkd.in/egDr7muE #hiring #recruiting #DEI #diversityequityinclusionbelonging #diversityrecruiting #HERSadvisors #recruitmentredefined

In this new survey we are asking why the Salaried Partner role is misfiring in top law firms. At its best, it can be a useful tool for career management - retaining your best people and testing their ability to step into partnership. At worst, perhaps a way of avoiding difficult conversations - creating a cohort of second class citizens with a drag on law firms profits? Over 100 law firms have participated in the survey already. Please reach out with any questions. 🌐 Take the survey here: https://lnkd.in/e5PyPZmF Many thanks to my fellow LFMC officers: Stephen Revell, Paul Marmor, Deborah Brightman Farone, Helena Samaha, Inês Sequeira Mendes, Martin André Dittmer, Adam Emmerich, Rolandas Valiūnas, Sverre Tyrhaug, Joy Harrison-Abiola, Rupinder Malik, Anne Macdonald, Zulon Begum, Samer Qudah, Tiziana Sucharitkul, Tahera Mandviwala, Yosbel Ibarra, Alan Keep, David Patient,Julian Yarr, Javier Petrantonio, Paulo Rocha, Stephen Bowman, Nadège Nguyen, Jan Dernestam, Gary Assim, Timur Bondaryev 🇺🇦, Robert Gawałkiewicz, Rasem Kamal, David Burgess, David Gutierrez, Badri Narayanan, Timothy Powers, Craig Seebald, Petra Zijp, Hanim Hamzah, Carlos A. Bello, Jeff Davis, Katherine Hutchinson, Maria-Pia Hope

Associates Looking to Transition Out of Big Law If you’re an associate in big law feeling burnt out or like your career is not progressing as you had hoped, perhaps a transition to a mid sized firm could be the reset you need. A switch from big law to a mid sized firm can propel you towards your career goals and allow you to rediscover your passion for law. Here are just some of the advantages for associates looking to transition to a mid-sized firm: •Better work-life balance in comparison to the long stressful hours as an associate in big law. •More opportunities to engage in sophisticated, substantive legal work while working on a broader range of cases and practice areas. •Better career growth and advancement opportunities because there are less hierarchical structures. In addition, there is a chance to develop skills and grow professionally at a quicker pace than big law due to the varied responsibilities and hands-on experience. •Firm Culture - mid-sized firms often offer a more collaborative and supportive work environment where the firm values may align more closely with your own. •More direct client Interaction, allowing associates to build stronger relationships and improve client management skills. •Better job security and stability as mid-sized firms can be better equipped to handle economic downturns because of their lower overhead costs and diverse client bases. •More personalized mentorship and guidance from partners and senior attorneys. •Greater influence on firm policies, decision making and more opportunities to get involved in business development. Here at J. Sheppard Associates, we help associates make a successful transition out of big law and find the perfect place them in excellent mid sized firms. If you’re looking to make a change, please reach out to us and let’s start the conversation and find the next home for you! #lawfirm #attorney #legal #lawyer

“We are on a mission to broaden the pool of lawyers who are exposed to the opportunity to practice in Big Law, especially when it comes to recruiting, hiring, and developing junior legal talent. Only by increasing the breath and size of the pool, focusing on skill development, fostering an inclusive environment, and taking more calculated risks will progress be made. Structural problems require structural solutions.“ – Jon Greenblatt, Chairman, Legal Innovators Learn more about our approach: https://lnkd.in/eWt6rnHD #LegalInnovators #EquityInLaw #ProfessionalDevelopment #LegalTalent #WellnessInLaw #LegalIndustry #TheFutureOfLaw

"As one federal court explained, 'economics is the principal reason for emergence of lawyer temping because it permits a firm to service client needs during particularly busy periods by engaging an experienced attorney, without incurring the expense of hiring a permanent employee.'" (The Legal Intelligencer) https://lnkd.in/gcRirWAh #temporarylawyer #legalcareer #legalindustry #legalmarket

👉 You cannot get in as In-House Counsel without prior experience! 👉 You cannot switch from litigation to corporate as In-House positions don’t prefer people coming from litigation! 👉 You cannot become In-House counsel with career gap! These were the statements that degraded motivation of our participants who wanted to make the switch as In-House Counsel! Hopeless, they joined our course and got to know ow the reality! You can make the shift from Litigation, have career gap or without prior experience, you can make the switch to In-House Counsel! And our participants are proof of that, in every batch almost 3-4 participants make it as In-House Counsel without prior experience or with career gap! And you can too, the only requirement is your willingness to learn the practical aspects of Contract Vetting and Negotiations and the justifications around that! And we can be your helping hand, reach out to know more! #litigation #inhousecounsel #inhouselegal #corporatecounsel #corporatelegal #law #legaljobs #contracts #agreements

Rejected from a few (or many) law firms? Don't give up! Legal recruiter Harrison Barnes shares why persistence is key to success. Watch the full webinar replay here: https://lnkd.in/gTzZbRSt #LegalCareers #JobSearchTips #AttorneyLife #HarrisonBarnes #BCGAttorneySearch