Ben Karnezos’ Post

Welcome back to the Legal Design Collab (LDC) with host Melissa Lyon, Executive Director & Experience Designer at Hive Legal. In 2024 the LDC will be shining a light on use cases for design thinking in your legal business. You'll learn how to identify and develop practical and innovative services, processes, initiatives and programs. Talent development and new roles in legal are high on the agenda for everyone right now so, we're kicking off on 8 February at 1pm-2pm AEDT (Melbourne/Sydney time) with a session on how to use design to identify and build capabilities that will future proof your firm/organisation. We'll take you through some real-life case studies including Hive’s Thrive@Hive career growth program. Our guest and co-host for this session is Jan Christie, Director, Capability + Organisational Development, Gilbert + Tobin. Jan will bring her design toolbox and draw on her amazing experience in all things people development in legal to this session. Topics we'll cover include: *Identifying the types of capabilities your organisation needs right now and in the future. *Designing and developing programs that build relevant capabilities and enable fulfilling careers (including alternative or hybrid careers). *Understanding how to initiate or iterate programs that engage employees and empower them to enhance their capabilities as legal work and their roles continue to evolve. You can register for FREE here: https://lnkd.in/gAYjvmij Also don't forget to save-the-date for all the other LDC meet ups in 2024 - you'll find that information here: https://bit.ly/LDCHomepage. See you there! #CLI2024 #LDC2024 #legaldesign #law #lawfirms #legaltalent #legalwork #inhouselegal

Welcome back to the Legal Design Collab (LDC) with host Melissa Lyon, Executive Director & Experience Designer at Hive Legal.   In 2024 the LDC will be shining a light on use cases for design thinking in your legal business. You'll learn how to identify and develop practical and innovative services, processes, initiatives and programs. Talent development and new roles in legal are high on the agenda for everyone right now so, we're kicking off on 8 February at 1pm-2pm AEDT (Melbourne/Sydney time) with a session on how to use design to identify and build capabilities that will future proof your firm/organisation. We'll take you through some real-life case studies including Hive’s Thrive@Hive career growth program.    Our guest and co-host for this session is Jan Christie, Director, Capability + Organisational Development, Gilbert + Tobin. Jan will bring her design toolbox and draw on her amazing experience in all things people development in legal to this session.    Topics we'll cover include: *Identifying the types of capabilities your organisation needs right now and in the future. *Designing and developing programs that build relevant capabilities and enable fulfilling careers (including alternative or hybrid careers). *Understanding how to initiate or iterate programs that engage employees and empower them to enhance their capabilities as legal work and their roles continue to evolve.   You can register for FREE here: https://lnkd.in/gSdRethJ   Also don't forget to save-the-date for all the other LDC meet ups in 2024 - you'll find that information here: https://bit.ly/LDCHomepage.   See you there!   #CLI2024 #LDC2024 #legaldesign #law #lawfirms #legaltalent #legalwork #inhouselegal

It seems like there's a surge in legal engineers looking for their next job role. This trend poses a challenge for law firms when experts on specific tech or systems decide to move on. The question arises, how can firms capture that knowledge before they depart? My advice is simple - have someone other than the departing individual document everything. By assigning a project to someone unfamiliar with the firm and that person's specific role, they can ensure a thorough understanding of tasks, processes, storage locations, ongoing projects, stakeholders, vendor contacts, and more. Relying on the departing employee for this crucial task may lead to oversights, regardless of their expertise. Documenting all critical information before the departure ensures a seamless transition for a new hire, preventing any disruptions in operations. While this process may seem challenging, it is essential for continuity and efficiency within the organisation. At BamLegal, we have quickly and successfully provided this service to numerous law firms facing the departure of key legal engineers. We approach this task with structure, respect, and a helpful attitude. We provide a guide and key notes to anyone stepping up to take on that role or anyone new coming in. And often some easy win recommendations for improvements that can be made. If you find yourself in need of experienced assistance in this area, feel free to reach out. #LegalTech #LegalTechnology #LegalEngineer

Exciting News for Legal Ops Professionals - we have launched the first global Legal Operators Job Board! 🚀 Whether you're looking to join a cutting-edge startup, a well-established corporation, or anything in between, our job board has you covered. Explore a curated selection of roles that span the full spectrum of legal operations, from contract management and compliance to technology implementation and beyond. Link is in the comments! Tag somebody who is looking for a new role. #LegalOps #JobBoard #CareerOpportunities #LegalInnovation

Embarking on a transformative journey through the legal hiring landscape in a post-pandemic world! Join us at PS Companies for key insights and best practices that will guide you to career excellence. Your pathway to professional growth awaits – let's navigate it together! #LegalInsights #CareerAdvancement #PSCompanies

Embarking on a transformative journey through the legal hiring landscape in a post-pandemic world! Join us at PS Companies for key insights and best practices that will guide you to career excellence. Your pathway to professional growth awaits – let's navigate it together! #LegalInsights #CareerAdvancement #PSCompanies

𝐖𝐡𝐲 𝐈 ❤ 𝐌𝐲 𝐍𝐞𝐰 𝐋𝐢𝐟𝐞 𝐚𝐧𝐝 𝐂𝐚𝐫𝐞𝐞𝐫 𝐢𝐧 𝐋𝐞𝐠𝐚𝐥 𝐎𝐩𝐬 A few days ago, during a call discussing Legal Ops as an alternative legal career path, someone asked if I enjoy my job in Legal Ops. Honestly, it took me by surprise. It’s the first time someone has asked me that question. It made me stop and think for seconds. In my head, it's obvious that I love what I do, but I wasn't prepared to put it into words. The answer is I find immense satisfaction in my role in Legal Ops. I'm truly passionate about my new life and career path in this field. These are the things I enjoy the most about being in Legal Ops: ❤️ 𝑱𝒐𝒃 𝑺𝒂𝒕𝒊𝒔𝒇𝒂𝒄𝒕𝒊𝒐𝒏: Unlike my previous career in-house, I now have more flexibility and can see the impact of my work every day. ❤️ 𝑺𝒕𝒊𝒎𝒖𝒍𝒂𝒕𝒊𝒏𝒈 𝒘𝒐𝒓𝒌 𝒆𝒏𝒗𝒊𝒓𝒐𝒏𝒎𝒆𝒏𝒕: The thrill of working on large, challenging yet stimulating projects. Every day, I'm faced with new problems to solve. ❤️ 𝐒𝐞𝐥𝐟-𝐀𝐜𝐜𝐨𝐦𝐩𝐥𝐢𝐬𝐡𝐦𝐞𝐧𝐭: There's a strong sense of self-accomplishment in solving complex problems and improving processes. ❤️ 𝑰𝒏𝒅𝒆𝒑𝒆𝒏𝒅𝒆𝒏𝒄𝒆: I have more freedom and autonomy in my role, which allows me to innovate and be creative. ❤️ 𝑹𝒆𝒄𝒐𝒈𝒏𝒊𝒕𝒊𝒐𝒏: My contributions are recognized and valued by my colleagues, leadership and executive team, which is incredibly rewarding. ❤️ 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠: Every day in Legal Ops, I get the chance to learn something new and develop my skills. The fast-paced nature of the field keeps me constantly growing and improving. ❤️ 𝑪𝒐𝒎𝒎𝒖𝒏𝒊𝒕𝒚 𝒊𝒏𝒗𝒐𝒍𝒗𝒆𝒎𝒆𝒏𝒕: I am actively involved in the global Legal Ops community, advocating for a better understanding of our function, promoting easier access to this field, and providing mentorship to those exploring this the field. Transitioning to Legal Ops was one of the best things that happened to me, and it has transformed my professional and personal life for the better. If you're a legal professional exploring your next career move and want to learn more about Legal Operations, follow me for more insights and updates. #legaloperations #legalops #legalcareer #careertransition #careerdevelopment

PIVOT ALERT: A law firm comes to me asking for our help on a couple of vacancies (always lovely to have inbound leads), attaching Agency Terms. I reply to say that we have an innovative service which means we can shave 4-14% off their commission rate, depending on the role's seniority, can I show you? Response, thanks but no, we don't sign other people's terms as they haven't been through compliance. Similar situation with another law firm. "I'm completely sold on your platform, I just don't know how we'd even begin to sign up to your TOB rather than ours." I already knew from past experience that selling and driving adoption of tech within law firms is difficult, but at least when pitching to the Innovation Lead, the person with an appetite and mandate for change, they can see the benefits themselves. Technically what we offer is more HRtech for law firms, vendors and in-house teams, a pipeline of talent with rich data you won't get anywhere else. But what about the provision of solutions to non-legal, business challenges for a law firm? If the HR team in a law firm isn't innately interested in saving thousands or tens of thousands of pounds in the hiring process, then a) there's a cultural problem within law firms that needs to be addressed and b) I need to change our offering to be (even) more compatible with the way they currently do business. I'd love to attach an algorithm-feeding cartoon but they're all a bit too snarky for the point I'm trying to make. Do law firms have an inherent resistance to change? Yes. Can I do anything about it? No. So the onus is on me to tinker with the model in such a way that change becomes more palatable to the HR teams at firms. If you are a talent leader at a law firm and you do have an appetite for doing things differently then make my day and get in touch!

If you want to transition to #legalops but believe you need to have a specific background, think again! The more I talk to folks like you interested in making the move to legal ops, the more I learn that the #1 blocker you all have is the belief that you are not capable of doing it because, for instance, they have a law firm/e-discovery background and fear the hiring employer will reject their application since they've never worked in-house. Of course this is just not true! To prove it, I researched the background of over 100 legal ops professionals globally and summarized the results of my findings in this map. The truth is, "All roads lead to R̶o̶m̶e̶ Legal Ops" because there isn't a traditional career path to legal ops. The diversity of backgrounds, profiles, and skills of legal ops professionals is exactly what makes the legal ops industry and community powerful, vibrant, and rich: Also, keep in mind that what might be a strict requirement for one hiring employer could be considered an additional bonus or extra qualification by another. It all depends on the specific needs and preferences of each organization. So, don’t: ❌ Look too far. ❌ Think you need a specific route. ❌ Underestimate the value you bring. Instead: ✅ Embrace your skills and strengths. ✅ Be open-minded and patient. ✅ Target the right opportunities that value your unique experience and background. Your unique background could be exactly what a hiring team is looking for to bring fresh perspectives and innovative solutions to the table. Do you have a story to tell me about this? I'm all ears👂Please feel free to drop a comment or leave me a DM!

Embarking on a transformative journey through the legal hiring landscape in a post-pandemic world! Join us at PS Companies for key insights and best practices that will guide you to career excellence. Your pathway to professional growth awaits – let's navigate it together! #LegalInsights #CareerAdvancement #PSCompanies