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[Australian Legal Market Overview 2024/25] It's out! Many of you would know from our chats that at Robert Walters, we have been working on getting you real time data on this point. Really excited to share that we have released our Australian Legal Market Overview 2024/25 and this is one you do not want to miss ! - Interested to find out where your salary stands relative to the market? - Want a snapshot read on market trends and movements in the legal space? - Generally looking for something to read as you travel to / fro work ? Here you go: https://lnkd.in/gpN2FpQY For more information, let's have a chat and catch up over coffee, looking forward to help you navigate salary negotiations and benchmarking, sharing market updates and upcoming trends in the commercial litigation, class actions, tech and healthcare space. Feel free to reach me at jiannee.ong@robertwalters.com.au #robertwalters #legal #legalcareers #lawyers #disputes #commerciallitigation #classactions #techlawyers #tmt #healthcare John Meehan Robert Kruger Phoebe Garrett Georgia Hawley Jack Bambrick Aya Gould Meghan Ellson

"According to the report, 97 percent of polled hiring managers expect pay for legal jobs in corporate legal departments and law firms to increase next year. This accompanies the agency's findings that 86 percent of the legal employers polled are concerned about retention." (Canadian Lawyer) https://lnkd.in/eiiQKTJU #legalindustry #legalsalary #legalpay #legaljobs

Stay ahead of legal hiring and compensation trends in 2024 with insights that pave the way for career success!  Explore strategies to navigate the evolving legal landscape and thrive in your profession! https://lnkd.in/gvKkf_TZ #LegalHiring #CompensationTrends #CareerInsights

One important factor to consider at the outset of an investigation is determining whether an investigation conducted by this investigator can be protected by the attorney-client privilege and therefore not discoverable in any future litigation, and if so, how? #investigation #HR #employmentlaw #privilege #legal

This is not a post I want to write, but it needs to be written. I'm a huge advocate of legal ops, not just because it's a key Brightflag constituency, but because I'm operations-focused myself. Years from now, every corporate legal department will have a dedicated legal ops professional. Every single one. But the last 12 months have not been kind to legal ops. Positions have been eliminated. Okay, that's happened to pretty much every function in pretty much every company. Compensation is down for open positions and growth has slowed for existing positions. Again, this isn't unique to legal ops. But the somewhat-silent and in my opinion worst trend has been the demotion of legal ops, in effect, from a strategic function to an administrative one. This week I heard about yet another example of a newly-hired CLO/GC changing a high-performing legal ops team's mandate to look more like legal assistants than strategic change agents. This is bad, and everyone in the community—CLOs and GCs who see the light, legal ops professionals, legal tech vendors, consultants, you name it—need to fight it with everything we have. I personally commit to doing more and better to highlight the strategic importance and value of legal ops in every conversation I have with CLOs and GCs. I was doing a lot already, but I need to do more. Let's change this trajectory together. #legalops #legaloperations #legaltransformation #paytransparency

Hiring mistakes are expensive for law firms. We learned in a recent CLE that rehiring to replace departed/terminated personnel carried the following overall cost to the firm: Paralegal = .75x of total salary, Associate = 1.75-2x total salary, Partner = 3-4x of total salary. Minimizing these costly mistakes is a big reason why firms work with recruiters.

⚡ Let's Chat - Chambers Associate Annual Legal Market Report 2024 ⚡ Key Takeaways: Top 3 cities by US Associate headcount: NYC (31%), DC (14%), Boston (7%) Breakdown of top practice areas: 🔵 Litigation: 22% of junior associates, with 22% planning to stay up to 2 more years and 45% planning to stay 5+ years 🔵 Corporate: 19% of junior associates, with 23% planning to stay up to 2 more years and 45% planning to stay 5+ years 🔵 IP: 8% of junior associates, with 18% planning to stay up to 2 more years and 54% planning to stay 5+ years 🔵 Real Estate: 6% of junior associates, with 14% planning to stay up to 2 more years and 61% planning to stay 5+ years 🔵 Banking and Finance: 5% of junior associates, with 19% planning to stay up to 2 more years and 53% planning to stay 5+ years Billable hours: 1,950 median billable hours in big law – 27% of associates feel this is too high. RTO – Mandate v. Real Working Patterns: Over a third of associates are in the office 4 to 5 days a week, but 3 days remains to be the sweet spot for many. US JOBS FUN FACT: High-paying remote jobs (over $250,000 or more per year) dropped by 95%, while hybrid jobs saw a 60% decline. Now, only about 4% of jobs with a quarter-million-dollar salary are fully remote, falling from 10% a year ago. One of the leaders behind the research reportedly said “managers prefer in-person supervision and visibility.” Download the report here: https://lnkd.in/ezxPanCJ Let's Chat 📧 tiffany.ambrose@lhh.com   Follow me on Instagram for all things legal recruiting: https://lnkd.in/e3XEk_4N #legalrecruiter #legalrecruiting #letschatwithrecruitertiff #marketintel #chambersassociate #lateralmarket #lateralhiring #legalcareers #bostonjobs #team Randall Yee, Esq. Emily Lam, Esq Emily Chamberlin, esq.

Did you know that "no-poaching" clauses in executive search firm agreements could be limiting career opportunities for in-house counsel and even pose regulatory risks? 🤔 Amy Chai dives into the issue in her latest article, speaking with CLOs and recruiters about how these provisions impact corporate lawyers and organizations. A must-read for anyone navigating the legal and recruiting landscape! 🔗https://lnkd.in/ggHxQUbk #InHouseCounsel #LegalCareer #ExecutiveSearch #CLO #CareerOpportunities #LegalIndustry #NoPoaching #RegulatoryRisks #CorporateLaw

There are potential risks to bringing on a competitor's employee that may impact your strategy in the #hiring process or make you decide to go with a different candidate altogether. Lexa Cutler of SpringLaw Firm explains and provides tips to prevent problems and mitigate risks. #homegoodsonline #employmentlaw #humanresources #law #legal https://lnkd.in/gUG9Fq-7

Navigating the decision between utilizing in-house legal support versus outsourcing to Lawaid Inc involves a nuanced cost analysis that weighs both financial and strategic considerations.   In-house legal teams come with the fixed costs of salaries, benefits, and overhead expenses. While this model ensures direct control and immediate accessibility, it can strain budgets and limit scalability. Lawaid Inc, on the other hand, offers a flexible cost structure. Beyond direct financial considerations, the scalability and efficiency gains provided by Lawaid Inc contribute to substantial long-term savings. In-house teams may face challenges in handling fluctuating workloads, leading to potential inefficiencies. Lawaid Inc also brings specialized expertise to the table. In-house teams may require ongoing training to stay abreast of diverse legal needs, incurring additional costs. Lawaid Inc provides instant access to a pool of skilled professionals, eliminating the need for continuous training and ensuring that tasks are handled by experts in each field.   Furthermore, Lawaid Inc enhances productivity by streamlining workflows and reducing turnaround times. The time saved can be redirected towards revenue-generating legal work rather than administrative tasks, contributing to increased profitability for the law firm.   While in-house legal support provides immediate accessibility, Lawaid Inc offers round-the-clock services, catering to urgent legal needs without additional overtime costs. This flexibility allows law firms to meet client demands efficiently.   In conclusion, the cost analysis between Lawaid Inc and in-house legal support goes beyond the direct financial comparison. It involves assessing scalability, efficiency gains, specialized expertise, and the overall impact on the firm's bottom line. You are required to fill a form there on the website. Www.nomosots.in   #PersonalInjury #Injury #MedicalMalpractie #MassTort #Medical #Nofault #nofaultautomobileaccident #Accident #Accidentlawyer #revenuegeneration #growthstrategy #costsavings #innovationstrategy #costcutting #legalinnovation #legalservices #LPO #LegalOutsourcingServices #EmpoweringAttorneys #empoweringwomen #legaltechnology #legaltech20 #lawfirms #lawaid https://lnkd.in/dr9sAkEH | https://lnkd.in/dEByq56N