John Remsen, Jr.’s Post

During our recent webinar on "Performing Due Diligence on Lateral Hires," we asked participants if they believe their firm does an adequate job of vetting candidates Shockingly, only thirty three percent (33%) of firm leaders said their firms do an adequate job vetting candidates. Forty-four percent (44%) said that they are not sure. Thank you to our guest speakers Roger E. Barton and Michael (Ellenhorn) for sharing their valuable insights. You can find the full webinar, as well as the rest of the webinars in our "Law Firm of the Future" series here: https://lnkd.in/eAyduqtc #LawFirms #LateralHiring #ManagingPartners

📰 Exciting news! Check out this latest report from the Financial Times about US law firms offering their staff a whopping $50,000 for referrals as the talent wars continue to heat up. This innovative approach to talent acquisition is shaking up the legal industry and creating new opportunities for professionals. Read the full article to learn more about this trend and its impact. #LawFirms #TalentWars #ReferralPrograms https://ift.tt/ctrN9oZ

This fantastic article by Mimi Lamarre highlights how law firms have extended their vetting process to months, striving for thoroughness in ensuring robust books of business. However, I believe it's crucial to balance this thorough vetting with genuine interest in candidates, ensuring the process doesn't feel like just "kicking the tires." While the article emphasizes the extended hiring timelines, I suggest that the universal lateral partner questionnaire (LPQ) should be adopted by every firm, especially early in the process. It has proven incredibly helpful in expediting the hiring process while demonstrating the candidate's seriousness. By using the universal LPQ initially, firms and candidates can focus on more specific details as they get serious, balancing thoroughness with efficiency. #LegalRecruitment #BigLaw #TalentAcquisition #LateralHiring #LawFirmStrategy #LegalIndustry #VettingProcess #RecruitmentInsights #LegalTrends #LawFirms https://lnkd.in/gvPYnSvi

Lateral partner hiring has accelerated rapidly in recent years. In fact, lateral partner recruitment is now one of the primary growth avenues for major law firms nationwide. Whether or not you qualify as a lateral partner has everything to do with your book of business. Do you have a valuable book of business and clients you serve that you can take with you to a new firm? If so, there are lateral partner opportunities out there for you. Feel free to check out my blog post that I published earlier this year to learn more. #LateralPartner #LegalCareer #RainmakerPower #LawFirmStrategy #LinkedInArticle #BalancedLawyer #LateralPartnerMove

Why are all recruiter associate law firm searches on a contingency fee model? I've had four firms contact me directly for help with associate searches in Houston this week. These searches are not just your average run-of-the-mill - M&A or Lit. Some of them are quite complex and would require a significant amount of time and effort to complete. For example, a difficult partner, Non-Cravath pay, needs to relo someone in a very niche area in TX. I'm busy, so I won't prioritize a difficult, time-consuming search when I have much easier searches. Shouldn't law firms use retained searches for associates if they want recruiters to work on these more complex searches and prioritize them? I have no idea what the answer is so truly curious. As I stare down 4 complex searches today vs. finding a 2021 M&A or a 2021 Lit associate, it's just hard to motivate on a difficult search without a retainer. PLEASE correct me if I am wrong! Have you seen a retained search for an associate? Is this something that exists?

Make sure to read Frank Varela's article in Legal Business Magazine which provides an overview of the lateral partner hiring landscape for 2024. While a notoriously difficult market to predict, partner recruitment has been busier than ever and 2024 will see increased emphasis on clear and thought out growth strategies from firms looking to hire top talent. The war for talent is not easing up and partners are looking for genuine partnership with firms that align with their business and personal values so having a clear message to market will be of paramount importance. If you would like to discuss your growth plans for 2024 or your career trajectory, then do get in touch. fvaughan@vandpglobal.com or 020 7980 3029.

It’s what we do

Law firms are dialing back the rapid-fire hiring of recent years and taking a much closer look at potential partners. 🔍 With the legal market shifting, firms are investing more time and resources into vetting candidates, including calling clients directly to verify business. This more rigorous process is extending timelines and increasing the pressure on lateral partners, though this approach ensures a seamless integration of new partners and strengthens the firm's overall capabilities. By investing time in due diligence, firms are demonstrating their commitment to client satisfaction and long-term growth. Our Chief Data Officer, Gregory D. Hamman discusses the need for a more detailed LPQ and vetting process when hiring lateral partners in the recent article "'More Extensive Vetting': How Law Firms Are Picking Laterals" written by Law.com #biglaw #legalindustry #lateralhiring #talent #lawfirmlife #legalrecruiting https://lnkd.in/ev7pAKpa

Really interesting insights on how to effectively integrate a lateral hire into law firms, in this video from Corinne Staves and Zulon Begum, with special guest Stephen Rodney: #lawfirms #lateralhiring #partnershiplaw #lawfirmrecruitment

⭐ Looking to Hire at Your Law Firm? ⭐ Need help finding qualified candidates? Look no further! Our team specializes in sourcing top-tier talent for law firms. Let us take the hassle out of hiring. Reach out today to discuss your recruitment needs! #LegalRecruitment #QualityCandidates #HiringSolutions