Latitude Legal’s Post

Looking to strategically announce your law firm's lateral hire? Check out this insightful article from The National Law Review. Gain valuable tips and tactics on how to make the most impactful announcement for your firm's new addition.

Looking to strategically announce your law firm's lateral hire? 🎉 Check out this insightful article from The National Law Review. Gain valuable tips and tactics on how to make the most impactful announcement for your firm's new addition. https://lnkd.in/gEhCy6gd #LegalIndustry #LawFirm #LateralHire #StrategicAnnouncement #LegalIndustryInsights #LegalRecruiter #LegalRecruitment

In the legal industry, retaining top talent is a significant challenge. Skilled attorneys are in high demand, making their retention crucial for the success of any law firm. Factors like work-life balance and career advancement opportunities are increasingly important in retaining talented attorneys. Balancing these expectations with the demands of legal practice is a common struggle for law firms. Let's explore how to tackle this challenge and find solutions. learn more on how we can assist here: https://lnkd.in/dGqnRXXJ #FirmTransitions #LawFirmConsulting #ManagementMonday #TalentRetention #LawFirmChallenges

Strategies for retaining top talent in your law firm --- the significance of recruiting top talent, and how these aspects are vital to your law firm's success. Watch and learn: 🔹Why Associates Leave: Understanding the common reasons associate attorneys decide to leave. 🔹Impact of Turnover: The financial and operational impacts of losing associate attorneys. 🔹Retention Strategies: Actionable steps to keep your top talent and reduce turnover. 🔹Financial Costs of Turnover: Including recruiting expenses, onboarding gaps, and training costs. 🔹Onboarding and Training: The importance of training associates in your specific systems to serve clients effectively and efficiently. Join me as we break down these critical aspects to help your law firm thrive by maintaining a strong team of dedicated associate attorneys. https://lnkd.in/gK3YjDAH #RetainingTopTalent #RecruitingTopTalent #LawFirmSuccess #ImpactOfTurnover #RetentionStrategies #FinancialCostsOfTurnover #OnboardingAndTraining #AssociateAttorneys #LawFirmTeam

Hiring a lateral attorney who has moved law firms several times already can be a risky proposition. What are the costs if a candidate decides to jump again to another firm pretty quickly? And how can you apply better due diligence to assessing if a candidate is the right fit for your firm, and is motivated to deliver on what they promise in their practice? Thanks to Tom Spigolon, The American Lawyer, and Daily Report | ALM for reporting on this key issue as lateral hires continue to escalate in a very active hiring market for law firms - and for sharing my thoughts on what firms may need to be concerned about. #lateralhiring #biglaw #lawyerlife #amlaw #lawfirmhiring #americanlawyer #dailyreportalm #legalnews #lawfirmmoves #biglawhiring #lawfirmpartners #lawfirmstrategy #lawfirmgrowth #attorneys #lawyers #georgialawyers #fultoncountylawyers

Companies recruiting lawyers need to understand that just because someone works at a top tier law firm does not mean they’re a top tier lawyer. Mediocrity can survive for a long time in large offices. Mid tiers and small law firms are loaded with people that are just as able as their top tier counterparts, and are often working on the other side of the same matters. In the more junior ranks, lawyers at smaller firms are often taking a more active role on matters than their peers at the national and international firms, with far greater levels of client engagement. If you’re only going to consider lawyers that have worked at one of five or six law firms then you’re going to miss out on a lot of talented people. #lawyers #inhouselawyers #legalprofession

Companies recruiting lawyers need to understand that just because someone works at a top tier law firm does not mean they’re a top tier lawyer. Mediocrity can survive for a long time in large offices. Mid tiers and small law firms are loaded with people that are just as able as their top tier counterparts, and are often working on the other side of the same matters. In the more junior ranks, lawyers at smaller firms are often taking a more active role on matters than their peers at the national and international firms, with far greater levels of client engagement. If you’re only going to consider lawyers that have worked at one of five or six law firms then you’re going to miss out on a lot of talented people. #lawyers #inhouselawyers #legalprofession

Strategies for retaining top talent in your law firm --- the significance of recruiting top talent, and how these aspects are vital to your law firm's success. Watch and learn: 🔹Why Associates Leave: Understanding the common reasons associate attorneys decide to leave. 🔹Impact of Turnover: The financial and operational impacts of losing associate attorneys. 🔹Retention Strategies: Actionable steps to keep your top talent and reduce turnover. 🔹Financial Costs of Turnover: Including recruiting expenses, onboarding gaps, and training costs. 🔹Onboarding and Training: The importance of training associates in your specific systems to serve clients effectively and efficiently. Join me as we break down these critical aspects to help your law firm thrive by maintaining a strong team of dedicated associate attorneys. https://lnkd.in/ga3xeQYn #RetainingTopTalent #RecruitingTopTalent #LawFirmSuccess #ImpactOfTurnover #RetentionStrategies #FinancialCostsOfTurnover #OnboardingAndTraining #AssociateAttorneys #LawFirmTeam

Sharing Senior Attorney’s infographic, “The 4 Winners When Senior Attorneys Sell to Growing Law Firms – Winner #2: Key Employee Lawyers & Para-Staff” Winner #2 when Senior Attorneys sell to Growing Law Firms are the key employee lawyers and para-staff who benefit from continued employment. Unlike the false expectations by many Senior Attorneys that their would-be Internal Successor aspires to become the owner of a small business law firm, most key employee lawyers want a safe, reliable, and predictable job. So, when Growing Law Firms hire key employee lawyers as part of a law firm purchase (which often happens), those key employees literally breathe a huge sigh of relief because they typically cannot afford to purchase a small business law firm and do not want purchase a law firm either. And, by joining a Growing Law Firm, those key employee lawyers (together with para-staff who often join, too) benefit greatly by securing reliable, predictable, and safe continuing employment. Watch here: https://lnkd.in/dw6jhsEw Link to subscribe to The Law Firm Seller YouTube Channel: https://lnkd.in/e23R_fzE #lawyers #trialattorneys #lawfirms #successionplanning #attorneys #justice #Legal #Legalmarketing #attorney #legalnews

Key employee lawyers at Senior Attorney-led law firms do not want to purchase their boss’ law firm and can’t afford to either. The July 2024 State of the Market for Law Firm Sales e-Newsletter includes addressing the following 4 false expectations that Senior Attorneys have about their key employees’ interest to purchase their law firms: False Expectation #1: Key Employee attorneys do not only want a job. False Expectation #2: Key Employee Lawyers aspire to become law firm owners. False Expectation #3: Key Employee Lawyers can afford to purchase a Senior Attorney-led law firm. False Expectation #4: Key Employee Lawyers do not assume that their bosses will never retire. Watch here: https://lnkd.in/dNztSisW Link to the July 2024 Newsletter: https://lnkd.in/dA8f3RQC Link to subscribe to The Law Firm Seller YouTube Channel: https://lnkd.in/e23R_fzE #lawyers #trialattorneys #lawfirms #successionplanning #attorneys #justice #Legal #Legalmarketing #attorney #legalnews