Peter Clarke’s Post

Always love a client who talks with so much passion about our industry. Hearing from the hiring manager of the vision and forward growth of a new business aiming to make a dent in a competitive market. A good hour call discussing the direction of the business and its plans for 2025! Yes, I said it in April! 2025! The business structure is amazing, and it's co founders around it give it a lot of security. I always love working with clients in the city who are looking to grow their departments because from my experience, I see a lot of benefits to the employees for their own personal development. So, with all that said, I have a lot of opportunities currently available with my clients who are seeking candidates with HDR (housing disrepair) experience within fee earning and/or litigation. If you do not..... Don't worry. My client is more than happy to offer retrain work. Again, another notch to this client given the number of candidates I get asking to break into the HDR market, but no one will give them the opportunities. Well, here they! Here is your opportunity to not only branch into the HDR sector but, more importantly, put your footprint on a company looking to grow. I've seen this module many times over the past decade, and the candidates to present are pretty much qualified solicitors. Sometimes, it's not how much experience you have but what opportunities you take. interested? Peter@clarkelegalspecialists.com

Always love a client who talks with so much passion about our industry. Hearing from the hiring manager of the vision and forward growth of a new business aiming to make a dent in a competitive market. A good hour call discussing the direction of the business and its plans for 2025! Yes, I said it in April! 2025! The business structure is amazing, and it's co founders around it give it a lot of security. I always love working with clients in the city who are looking to grow their departments because from my experience, I see a lot of benefits to the employees for their own personal development. So, with all that said, I have a lot of opportunities currently available with my clients who are seeking candidates with HDR (housing disrepair) experience within fee earning and/or litigation. If you do not..... Don't worry. My client is more than happy to offer retrain work. Again, another notch to this client given the number of candidates I get asking to break into the HDR market, but no one will give them the opportunities. Well, here they! Here is your opportunity to not only branch into the HDR sector but, more importantly, put your footprint on a company looking to grow. I've seen this module many times over the past decade, and the candidates to present are pretty much qualified solicitors. Sometimes, it's not how much experience you have but what opportunities you take. interested? Peter@clarkelegalspecialists.com

Always love a client who talks with so much passion about our industry. Hearing from the hiring manager of the vision and forward growth of a new business aiming to make a dent in a competitive market. A good hour call discussing the direction of the business and its plans for 2025! Yes, I said it in May! 2025! The business structure is amazing, and it's co founders around it give it a lot of security. I always love working with clients in the city who are looking to grow their departments because from my experience, I see a lot of benefits to the employees for their own personal development. So, with all that said, I have a lot of opportunities currently available with my clients who are seeking candidates with HDR (housing disrepair) experience within fee earning and/or litigation. If you do not..... Don't worry. My client is more than happy to offer retrain work. Again, another notch to this client given the number of candidates I get asking to break into the HDR market, but no one will give them the opportunities. Well, here they! Here is your opportunity to not only branch into the HDR sector but, more importantly, put your footprint on a company looking to grow. I've seen this module many times over the past decade, and the candidates to present are pretty much qualified solicitors. Sometimes, it's not how much experience you have but what opportunities you take. HDR Retrain at 25k with a salary review in 6 months..... interested? Peter@clarkelegalspecialists.com

If you're a law firm owner and you want to increase the # of hours that your attorneys work (thus, increasing revenue), there are many different carrot-and-stick tactics to motivate them. I've tried a number of these tactics in my firm. However, no matter how many I try, most attorneys will calibrate their behavior and conform to the minimum billable requirement, and almost nothing more. Even significant bonuses for billing and collecting additional hours do not motivate, I would say, 80% of attorneys. Turns out most people will do that which is required to keep their jobs, but not much more. Now, one can lament this fact (I certainly have), or one can accept it and build a system that is highly profitable and enjoyable in light of it. What that means is all of your projections, all of your systems, all of what you do, should be based on your attorneys doing that which is required and nothing more. Anything more is like lightning striking: sure, it can happen, but you can't count on in it happening.

📣 Law firm owners making $400k or more. Stop the madness of thinking you have to do everything in your law firm… 🤯 working 60-70+ hours a week including weekends, missing special family events 🤯 court appearances, client meetings, paperwork piling up on your desk 🤯 still doing consultations and 90% of intake because the firm relies too heavily on referrals 🤯 lead generation, revenue & cash flow is not consistent so stress levels are at a 10/10 🤯 half your team, or more, needs to be micromanaged to get things done or there’s a revolving door of new hires 🤯 you don’t know your firm’s numbers so you can’t figure out what calculated risks to take 🤯 payroll is covered by a line of credit or even worse, you stopped paying yourself The truth is, you’re burning the candle at both ends and secretly you resent the business you’ve built. Most business owners never make it out of this stage — we call it the ABYSS. Or the hamster wheel which can last for YEARS! But I’ve got great news for you 🙌🏼 What if there was ONE solution to solve ALL these problems? 🤩 Imagine consistent, high quality leads coming in and getting more DESIRED cases 🤩 Imagine saving 10-30 HOURS a week delegating to a well trained, highly committed team 🤩 Imagine having predictable & consistent CASH FLOW, monthly revenue, and 20-30% profit margins 🤩 Imagine taking a MONTH long vacay and not checking your phone or computer 🤩 Imagine feeling more PEACE & happiness while spending time with loved ones Curious to learn more? Ready for freedom? 📥 Send me a direct message for a no-cost 360 Law Firm Analysis ($499 value) #lawfirmowner #familylawattorney #criminaldefenseattorney #estateplanningattorney #immigrationattorney #divorceattorney #probateattorney #duiattorney #personalinjuryattorney #businessattorney

I spoke with two litigation associates today. Both very personable and forthcoming. One wasn't sure what she wanted to do but knew she needed more flexibility and wanted to do a different kind of litigation. So we talked about work-from-home policies, billable hour requirements, having a hands-on litigation desk versus being research and writing oriented. We also discussed any goals/motivation to make Partner/be on partnership track and the different paths available at lifestyle firms. We talked about how every firm has their own approach to all of these things and that I could impart my opinion but that she would learn if it could be a right fit with a conversation with the firms. The other candidate knew exactly what he wanted but knew that the type of opportunity he really wanted would likely result in a pay cut. A very substantial pay cut. We talked about the ability to do exciting non-traditional work perhaps only available at a smaller platform, to lead the charge on matters versus being underutilized, to gain the skills they seek to develop, as well as long-term opportunity cost and taking a hard look at a full compensation package. Today I feel like I asked good questions, gave both candidates a lot to think about (and talk about with their families) and hopefully ultimately provided thoughtful guidance. Maybe its the sun being out (in February?!) or maybe it is loving what I do, but today felt productive just by being helpful.

🔍 Question for Solicitors, Private Client Solicitors, and Estate Planners: I'm curious about post initial consultation practices. Typically, the first consultation with clients is complimentary, but what about subsequent consultations? Do you charge hourly rates, or is this considered part of the service, even if clients haven't officially signed up? I've noticed and personally experienced spending considerable time providing multiple consultations to clients, who often return with numerous questions. This leads to extensive time spent answering queries via telephone or email. How do you handle this aspect of client interaction in your practice? I'd appreciate insights and perspectives from fellow professionals in the field.

I run a similar system to Karl Taylor TEP's. Imagine going to an optician or going to a dentist - they operate as if you took your car or motorcycle in for its MOT. They charge you for the examination, then make a diagnosis from which they prescribe a course of treatment. That's how most businesses operate, why not this one in which you and I profess our skill diligence and affection? I run a Three-Step: https://lnkd.in/etT2VK-r The discovery call/getting to know you/let's see if we can work together chat is free. If the client wishes to go ahead, they pay £499 for which they get: 1. A consultation lasting up to an hour and a half 2. Research and report with recommendations and detailed costed menu of actions to meet their objective 3. A further consultation to discuss the report lasting up to an hour and half [sometimes there are 2, or 3 of these] My 3-Step Plan typically takes at least 8 hours of my time. At £499, my Three-Step Plan is a loss leader. Who'd ask an optician or an electrician, a dentist or a mechanic for a day's work in return for no pay? Folk bang on about 'creating a niche' - this system would create a niche of folk who know your worth. The Fredie Freeloaders and the Tyre Kickers would avoid you like slugs avoid salt. https://lnkd.in/etT2VK-r Put another way it the same question asked by Gareth-Lee Smith here https://lnkd.in/eCVg8B5Y In the final analysis, to quote a person whose name is just beyond the tentacles of my memory: 'Those who pay, pay attention'. What professional wants to waste their time on folk who're not paying attention?

There are typically four roles that individuals give to others in their estate planning documents: Personal Representative, Healthcare Power of Attorney, Financial Power of Attorney and Trustee. While the specific responsibilities of each of these roles are different, they all carry great responsibility. This recent article from our Estate Planning team provides a comprehensive overview of the responsibilities of a Personal Representative, a role named in an individual's Last Will and Testament. Whether you are named as a Personal Representative in someone's estate plan or simply interested in broadening your understanding of this role, we invite you to click the link below to delve deeper.

Attracting new clients in the legal industry demands expertise and dedication. Law firms often rely on rainmakers to sustain their operations, with compensation typically between 15% and 25% of gross fee collection. Understanding this complex compensation system and aligning it with market standards is crucial. Law firms embracing a profitability-based approach should consider converting incentives to an equivalent percentage of net income from clients or files. Meanwhile, those adopting a system-based marketing strategy must offer expanded incentives to engage attorneys in supporting various business aspects like content creation, networking, and more. Balancing originator compensation is paramount, as inadequate recognition might drive originators away, while overcompensation can hinder collaboration and teamwork within the firm. Ensuring a fair profit model supports the payments made from gross fees is vital. Recognizing collaborative efforts and fostering a conducive environment among team members is critical to sustained success in the legal industry. For personalized assistance with designing fair compensation structures that meet the unique needs of your law firm, contact PerformLaw today at https://bit.ly/4aporz2.