Stefano Barbagallo的动态

The war for associate talent is over. The associates lost. That’s my takeaway from a recent report by the National Association for Law Placement that found lateral hires by law firms in 2023 hit their lowest point since the Great Recession of 2010. But not everywhere. In my latest column, I dig into exclusive data from Leopard Solutions that shows which big firms have continued to hire lateral associates apace -- and which have pulled back the most.?https://lnkd.in/gKpQsnEY

The war for talent in Biglaw may be over, but in the world of small to medium firms, it’s as fierce as ever. It’s a great time for smaller firms to make their organizations as welcoming and attractive as possible to associates that don’t want Biglaw life. Believe it or not, compensation is not the deal-breaker or deal-maker. It’s transparency, investment in the form of professional development and mentoring, opportunities to work directly with clients or try cases, and a sense of direction when it comes to partnership. #law #lawyers #legaljobs #lawfirm #lawfirms #recruiting

A great view on how firms such as Freshfields Bruckhaus Deringer are taking a thoughtful and deliberate approach to attorney work allocation. Firms that focus on improving utilization, their DEI outcomes and associate development are sure to retain and grow the client base while stabilizing their Associate workforce. Check this one out!

Discover the secrets to boosting associate satisfaction and retention! Dive into this week's must-read article on BCG Attorney Search. Find out what associates really want from their jobs! https://rb.gy/jekxve #AssociateRetention #LawFirmSuccess #EmployeeSatisfaction

Big Law's Talent War is Heating Up According to The American Lawyer, the legal world is buzzing with a surge in demand and profits, sparking a fierce battle for top talent. Big names like Latham & Watkins and Paul, Weiss have snagged top lawyers from Weil Gotshal & Manges, showing that lateral moves are on the rise, even when things usually slow down. With revenue up by at least 12% and some firms seeing double-digit profit jumps, the race to hire the best partners and associates is getting intense. Firms are dishing out special bonuses and making big hires to stay competitive, especially in hot areas like private equity and finance. This talent war is just getting started. The firms with deep pockets are pulling out all the stops to attract and keep top talent, offering sweet compensation packages and bringing in high-impact teams. As we wrap up the year, expect more strategic moves and big hires as firms gear up for even more growth in the new year. Looking to make a move or need advice on navigating the legal job market? Let’s have a confidential conversation. [email protected] #LegalIndustry #TalentWar #BigLaw #CareerMoves #LegalRecruitment #ConnectWithMe

?????? ?????? ???? ???????????? ???????? ???? ?????????? ?????????????? ?????????????? ???? ???????????? ???? ?????????????? ???????????????? ?????????? ????????? The one answer we are hearing again and again is that it's for career progression reasons. A lot of senior in house lawyers feel that their careers, and often hand in hand with this, their salaries, stall. This often hits at a time when their law mates are partners in law firms and are starting to reap the financial rewards of their hard yards in private practice. The interesting thing is that we are seeing more senior in house lawyers who can put together a compelling business case for partnership if they can bring a key corporate relationship to the firm or can solidify a relationship with a key client. The challenge is often being able to quantify the amount of work that will come with them, nearly always the cornerstone of a partnership business plan. #glassceiling #careerprogression #inhousecounsel #lawfirmpartners

Thanks to Law360 for this opportunity. Erica Fine, SHRM-SCP and I had a great time collaborating on this and hope the article provides some helpful tips! #SummerAssociates #Shutts #AttorneyRecruiting

I moved to NYC as a baby recruiter in 2007. I had no idea what I was doing, I was a former soft IP litigator from USC Gould School of Law and I didn’t know anything about corporate or Wall Street law firms. I had never heard of Sullivan & Cromwell. No immediate placements, but I quickly made friends. I remember meeting 2 M&A friends from Shearman & Sterling at a mid town bar for drinks. They were hanging with a McKinsey consultant who immediately started bragging that he was consulting with a top law firm about law firm economics and associate retention. He told me it was confidential and he couldn’t tell me which law firm he was consulting with. I’m pretty sure it was Paul Weiss. Blah. That guy. Even though I’d only been recruiting for three months, I took one look at him and said (total confidence), let guess your top 3 recommendations: 1) Have a two tier partnership so you don’t lose all your talent. 2) don’t have a summer class and don’t hire 1st year associates. only hire laterals 2 to 6 years out of law school from other top firms… 3) Create a flex group of associates who are extremely talented and just work on a project basis, creating an alternative to losing all your talent with everyone going inhouse or just quitting outright. He laughed uncomfortably. I was right. Paul Weiss has since started an income partner tier btw. Someone owes me McKinsey level consulting fees. #happylawyerslub #whistlerpartners

?????? ?????? ???? ???????????? ???????? ???? ?????????? ?????????????? ?????????????? ???? ???????????? ???? ?????????????? ???????????????? ?????????? ????????? The one answer we are hearing again and again is that it's for career progression reasons. A lot of senior in house lawyers feel that their careers, and often hand in hand with this, their salaries, stall. This often hits at a time when their law mates are partners in law firms and are starting to reap the financial rewards of their hard yards in private practice. The interesting thing is that we are seeing more senior in house lawyers who can put together a compelling business case for partnership if they can bring a key corporate relationship to the firm or can solidify a relationship with a key client. The challenge is often being able to quantify the amount of work that will come with them, nearly always the cornerstone of a partnership business plan. #glassceiling #careerprogression #inhousecounsel #lawfirmpartners

?????? ?????? ???? ???????????? ???????? ???? ?????????? ?????????????? ?????????????? ???? ???????????? ???? ?????????????? ???????????????? ?????????? ????????? The one answer we are hearing again and again is that it's for career progression reasons. A lot of senior in house lawyers feel that their careers, and often hand in hand with this, their salaries, stall. This often hits at a time when their law mates are partners in law firms and are starting to reap the financial rewards of their hard yards in private practice. The interesting thing is that we are seeing more senior in house lawyers who can put together a compelling business case for partnership if they can bring a key corporate relationship to the firm or can solidify a relationship with a key client. The challenge is often being able to quantify the amount of work that will come with them, nearly always the cornerstone of a partnership business plan. #glassceiling #careerprogression #inhousecounsel #lawfirmpartners