Kathryn Tobolowsky Koshkin的动态

Want know to what a BigLaw firm's strategy is for its business model and plans for growth? It's critical to look at who the firm is recruiting, where and why. Kristina Lambright - a litigator who now works on the business side of law firms, as well as being a founder and board member of Legal Value Network - joins Big Law Life today to share her perspective on how lateral hiring reflects decision making about profitability, client engagement, and pricing and rate strategies. You won't want to miss this discussion - especially if you're considering making a lateral move to a new firm -- as we talk about: * How a firm's financial metrics are integrated into the approach to lateral hiring. * Why partnership between lateral recruiting and practice management are key to maximizing both profitability and client service. * The challenges in aligning firm-wide priorities, while still considering practice group and office goals. * What to expect from internal firm recruiters v. external recruiters - and how that can impact the lateral hiring process. * How a firm's strategic priorities and approach are not only key in hiring, but also in successfully integrating laterals into the firm. Check out our conversation at: https://lnkd.in/eChvu2cb #biglaw #amlaw #lawfirmrecruiting #lawfirmstrategies #lawyercoach #lawyercoaching #lateralgrowth #lawyerlife #lawfirms #lawfirmoperations #legalindustry #amlaw25 #amlaw50 #amlaw100 #amlaw200 #global100 #legalcareers #attorneys #lawyers #careergrowth #attorneyatlaw #managingyourcareer

?????????? ?????? ???????? ???????? ?????? ?????????????? ???????? ???????? ?????? ???????? ?????????????? ?????? ???????? ?????????? (????????) ???? ????????? ? Jones Day, that’s who! The firm marked the most significant turnaround, skyrocketing a whopping 158 spots to slide into 11th place overall.?? ? Fueled by a strategic focus on hiring and preventing attrition, the firm brought in 67 associate laterals and 156 entry-level hires, with a significant return on investment, as shown on the chart below. This not only saved the firm substantial recruitment costs but also ensured a well-oiled operation.?? ? The ongoing commitment to internal development and promotions was evident when they announced 51 partner promotions to begin 2024.???? ? ?????????????? ?????????? ?????????? ?????????? ???????? ???????? ?? ???????? ???? ????????? ???????? ???? ???????? ??????????????????, ??????. ??, ???? ?? ??.??. ???? ???? ???? ???????????? ?????? ?????? ?????? ???????? ?????? ?????????? ?????? ????????! Reserve your spot: https://lnkd.in/eAZcHuDM ? #LegalJobs #LegalRankings #LegalNews

Congratulations Jones Day! Wanna know who else made the Leopard Law Firm Index list of top firms? Be sure to register for this week's webinar to find out! Sign up here:?https://lnkd.in/eAZcHuDM #legalrankings #lawfirms #leopardsolutions

If you're interested in learning more about the legal market nationally, check out the Chambers Associate Legal Market Report 2024. Here are some interesting tidbits: ?? US Associates by city (top 3): NYC at 31%, DC at 14% and Boston at 7%. ?? Share of associate pool (top practice areas): Litigation at 22%, Corporate/M&A at 19%, IP at 8%, Real Estate at 6%, Banking & Finance at 5%, Employment at 4%, and Investment Funds at 4%. ?? Salaries of associates in BigLaw have increased by 17% within the last five years. ?? Over the last ten years, salaries of first-year associates in BigLaw have increased dramatically. First-year associates started at $150K in 2015. In 2024, first-years can start at $225K. ?? Median annual billable hours in BigLaw is 1,950. Junior associates average 1,948. Midlevel associates average 1,916. Senior associates average 1,806. ?? Over 1/3 of associates are working in the office 4-5 days/week. Though, 3 days/week appear to be what many people do. There's a very small percentage of associates working fully remote (7%) or even one day/week (7%). ?? Work-life balance and firm prestige were of average importance to candidates when they entered the profession, but when eyeing their next step, work-life balance shot to the very top of the list, and prestige dropped to the bottom. There's a lot of good intel here about the legal market. I would urge you to dive deeper. If you'd like to discuss the market further or would like to chat about your career options, reach out to me here or at [email protected] to discuss. #legalmarket #attorneys #lawyers #chambers #careers #lateralhiring Tiffany Ambrose, Esq. Emily Lam, Esq Emily Chamberlin, esq.

Law firms’ hiring partners are seeing more “high-quality” candidates but increasingly are rejecting them for openings because of a “concerning trend” of some lawyers moving almost annually between firms, a firm leader says. The issue isn’t solely a point of concern with regard to associates, nor is it isolated to partners. Both groups of lawyers are now more mobile than they were just a decade ago, although consequences of this increased mobility vary across the two segments. “Hiring partners are now placing a premium on stability and long-term dedication,” said John Hall, a founding partner of midsize firm Hall Booth Smith in Atlanta, in a posting on LinkedIn. “This emphasis on longevity and progression is poised to influence hiring norms in 2024 and beyond.” . . . #lawfirmgrowth #lateralhiring #jobsearch #revenue #promotion #law #training #talentretention #businessdevelopment #onboarding #litigation #flexibility #lawfirms #atlantalawyer #legalrecruiting #AtlantaLegalRecruiters #theRMNagency #legalrecruitingfirm #legalrecruiter #legalrecruiters #legalsearch #atlantalegalrecruiters #atlantalawfirms #biglaw #smalllawfirm #inhousecounsel #associate #partner

Navigating the Risks and Rewards of Lateral Hiring in Law Firms When global deals took a dive and client demands slowed down in 2023 there was a significant rise in law firm lay offs, which sent waves of uncertainty among the law firm industry. Lateral hiring poses both risks and opportunities in the legal landscape. This article from The American Lawyer delves into why lateral hiring can be a double-edged sword, but also why it remains crucial for firms to keep growing. While the risks of lateral hiring are undeniable, including potential culture clashes and integration challenges, the rewards can be significant. Here are some benefits of lateral recruitment to law firms: 1) Enhanced Reputation: Hiring well-regarded lateral partners or teams can enhance a firm's reputation and credibility in the legal market, attracting both clients and top-tier talent. 2) Market Competitiveness: In a competitive legal landscape, strategic lateral recruitment allows firms to stay ahead of the curve and keeping pace with industry trends and client demands 3) Specialized Expertise: Lateral hires often bring niche expertise in specific practice areas such as secondaries, allowing firms to expand their service offerings and cater to a broader range of client needs. 4) Immediate Impact: Experienced lateral hires can hit the ground running, requiring less training and onboarding time compared to junior associates, thereby contributing to the firm's productivity and revenue more quickly. Check out the full article here: https://lnkd.in/eNTsFwaA #LegalIndustry #LateralHiring #LawFirmGrowth #RiskManagement #StrategicInitiatives #ProfessionalDevelopment

You want to get it right when you make a major shift in your career as a law firm partner – so don’t miss this episode of Big Law Life if you’re considering a lateral move to a new firm. In a continuing series of conversations about law firm recruiting, I’m talking today with Jeffrey Lowe of Jeffrey Lowe Partners, one of the top recruiters and advisors in the legal industry, and a leading expert on partner compensation.? Jeffrey shares his insights from his work as both a partner in BigLaw and as a recruiter whose knowledge of firms’ compensation systems and?experience negotiating compensation for partners is invaluable to his clients. We talk about: * The ways in which lateral partner recruiting has accelerated due to aggressive hiring for key talent in a post-COVID environment * How firm are drilling down in their due diligence to understand the details of the profitability and viability of your practice, and what your compensation at their current firm really is * The importance of not overestimating or underestimating your book of business when you’re in discussions with a firm * Why you want to make sure the firm is asking the right questions, not just of you but of other laterals, so that you can assess the strength of that firm’s business strategy * Doing your own due diligence not just to satisfy your confidence in your proposed compensation but also the platform and culture of the firm, and how it fits with your practice and your values Check it out at:?https://lnkd.in/e58nJ6Rd #biglaw #lawyerrecruiting #lawfirm #lawfirms #amlaw25 #amlaw100

Are your lateral partner hires secretly regretting their move? Many law firm partners who make a lateral move don't have a clear grasp of the unwritten rules of success at their new firms—and their new firms don't have clue about that. That’s a recipe for failure. Lauren Krasnow, executive coach and consultant to the legal industry observes that “The two to three years in which it takes most firms to write off new laterals as ‘underperforming’ is the same two to three years in which laterals fester with concerns that they are (rationally) afraid to voice.” She dissects several problems she sees with lateral partner recruitment and integration success here: https://buff.ly/3VlZLlG Her overarching recommendation: overcommunicate. A good legal recruiter can head off some of these issues by fully briefing their partner candidates beforehand and facilitating communication between the new partner and acquiring firm during the onboarding and integration processes. Right? #nalsc #legalrecruiting #lawjobs #legaljobs #lateralpartner

A BIG congratulations to my candidate who just ??accepted an offer?? with a top firm in Chicago!! The move will provide the opportunity to develop a specialized practice, and the firm is recognized as one of the top ten firms in the U.S. within its practice area of focus. So happy to have assisted with this awesome transition! #careerchange #careerprogression #lateralhiring #lawfirmhiring #lawfirmjobs #chicagolawyer #attorneyjobs #legalrecruiting #successstories

Are your lateral partner hires secretly regretting their move? Many law firm partners who make a lateral move don't have a clear grasp of the unwritten rules of success at their new firms—and their new firms don't have clue about that. That’s a recipe for failure. Lauren Krasnow, executive coach and consultant to the legal industry observes that “The two to three years in which it takes most firms to write off new laterals as ‘underperforming’ is the same two to three years in which laterals fester with concerns that they are (rationally) afraid to voice.” She dissects several problems she sees with lateral partner recruitment and integration success here: https://buff.ly/3VlZLlG Her overarching recommendation: overcommunicate. A good legal recruiter can head off some of these issues by fully briefing their partner candidates beforehand and facilitating communication between the new partner and acquiring firm during the onboarding and integration processes. Right? #nalsc #legalrecruiting #lawjobs #legaljobs #lateralpartner