5 Strategies Lifestyle Law Firms Use to Compete in the Legal Market

 

Summary

In recent years, lifestyle firms have become increasingly popular in the legal market. These firms provide attorneys the opportunity to practice law without the demands of working in a large firm environment. By offering a more flexible and balanced approach to legal practice, many attorneys have found more enjoyment in their work and greater job satisfaction.

Lifestyle firms offer a variety of advantages over traditional law firms. They have less overhead, making them more attractive for lawyers seeking to practice law in a less costly and less formal environment. They also provide more flexibility in terms of hours and working conditions, as well as the potential to be a part of a smaller, more intimate legal practice. Additionally, attorneys who practice in lifestyle firms may be able to take on more challenging and diverse projects, rather than being limited to the same type of work they might find in a large firm.

For a deeper look at why many lawyers struggle to find these kinds of lifestyle-oriented firms, read Why Attorneys and Law Students Struggle to Find Quality of Life and Lifestyle Firms Beyond Traditional Law Firms.

The trend towards lifestyle firms is becoming more popular among attorneys for a number of reasons. Many attorneys in the legal profession have found that working in larger firms can be both demanding and unfulfilling. Working in a lifestyle firm can provide a more balanced work life, allowing attorneys to pursue projects they are passionate about while also enjoying the benefits of a less stressful, more flexible working atmosphere. Additionally, many attorneys have found that lifestyle firms allow them to build better relationships with their clients, as they are able to better understand the needs and goals of each individual client.

The legal profession has seen many changes over the past few years and lifestyle firms are part of those changes. These firms are becoming increasingly popular, providing lawyers with the opportunity to work in a more flexible and less formal setting. By providing attorneys with the opportunity to work in a more balanced environment and to build better relationships with their clients, lifestyle firms have become an increasingly attractive option for lawyers looking for a different and more rewarding approach to legal practice

Lifestyle Firms and the Legal Market

For the past several decades, the legal market has flourished as an integral part of a global economy, providing services to businesses and individuals alike. As the economy has grown, so has the demand for legal expertise and advice. With this increased demand, the legal market has become a highly competitive landscape where law firms of all sizes are vying for a share of the market. In this environment, lifestyle firms have become an important part of the legal landscape, providing a full range of legal services to clients.

A lifestyle firm is defined as a law firm that specializes in providing general legal services to its clients in an efficient and cost-effective manner. These firms are designed to meet the specific needs of the client while still adhering to the highest professional standards. They often have team members that have different levels of experience and skills to provide clients with the best legal advice possible. These firms may also tailor their services to the particular situation, providing the most cost-effective solution.

The legal market's growth and development have made lifestyle firms increasingly popular. These firms offer a wide range of services, including corporate law, tax law, estate planning, family law, immigration law, as well as business advice. These firms are able to provide legal services to a wide variety of clients, from small businesses to large corporations. Additionally, lifestyle firms often employ attorneys with a variety of backgrounds and experience to provide clients with a tailored approach to legal services.

One of the benefits of lifestyle firms is that they usually provide legal services in a cost-effective manner. Because they do not require a large staff or expensive office space, lifestyle firms can keep their overhead costs low, allowing them to offer competitive rates to their clients. Additionally, lifestyle firms often have the flexibility to customize their services to meet the client's needs, providing the most effective solution for their particular situation.

Lifestyle firms have become an important part of the legal market, providing high-quality and cost-effective legal services. They are able to offer clients a wide range of legal services and expertise, as well as tailor their services to meet the unique needs of each client. As the legal market continues to grow and change, lifestyle firms are likely to remain an important part of the industry.

First, a brief history. Beginning in the mid 1990s, the market for associates became increasingly more competitive, and as more and more associations moved in-house, firms found they had to work harder to attract the caliber of associate that their partners and clients demanded. This battle for the law school and lateral talent occurred in several theaters: salary, partnership track, and lifestyle. In essence, a firm's calling itself a lifestyle firm was a shorthand message that the firm in question had fewer hours and less screaming. A kinder, gentler firm was born.

See Why There Are No Lifestyle Law Firms for more information.

For several years, it was acceptable, and sometimes encouraged, for associates to ask potential employers to discuss the lifestyle at their firms. Many firms undertook lifestyle initiatives that included casual Fridays, summers, or sometimes going business-casual year-round. One firm even gave senior associates three months of vacation in their fifth year. Many firms boasted that there was no face-time requirement and their associates would be asked only to work the occasional weekend or overnight. Most important, associates who asked about a firm's quality of life were not looked down upon. Reflecting the cultural shift towards an associate-centric law firm culture, the dialogue among associates, partners, recruiters, and career services was changed.

When the recession took hold, not surprisingly, it ushered in a new era where law firm partners, and not associates, made the rules. The most obvious effects of the paradigm shift were frozen associate salaries, lengthening partnership tracks, and in some firms, fairly substantial lay-offs. Unfortunately, many young associates (especially corporate lawyers) who had interviewed for their jobs when it was acceptable to tell firms they were looking for a lifestyle firm were laid off by the very firms who had sold themselves as such. Firms slowly removed their privileges, and associate salaries were frozen. Some firms even decreased salaries for junior associates, and bonuses were paltry or non-existent. From a recruiter's standpoint, the days of associates' looking for a more congenial atmosphere were replaced with ones where they were begged to find opportunities where they would have as much work as they could handle.

Thus, the vernacular changed. Associates interviewing for lateral positions no longer asked about minimum billable hours or quality of life (or they were promptly shown the door). Lateral attorneys yearned for a position with increased stability and a busier department, where the work flowed and partners could be relied on to pass substantial work to associates. And in the sense of competition, associates had to promote themselves as lawyers who would bill a lot of hours, make themselves available during evenings and weekends, and long to prove themselves with respect to any and all partnership benchmarks.

In both circumstances, the way in which lawyers discussed the law firm market was partisan. Both the associate-centric quality-of-life dialogue and the recessionary "buyer's market" were marked by vocabulary that highlighted the tension among associates and partners, instead of reducing it.

Although it is too early to tell, one can only hope that as the economy rebounds, there will be a middle ground where associates are neither catered to, nor in fear for their jobs. Firms must strike a balance. On the one hand, they must remain being busy enough to keep associates with plenty to do to make billing requirements and develop. However, they must also resist resenting associates who strive to achieve some kind of work/life balance. Regardless of how the playing field is defined, it is imperative that lawyers redefine their environments in a way that is less divisive. Because the dialogue about law firm life has polarized both associates and partners and hiring partners and interviewing candidates, these parties must re-evaluate the vocabulary they use to define the law firm market.

Lifestyle v. Sweatshop. These terms define two ends within which conventional wisdom tries to define all major law firms. The truth is, however, that neither of these definitions fairly and completely defines any law firm environment. As such, neither is helpful in an ongoing dialogue about law firm cultures.

What's wrong with the term "lifestyle"? Lifestyle is generally shorthand for a place that values each employee's life outside the firm and institutionally has less of an emphasis on the gross accumulation of billable hours. Although it is certainly never wrong to provide a workplace where the individual is highly valued, there are two principles that no one involved in law firms should forget:

1. Law firms are capitalist businesses and exist, in large part, to make money. As such, partners must pay attention to the firm's profitability and long-term viability. Therefore, a law firm that does not pay attention to the amount of billable time for each associate is ignoring the very raison d'être of the organization. An associate who does not appreciate that his/her value to the firm is at least partially defined by the amount of time that he/she bills to clients does not understand the business model within which an associate should function.
    
2. Law firms are in the customer service business. Although this is an admittedly strange way of defining a firm, it is certainly true. Law firms have clients who (typically) are paying extraordinary amounts of money to receive advice, representation, and most important, attention. When a client pays hundreds and hundreds of dollars virtually every time he/she picks up the phone to call on his/her lawyer, he/she expects a level of enthusiasm and responsiveness that transcends the time of day or other obligations that lawyer has. Thus, especially in large-firm environments, it is not always consistent with the goal of customer (i.e., client) service to encourage an environment where lawyers routinely leave the office at 6 p.m. each day.

This is not to say that valuing lifestyle is a problem. From both the employer and employee perspectives, it's a fine value to make a part of the working community. However, using the word lifestyle is dangerous shorthand and should be avoided because the perception is that it reflects a naiveté that the company for which an individual wants to work has a business purpose.

On the other side of the coin, the word "sweatshop" is often associated with firms, usually large national or international firms. Along with simply being overly pejorative, the term "sweatshop" is a lazy way of categorizing any firm where people work hard. Laziness, then, is the largest problem with the use of the word. The truth is that the range of experiences two different individuals have at the same firm can vary dramatically. One lawyer's sweatshop provides pleasure for another lawyer on a daily basis. While many different dynamics can account for these differences, the truth is that categorizing one firm as a sweatshop (and discounting the firm for the same reason) prevents a lawyer from discovering a myriad of viable opportunities.

In fact, some of New York's most prestigious and monolithic firms have the most generous flex-time and non-partnership-track opportunities. The assumption that there are no lifestyle accommodations at such places is rampant, but at the end of the day, it's a false one. Certainly, such firms do not advertise this fact, in large part because it is important that for the sake of their clients, they are not perceived as organizations where lifestyle trumps customer service.

Small Firms v. Large Firms. Another verbal shortcut made in the discussion of law firm culture and environment is whether a firm is a large firm or a small firm. Saying "I like this organization because it's large (or small)" really doesn't account for anything at all, except the number of employees. Is there a perception that a small firm is better because there are fewer hours? Because there is more responsibility or because there is a more open track to partnership? Any one of these may be a reason to leave or join a firm; however, these are not qualities that should necessarily be attributed to a small firm. Frequently, lawyers have moved to smaller firms only to find that the smaller firms did not embody any of the qualities of a firm that might be commonly associated with small-firm life. For attorneys evaluating whether a lifestyle firm aligns with their values, our article on law firm culture and how to thrive in the right environment provides a cultural comparison guide.

Likewise, calling a firm a typical large firm is merely a generalization. This generalization often carries with it certain associations, which may include a lack of responsibility, a lack of mentoring for associates, or the perception of lawyers as "fungible billing units." While stereotypes are not without some foundation, in reality, these stereotypes do law firms and lawyers a disservice.

Conclusions. Lifestyle, sweatshop, quality of life, and all other general terms bandied about should be abandoned as we usher in a new period of law firm hiring. Instead of relying on generalization or conventional perceptions, lawyers should reevaluate the ways in which they define their relationships with a potential or current employer's law firm. The first step in such a redefinition is to better understand the functions of lawyers within their environments and the law firms with their clients.

About Harrison Barnes

No legal recruiter in the United States has placed more attorneys at top law firms across every practice area than Harrison Barnes. His unmatched expertise, industry connections, and proven placement strategies have made him the most influential legal career advisor for attorneys seeking success in Big Law, elite boutiques, mid-sized firms, small firms, firms in the largest and smallest markets, and in over 350 separate practice areas.

A Reach Unlike Any Other Legal Recruiter

Most legal recruiters focus only on placing attorneys in large markets or specific practice areas, but Harrison places attorneys at all levels, in all practice areas, and in all locations-from the most prestigious firms in New York, Los Angeles, and Washington, D.C., to small and mid-sized firms in rural markets. Every week, he successfully places attorneys not only in high-demand practice areas like corporate and litigation but also in niche and less commonly recruited areas such as:

• Immigration Law
• Workers Compensation
• Insurance
• Family Law
• Trust and Estate
• Municipal law
• And many more...

This breadth of placements is unheard of in the legal recruiting industry and is a testament to his extraordinary ability to connect attorneys with the right firms, regardless of market size or practice area.

Proven Success at All Levels

With over 25 years of experience, Harrison has successfully placed attorneys at over 1,000 law firms, including:

• Top Am Law 100 firms such including Sullivan and Cromwell, and almost every AmLaw 100 and AmLaw 200 law firm.
• Elite boutique firms with specialized practices
• Mid-sized firms looking to expand their practice areas
• Growing firms in small and rural markets

He has also placed hundreds of law firm partners and has worked on firm and practice area mergers, helping law firms strategically grow their teams.

Unmatched Commitment to Attorney Success - The Story of BCG Attorney Search

Harrison Barnes is not just the most effective legal recruiter in the country, he is also the founder of BCG Attorney Search, a recruiting powerhouse that has helped thousands of attorneys transform their careers. His vision for BCG goes beyond just job placement; it is built on a mission to provide attorneys with opportunities they would never have access to otherwise. Unlike traditional recruiting firms, BCG Attorney Search operates as a career partner, not just a placement service. The firm's unparalleled resources, including a team of over 150 employees, enable it to offer customized job searches, direct outreach to firms, and market intelligence that no other legal recruiting service provides. Attorneys working with Harrison and BCG gain access to hidden opportunities, real-time insights on firm hiring trends, and guidance from a team that truly understands the legal market. You can read more about how BCG Attorney Search revolutionizes legal recruiting here: The Story of BCG Attorney Search and What We Do for You.

The Most Trusted Career Advisor for Attorneys

Harrison's legal career insights are the most widely followed in the profession.

• His articles on BCG Search alone are read by over 150,000 attorneys per month, making his guidance the most sought-after in the legal field. Read his latest insights here.
• He has conducted hundreds of hours of career development webinars, available here: Harrison Barnes Webinar Replays.
• His placement success is unmatched-see examples here: Harrison Barnes' Attorney Placements.
• He has created numerous comprehensive career development courses, including BigLaw Breakthrough, designed to help attorneys land positions at elite law firms.

Submit Your Resume to Work with Harrison Barnes

If you are serious about advancing your legal career and want access to the most sought-after law firm opportunities, Harrison Barnes is the most powerful recruiter to have on your side.

Submit your resume today to start working with him: Submit Resume Here

With an unmatched track record of success, a vast team of over 150 dedicated employees, and a reach into every market and practice area, Harrison Barnes is the recruiter who makes career transformations happen and has the talent and resources behind him to make this happen.

A Relentless Commitment to Attorney Success

Unlike most recruiters who work with only a narrow subset of attorneys, Harrison Barnes works with lawyers at all stages of their careers, from junior associates to senior partners, in every practice area imaginable. His placements are not limited to only those with "elite" credentials-he has helped thousands of attorneys, including those who thought it was impossible to move firms, find their next great opportunity.

Harrison's work is backed by a team of over 150 professionals who work around the clock to uncover hidden job opportunities at law firms across the country. His team:

• Finds and creates job openings that aren't publicly listed, giving attorneys access to exclusive opportunities.
• Works closely with candidates to ensure their resumes and applications stand out.
• Provides ongoing guidance and career coaching to help attorneys navigate interviews, negotiations, and transitions successfully.

This level of dedicated support is unmatched in the legal recruiting industry.

A Legal Recruiter Who Changes Lives

Harrison believes that every attorney-no matter their background, law school, or previous experience-has the potential to find success in the right law firm environment. Many attorneys come to him feeling stuck in their careers, underpaid, or unsure of their next steps. Through his unique ability to identify the right opportunities, he helps attorneys transform their careers in ways they never thought possible.

He has worked with:

• Attorneys making below-market salaries who went on to double or triple their earnings at new firms.
• Senior attorneys who believed they were "too experienced" to make a move and found better roles with firms eager for their expertise.
• Attorneys in small or remote markets who assumed they had no options-only to be placed at strong firms they never knew existed.
• Partners looking for a better platform or more autonomy who successfully transitioned to firms where they could grow their practice.

For attorneys who think their options are limited, Harrison Barnes has proven time and time again that opportunities exist-often in places they never expected.

Submit Your Resume Today - Start Your Career Transformation

If you want to explore new career opportunities, Harrison Barnes and BCG Attorney Search are your best resources. Whether you are looking for a BigLaw position, a boutique firm, or a move to a better work environment, Harrison's expertise will help you take control of your future.

Submit Your Resume Here to get started with Harrison Barnes today.

Harrison's reach, experience, and proven results make him the best legal recruiter in the industry. Don't settle for an average recruiter-work with the one who has changed the careers of thousands of attorneys and can do the same for you.

About BCG Attorney Search

BCG Attorney Search matches attorneys and law firms with unparalleled expertise and drive, while achieving results. Known globally for its success in locating and placing attorneys in law firms of all sizes, BCG Attorney Search has placed thousands of attorneys in law firms in thousands of different law firms around the country. Unlike other legal placement firms, BCG Attorney Search brings massive resources of over 150 employees to its placement efforts locating positions and opportunities its competitors simply cannot. Every legal recruiter at BCG Attorney Search is a former successful attorney who attended a top law school, worked in top law firms and brought massive drive and commitment to their work. BCG Attorney Search legal recruiters take your legal career seriously and understand attorneys. For more information, please visit www.BCGSearch.com.