Employer

Learn what the drivers of profitability are in your law firm and how to ensure that your firm’s profitability continues to increase. READ MORE >

Learn the four stages of group development, how each stage applies to groups in law firms, and how to develop effective teamwork strategies in law firms. READ MORE >

Major US law firms have continued to see increasing profits per partner over the last several years, even in a bad economy. Learn why in this article. READ MORE >

What holds back many law firms from achieving greatness? Self-delusion about their current market position. READ MORE >

Growing concern about associate attrition is an industry-wide phenomenon. Why is associate retention such a big issue, and how can law firms address it? READ MORE >

What are the benefits and drawbacks of creating a non-equity career path? What are successful firms doing to manage non-equity partnership opportunities? READ MORE >

Good compensation systems are a management tool that promotes firm stability and puts the emphasis on merit and performance. Which one is best for partners? READ MORE >

There are in fact many compelling reasons for a firm, corporation, or other workplace to offer alternative work-time options. Here are some of them. READ MORE >

There is no doubt mentoring is extremely important to the careers of associates. It is extremely important that law firms and their associates realize that mentoring programs are crucial for retention and the career development of associates. READ MORE >

A new generation of lawyers is breaking traditions and redefining the practice of law. Here’s why alternative work arrangements make sense for law firms. READ MORE >

This above all:
To thine own self be true
And it must follow, as the night the day,
Thou canst not then be false to any man.

William Shakespeare READ MORE >

When it comes to the delivery of legal services, most companies that have on site in-house counsel end up saving money, time, and faring better in deals. READ MORE >

These are the qualities which distinguish good recruiters from poor ones. READ MORE >

Does your firm actively seek out minority applicants for attorney positions? If you are waiting for minority lawyers and law students to contact you, you may be waiting a long time. Given the small number of minorities in the practice and in law school, law firms must be proactive when seeking minorities. Take a close look at your firm's hiring practices. READ MORE >

For the World’s Largest Collection of Law Firm Interview Resources Click Here

Participating in the call-back interview process is different than being an on-campus interviewer. Most firms spend more time training the attorneys who interview on campus than the larger number who participate in the firm's in-house interviews. While on-campus interviews are initial screening interviews, in-house interviews are a mix of initial screening interviews with students who have sent unsolicited resumes to the firm, call-back interviews resulting from on-campus interviews and second visits from students who have received offers and want to visit additional attorneys before making a decision. READ MORE >

Use this sample annotated retained search agreement in drafting an agreement with a legal recruiting firm.

Introductory Sections 1.    Introductory section which defines the parties to the agreement.

This letter is an agreement between [Firm](the "FIRM"), a California partnership containing professional corporations and SEARCH FIRM LEGAL SEARCH, INC., an California corporation ("SEARCH FIRM") (the "Agreement") concerning a search [describe search] the [department or practice group] of the [city] office of the FIRM (the "Search"). READ MORE >

CEO of BCG Attorney Search

The very foundation of BCG Attorney Search is built upon the ever-present need to constantly improve. This is evident in several aspects of this business. I personally feel that BCG Attorney Search is the greatest recruiting firm in the world and always has been. We have touched the lives of thousands of attorneys in a positive way and, through our commitment and contributions to this sector, we have helped shape the American legal job landscape like no other company in existence. READ MORE >

Across the business world, recruiting has changed drastically, responding to the styles, preferences, and culture of the Millennial Generation (ages 18-34). No longer are they reading newspapers, they read blogs; no longer are they mailing out résumés, they are posting them on LinkedIn; no longer are they hobnobbing in person, more and more of their social life happens on the internet. Most hiring managers have caught on, and matched their search to work in tandem with the emerging interconnected economy. The legal profession, however, has only slowly changed their hiring to incorporate social media in their legal recruiting. READ MORE >

How successful has your firm been with its laterals? Even if your firm has few problems luring qualified lateral hires, retention among this group is more of an issue than it is with homegrown practitioners, law firm leaders tell BCG Attorney Search. One reason, according to the people we contacted, relates to problems with general integration. READ MORE >

Seventy-five percent of all placement requests are for associates with two-to-four years of experience, largely because firms want lawyers with few rough edges and no immediate expectation of partnership. But the simple rules of supply and demand dictate that having focus is essential, if you want to improve your firm's chances of success. Another necessity: Spell out all expectations to save yourself the aggravation that comes with having to go back and explain to your hiring partner or committee what went "wrong" with a search. Start by asking partners to thoughtfully consider what they want before they ask you to begin the search for a lateral. To help you get them more attuned to actual needs, below are guidelines detailing minimum level requirements you need from partners before you make the first call to a headhunter: READ MORE >

Few areas have more potential for internal criticism and strife than determining the appropriate compensation level for lateral partners. And even large firms that recruit tremendous numbers of lateral partners can have a hard time figuring out how to attract and compensate these new owners. The difficulties in compensating lateral partners vary depending on the compensation system employed at each firm, so the tried-and-true tactics outlined below should be helpful to law firm leaders who need ideas for recruiting and compensating lateral partners: READ MORE >