Legal Employer Resource Center

Northern California (San Francisco and Silicon Valley)
Southern California (Los Angeles, Orange County and San Diego)
Northwest (Portland and Seattle)
Southwest (Las Vegas and Phoenix)
Midwest (Colorado, Chicago, Indiana, Michigan, Minnesota, Missouri, Ohio, Utah, and Wisconsin)
Northeast (Boston/New England, New York, Philadelphia, and Washington DC)
South (Atlanta, North Carolina, Louisiana, Tennessee, and Texas)
Southeast (Florida)

READ MORE >

Northern California (San Francisco and Silicon Valley)
Southern California (Los Angeles, Orange County and San Diego)
Northwest (Seattle and Portland)
Southwest (Las Vegas and Phoenix)
Midwest (Minnesota, Indiana, Ohio, Utah, Chicago, Wisconsin, Missouri, Colorado and Michigan)
Northeast (Philadelphia, New York, Boston/New England and Washington D.C.)
South (Texas, Tennessee, Louisiana, Atlanta and Charlotte/North Carolina)
Southeast (Florida)

READ MORE >

---

Contents

1. Northern California (San Francisco and Silicon Valley)
2. Southern California (San Diego, Los Angeles and Orange County)
3. Northwest (Seattle and Portland)
4. Southwest (Las Vegas, Phoenix and Colorado)
5. Midwest (Minnesota, Indiana, Ohio, Utah, Chicago, Wisconsin and Michigan)
6. Northeast (Philadelphia, New York, Boston/New England, and Washington DC)
7. South (Texas, Tennessee, Louisiana, Missouri, Atlanta and Charlotte/North Carolina)

---

READ MORE >

1. Northern California (San Francisco and Silicon Valley)
2. Southern California (San Diego, Los Angeles and Orange County)
3. Northwest (Seattle and Portland)
4. Southwest (Las Vegas, Phoenix and Colorado)
5. Midwest (Minnesota, Indiana, Ohio, Utah, Chicago, Wisconsin and Michigan)
6. Northeast (Philadelphia, New York and Boston/New England)
7. South (Texas, Louisiana, Missouri, Atlanta and Charlotte/North Carolina)

READ MORE >

Learn what most good attorneys do that causes them to be so unhappy in this article. READ MORE >

Find out what causes so many attorneys to be angry in this article. READ MORE >

1. Northern California (San Francisco and Silicon Valley)
2. Southern California (Los Angeles, Orange County and San Diego)
3. Northwest (Seattle and Portland)
4. Southwest (Las Vegas, Phoenix and Colorado)
5. Midwest (Minnesota, Indiana, Ohio, Utah, Chicago, Wisconsin and Michigan)
6. Northeast (Philadelphia, New York, Boston/New England and Washington D.C.)
7. South (Texas, Tennessee, Louisiana, Missouri, Atlanta and Charlotte/North Carolina)
8. Southeast (Florida)

READ MORE >

If you want to succeed in a large law firm, you need to understand what is causing so many other attorneys to fail. Learn more in this article. READ MORE >

• What’s the labor market like for attorneys in 2016?
• Find out the lateral attorney trends and what practice areas are popular.

Through the process of working with thousands of attorneys and law firms each year, BCG recruiters are able to gain a profound understanding of the legal market and insight into trends in demand for trained, lateral attorneys in the various practice areas. This article provides our perspective on the state of the American legal job market as we enter 2016.

Read the 2017 legal job market report here: The BCG Attorney Search 2017 State of the American Lateral Law Firm Legal Market Report READ MORE >

There have always been law firm mergers, but this year brought the largest law firm merger (by headcount) to date. READ MORE >

Law firms are just like any other organization, sometimes achieving great success, and other times going defunct. This article goes over the latter firms. READ MORE >

Learn how to plan for growth in your law firm in this comprehensive guide. READ MORE >

We have provided a sample childbirth and parenting leave policy that you can use as a reference in developing or fine-tuning your law firm’s policy. READ MORE >

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

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 >

In 2001, the NALP Foundation for Research and Education released its groundbreaking study, The Lateral Lawyer: Why They Leave and What May Make Them Stay with an eye on revealing: 1) the primary and secondary influences on the decisions of lawyers to change jobs including the role of practice interests, financial incentives, work/life balance priorities, work environment characteristics, and professional and career development needs; 2) the perceptions of laterally hired attorneys about how their new (current) employers are meeting their expectations for assimilation, marketing of the lawyer to clients, compensation and more; 3) The relative degree of loyalty or anticipated longevity of lateral lawyers as they report their own expectations for tenure; and 4) How law firms recruit and hire lateral lawyers, including the role of referrals, self-initiated contact, search consultants; law firm lateral hiring criteria and selectivity; and lateral hiring incentives. READ MORE >

Were most of your partners satisfied when the firm allocated remaining profits last year? READ MORE >