Steve Stone

'New C-suite roles must be integrated, not balkanized'  Many points raised in Forbes's recent article on Big Law hiring resonate with the findings in our Q3 Technology & Transformation Executive Hiring Analysis. We’re seeing a clear upward trend in hiring at the C-level as law firms drive transformation to stay competitive. We’re in the final stages of completing our report, If you’d like a copy, please register via the link in the comments.

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Interviewing with another law firm doesn't obligate you to accept an offer if you receive one. The lateral process is a valuable opportunity to assess your market worth, explore what might align best with your career and lifestyle, and determine if a move will address the reasons you're considering a change. I always advise candidates that there's no harm in taking a 30-minute Zoom or phone call to gauge initial interest. If at any point you're no longer interested in moving forward with a particular firm, I’m happy to step in and end the interview process for you. Firms will understand and appreciate that no additional time is spent unnecessarily. If you’d like to make a lateral move or just chat about how the market looks, reach out by DM and we can set up a time. I've placed 21 Associates and Counsel in the last year with several others having received offers. #legal #recruiter #biglaw #lawjobs #lawfirmjobs #lawfirm #legalrecruiting #lawyers #amlaw #amlaw100 #amlaw200 #attorney #lawyer #biglawjobs #legaljobs #careeropportunities #interview #offer #aardvarklegalsearch

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I was interested to see the results of The American Lawyer's Midlevel Associates Survey. Surveys are always engaging and sort of provocative- after all, some firms win and some lose. Surveys can also be sort of flat, though, if they lack proper context. This article by Dan Roe provides that context. It is a spot on and insightful view into the minds and experiences of these midlevel associates. Dan's perspective can also be helpful to partners and firm leaders in thinking about how to keep these midlevel associates happy.

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Read my latest post in The Estrin Report (www.EstrinReport.com) Sign up for more articles! "Design Heavy Resumes Can Compromise Content Quality" AND "The Job Hopper Dilemma: Can You Bounce Around and Still Land the Perfect Position?" Find out now!

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With the FTC effectively outlawing non-compete clauses across the US last month, what effect is this likely to have on corporate America? How will be balance be found between non-solicitation / no poaching clauses (still very much legitimate) and this decision to ban non-competes? I suspect as ever the boundaries will be set by the courts with creeping precedents, but will we ultimately end up where the FTC imagined when creating this final rule, or might it shoot off down an unexpected side road, with all the complications that could create? https://lnkd.in/d6gzSGGG

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💪Amazing news for American workers! Do you think the UK’s Competition and Markets Authority will join the Federal Trade Commission in an all out ban or implementing serious restrictions this year? “Noncompetes are a widespread and often exploitative practice imposing contractual conditions that prevent workers from taking a new job or starting a new business. Noncompetes often force workers to either stay in a job they want to leave or bear other significant harms and costs, such as being forced to switch to a lower-paying field, being forced to relocate, being forced to leave the workforce altogether, or being forced to defend against expensive litigation.” https://lnkd.in/e_nN4f6h?

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D3 | attorneys // live streaming on LinkedIn. #legalnews #legalindustry #lawyers #lawfirms #legalmarketing #legalmedia #linkedinlive #livestreaming #d3search

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What is a Fractional General Counsel? While the term may be new, the skill set certainly isn't! Although strategic legal guidance is essential, the cost of traditional full-time hires can be daunting for many businesses. 💡 Enter the Fractional General Counsel– a game-changing solution offering expert knowledge without the overhead. A Fractional General Counsel (FGC) offers part-time or interim legal services, providing high-level expertise without the full-time commitment. Ideal for startups, small businesses, or organisations with specific projects and budget constraints, an FGC delivers: ◾ Strategic Insight: Provides proactive legal and commercial strategies aligned with business objectives, especially valuable for scaling, securing funding, preparing for IPOs, or making a first in-house legal hire. ◾Cost-Effectiveness: Gain senior-level legal support on an as-needed basis, reducing costs compared to a full-time or permanent hire. Nonprofits and charities can also benefit from fractional support, by accessing an experienced lawyer who understands their mission and operations. By selectively utilising and paying for legal support only when needed, these organisations can tap into top-tier expertise that could otherwise be beyond their budget. ◾Flexibility: Adapts to immediate legal needs, whether for growth, restructuring, or specific projects, without long-term commitments. Why Partner with Us? ◾ Extensive Network: We connect you with a diverse pool of talent who have deep expertise in your industry. Whether you're navigating complex legal issues or need strategic guidance, our network ensures you have the right legal partner for your needs. ◾Tailored Solutions: Our approach is fully customised to address your specific legal challenges and budget constraints. We match you with an individual who aligns with your business goals, ensuring you receive the precise support required to drive success. ◾Comprehensive Payroll Solutions: We handle all the logistics—onboarding, background checks, referencing, and payrolling—so you can focus on what matters most, without the administrative burden. For more information or discuss a fractional legal hire or opportunity please get in touch. Penny Parker – Financial Services & Banking Emma Coulter – Financial Services & Banking Tatum Colclough – Commerce & Industry Clare McCallum – Commerce & Industry

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What a timely and great publication. Mental health matters and it is real.

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𝗕𝗼𝗼𝘀𝘁 𝗩𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗧𝗵𝗿𝗼𝘂𝗴𝗵 𝗧𝗵𝗼𝘂𝗴𝗵𝘁 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 To wrap up our networking series for in-house counsel roles, let’s explore how thought leadership can amplify your efforts: Ready to supercharge your networking efforts? Thought leadership can set you apart. 🗣️ 𝗣𝘂𝗯𝗹𝗶𝗰 𝗦𝗽𝗲𝗮𝗸𝗶𝗻𝗴: Reach out to bar associations or professional groups to present on topics you know well. Speaking engagements can enhance your credibility and visibility. ✍️ 𝗚𝗲𝘁 𝗣𝘂𝗯𝗹𝗶𝘀𝗵𝗲𝗱: Write articles for legal publications or business journals. Share timely insights or your company's unique approach to problem-solving. Your writing showcases your expertise and serves as a valuable supplement to your resume. 💼 𝗕𝗼𝗮𝗿𝗱 𝗦𝗲𝗿𝘃𝗶𝗰𝗲: Join a non-profit or for-profit board. Serving on a board puts you in contact with business leaders who can open doors to in-house counsel opportunities. Have you tried these strategies? Let me know how they've worked for you. I hope you've found this week's networking tips valuable for your in-house counsel job search. Remember, effective networking is an ongoing process. Keep at it! #GeneralCounsel #InHouseCounsel #ThoughtLeadership #BusinessGrowth #MLAGlobal

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Workday Lawsuit - Impacts coming into view. The Court's Preliminary Ruling includes this ominous legal position: "Workday does qualify as an agent because its tools are alleged to perform a traditional hiring function of rejecting candidates at the screening stage and recommending who to advance to subsequent stages, through the use of artificial intelligence and machine learning." From my layperson's perspective, this is a the key finding thus far in the early stages of this case and requires the attention of every Human Resources and Talent Acquisition department that leverage AI and ML based software tool utilized in their HR tech stacks. Legal outside opinion has been offered by many Law Firms including this powerful read out by the legal minds over at Seyfarth: "In light of the decision and the EEOC’s support of the plaintiff's theory of liability, employers using AI-powered hiring tools should review their processes to ensure they can clearly articulate the role these tools play in their hiring decisions. They should also be prepared to demonstrate that their use of these tools does not result in disparate impacts on protected groups." The net of all this is to to serve notice to all existing and planned implementations of AI-based applications. By including "Employers" in the initial findings, that potentially extends the liability in the case to the Enterprise. That should give pause to every contemplated AI/ML strategy and may even cause the unplugging of some already in place applications. This may be a highly disruptive force at a very critical moment in HR. And should be taken very seriously.

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Hi all, Just a few words from yours truly, on current market observations, attracting and retaining talent, plus some other thoughts from both a hiring and individual perspective. Link to the Law360 article here: https://lnkd.in/eRE8HByu Hopefully you find it interesting, feedback very much welcomed too.

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𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗗𝗶𝘀𝗰𝗶𝗽𝗹𝗶𝗻𝗲 & 𝗘𝘅𝗽𝗮𝗻𝗱𝗶𝗻𝗴 𝗬𝗼𝘂𝗿 𝗥𝗲𝗮𝗰𝗵 Continuing our series on networking for in-house counsel roles, today we're focusing on maintaining discipline and broadening your network: Networking for an in-house counsel role takes discipline. Here's how you can structure it effectively: 📅 𝗧𝗶𝗺𝗲 𝗕𝗹𝗼𝗰𝗸𝗶𝗻𝗴: Commit to 30-60 minutes of networking weekly and schedule it in your calendar. If it's not scheduled, it's easy to overlook. 🎯 𝗦𝗲𝘁 𝗚𝗼𝗮𝗹𝘀: Aim to meet one new person a week and attend two networking events monthly. Track your progress to stay motivated and accountable. 🤝 𝗘𝘅𝗽𝗮𝗻𝗱 𝗬𝗼𝘂𝗿 𝗡𝗲𝘁𝘄𝗼𝗿𝗸: Reconnect with former colleagues (including law firm partners), professors, and community members. Tap into associations and peer communities like the ACC, the ABA, the L Suite (formerly TechGC), In-House Connect, and alumni events. Don't overlook personal contacts, they may have unexpected connections. On Friday, we'll wrap up the series with strategies to boost your visibility through thought leadership. Don't miss it. #GeneralCounsel #InHouseCounsel #Networking #LegalLeadership #MLAGlobal

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My top 5 tips for preventing or managing candidates wanting to end an FTC early. 1. Completion bonus. It's the simplest and most effective tool 2. Ask for a longer notice period. This is easier than said than done but for a 12 month FTC you could legitimately ask for 2 months rather than 1 month. This won't guarantee they stay but it will give you enough time to replace them and/or make it slightly harder to leave for anything that comes up. Obviously this cuts both ways though. 3. Have regular check ins with your FTC candidate and address this issue with them. They will be thinking about it. Discuss what can be done to keep them till the end. It sounds simple but I don't see many people addressing this head on. 4. Consider the profile of the person you are hiring. There are some obvious tell tale signs of someone is more likely to jump ship for the right perm offer during the interview process. You obviously want the best person for the job but it will take a particular set of circumstances for certain people to take an FTC over a perm role and this will affect the likelihood of them staying. Discussing this with your recruitment partner is the easiest method of manging this. 5. Consider offering a longer contract than you specifically need. This is essentially another way of looking at a completion bonus in terms of cost but rather than paying a specific amount you get them to work for longer. They still may not stay till the very end but you will likely guarantee coverage for the key parts of it There's not definitive way to do this but it is something to consider right at the beginning of the process and discuss it with your recruiter. People won't pauperise themselves to be loyal to an FTC but with careful planning you can mitigate the likelihood as much as possible. If anyone else has any thoughts about how to manage this please do share in the comments section. If you'd like to discuss this or anything else directly please just drop me a message. #inhouselegal

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🧠 Have you ever wondered how AI will reshape the legal world and what it means for the future of law? 🤔 For episode 2 of our 17-part exclusive Legally Speaking Podcast ™️ miniseries, "LegalTechTalk Uncovered," powered by Clio - Cloud-Based Legal Technology, I had an insightful discussion with Lucie Cruz, the Senior Reporter on Tech and AI at The Lawyer . 📰🤖 🎙️ During the recording, Lucie was proudly wearing a Legally Speaking Podcast branded cap – see the photo in the comments! 🧢 In this episode, we dive deep into: • The evolution of AI and its far-reaching implications for the legal sector. • Key focus areas in legal compliance and technology. • Strategies for future-proofing your AI adoption in legal practices. Lucie is pioneering a new chapter of Tech & AI coverage for The Lawyer, innovating editorial reach and engagement. A multilingual, semi-professional collector of anecdotes, Lucie has a knack for uncovering stories people need to hear. Fluent in English and Spanish, with conversational Russian skills and a background in Arabic, she brings a lateral mind constantly seeking fresh takes on the latest in legal tech. 📈 Why should you tune in? • Stay ahead of the curve with cutting-edge information on AI in the legal sector. • Learn from one of the leading voices in legal tech journalism. • Gain practical tips to enhance your legal practice's compliance and tech readiness. The Lawyer is an award-winning provider of data-driven insight, offering legal insight, benchmarking data, and jobs. The editorial and research teams deliver crucial insights supporting the strategic planning of UK, US, and EU law firms. 🌐⚖️ 🎧 OUT NOW! Listen to Lucie's wealth of knowledge and up-to-date insights, essential for anyone navigating the intersection of law and technology. #LegallySpeakingPodcast #Journalism #AIinLaw #LegalTech #LTT24

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After the new AMLAW 200 rankings were announced a month or so ago we now get the hotly-anticipated VAULT100 rankings, which are if anything even more relevant. These are the firms that associates in their peer / competitor firms rate as the best 100 law firms in the country, based on research, gut feelings, gossip, feedback etc. Do you agree with these rankings? Should money talk (as it's clearly a significant contributor at the top)?

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