NALSC: the National Association of Legal Search Consultants’ Post

When signing an employment contract, it is important to understand the terms and conditions of your job. Review key items such as job title, expectations, compensation, benefits, and other agreements before signing. Protect yourself and get the advice of experienced attorneys at McOmber McOmber & Luber, P.C. to ensure you have a strong understanding of the implications of your contract. #EmploymentLaw #ContractLaw Learn more: https://ow.ly/xq6h50SFpMX

When half of all laterals fail, the costs to replace them can be significant – likely seven figures in comp, onboarding and recruiter fees. Today in #LateralLessons, let’s look at the average cost of replacing a failed lateral: AmLaw 50 firms: $4.04 million AmLaw 51 to 150: $1.51 million AmLaw 151 to 200: $715,500 Of course, this doesn’t take into account the wasted time and possibly wasted goodwill that make this one of the most sobering #LateralLessons.

Executive employees build a wealth of marketable knowledge and experience throughout their careers, which becomes a selling point for new employment opportunities. Ensure you are compensated for your worth with the help of Barrett & Farahany’s executive compensation attorneys. https://ow.ly/84sk50R5PjM #BarrettFarahany #ExecutiveCompensation #ExecutiveRepresentation #WorkplaceRights #EmploymentLaw #EmploymentLawyer #JusticeAtWork #EmploymentAttorney

Are in-house lawyers heading for the exits? A recently released report predicted "a wave of attrition" will hit legal departments in 2025 due to increasing workloads and murky career-advancement opportunities. To learn more about the problems facing in-house legal departments and possible solutions, see: https://buff.ly/3Zsy3oe Recruiters, what are you hearing from your candidates? Is the prospect of an in-house move losing its appeal? #nalsc #legalrecruiting #lawjobs #legaljobs #inhouse

#ICYMI, the #LaterPartner hiring market is up: 🗞 https://lnkd.in/ggFCQpY5 Led by corporate partners, #AmLaw50 firms are seeing more movement in major markets when compared to 2022 and 2023. Read the full story here: 👉 https://lnkd.in/e43SUGEz And, as always, reach out to our team at Principle Recruiting to stay on top of the #LegalMarketTrends and learn who is #Hiring!

The NDA is long expired and the company doesn’t exist anymore, so it’s story time! About 5 years ago, a year into my tenure at Paragon, we were looking at acquiring a similar company in a different region. The thinking was that it would help us accelerate our national presence. The old build vs. buy scenario. The magic sauce, according to them, was their database of over 40,000 attorneys — and growing at a huge clip. This was their goldmine, the thing that made them unique and special. And damnnnnnn, I was sold. Imagine immediately being able to increase our talent pool by 40k+ overnight. But then you get to diligence and you take off the rose-colored glasses and put on your analytical lenses. How many people in the database responded their emails regularly? Something like 0.1% How many people had the company coded and assessed? Less than 1% With this monstrous database of attorneys, they had to win nearly every opportunity sent their way? No. It was only about 1 in 5 So, what was the value of the database? Nearly nothing. It would have actually been more work to clean it up than to build it from scratch (having cleaned up a smaller database in my day). And just going to LinkedIn was a much better starting point. What’s the point? Yes, the flex talent network size matters to a point. But it’s not just a headline number that makes a difference, in fact, too large and unmanaged can be significantly worse. Knowing our attorneys, building real relationships, staying connected - that’s everything in this space. It’s a long game and doesn’t sound as flashy or cool. But that’s where the real value is created. And incase it isn’t clear, we didn’t buy the company 🤗 #inhousecounsel #flexlegaltalent #legalops

I have had a couple of interesting conversations recently regarding “𝗣𝗤𝗘 𝗱𝗶𝘀𝗰𝗼𝘂𝗻𝘁𝗶𝗻𝗴” for lawyers with two different partners at top-end US law firms. Whilst understandably, most lawyers (and recruiters!) would look to try and negotiate the highest possible salary and smallest discount when transitioning to a US law firm, both partners shared some interesting insight: Typically, with the top-end US law firms, 𝗼𝗻𝗲 𝗵𝗮𝘀 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝟱 𝗮𝗻𝗱 𝟴 𝘆𝗲𝗮𝗿𝘀 to go ‘gangbusters’ to truly impress and stand out from the crowd. • This is a 𝘀𝗵𝗼𝗿𝘁 𝘄𝗶𝗻𝗱𝗼𝘄 to have a run at it, to work exceptionally hard in-order to develop and round out all the skills required to give oneself the best shot at partnership. With this in mind, it can sometimes be better for a lateral hire to come in with some 𝗮𝗱𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝗿𝘂𝗻𝘄𝗮𝘆 and demonstrate that they are “𝗲𝘅𝗰𝗲𝗲𝗱𝗶𝗻𝗴 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀” rather than pushing hard to come in at a slightly higher level and earn a little more in the short term. • This is especially relevant where one is coming to a new market and may struggle relative to their peers early on as they have more change to adapt to. Some firms will on occasion, bump up one’s class year at the end of a calendar year if the individual has done exceptionally well and proven their ability to be operating at a higher level than their class year/PQE level suggests. Clearly, there are other sides to the argument, and it is nuanced and should be judged on a case-by-case basis, but I can’t help but think that the long-term advantages of the above approach have genuine merit. Email me for more information: 𝗴𝗶𝗱𝗲𝗼𝗻@𝗱𝗲𝗮𝗰𝗼𝗻𝗮𝘀𝘀𝗼𝗰𝗶𝗮𝘁𝗲𝘀.𝗰𝗼𝗺  or reach out to one of my Deacon colleagues Hugo Tang, Harry Austin , Peter Vrljic (Australia) , Angus Brocklesby

Ken here. This is the #1 mistake I see law firms making when hiring team members -- and it may surprise you! 👀 🤯 P.S. Ready to transform your hiring practices so that you can attract, hire, and retain more A+ team players? We've got a virtual event for you! Visit https://buff.ly/4dBtZaT to learn more! #pilmma #lawfirmcoaching #legalmanagement

The term "lateral partner bonus" is somewhat of a misnomer in the legal world, but questions about them come up in conversation often enough that I'd talk about it. These aren't standard across the board, but can include: • Signing Bonuses • 'Make Whole' Bonuses • Year-End Bonuses Lateral partners are, for the most part, beyond bonuses. Your value as a lateral partner largely stems from your book of business. These bonuses, while beneficial, are secondary to a compensation structure aligned with your client portfolio and expertise. If you want to learn more, feel free to check out my blog post, which details it. Or feel free to share your thoughts in the comments. #LegalCareers #LateralPartner #LawFirmGrowth #PartnerCompensation #LegalRecruiting #LawIndustryTrends

This past Friday, Attorneys Matthew Lasher and Mark Wassell spoke at CareerLink Lawrence County on 'Hiring and Firing.' Over the years, Mark has frequently provided valuable insights on labor and employment issues to employers in Lawrence County, covering a variety of important topics. #CareerLink #EmploymentLaw #HiringAndFiring #KnoxLaw #LawFirm #EriePa #Presentation