The effects of hiring the wrong people are appreciable and costly.

Lasting relationships are tied to a shared sense of competitiveness, purpose, and culture. Many top lawyers are looking to make the move. Why, because they just don’t fit in anymore.

Culture embodies everything from the way people get on, to the core values the firm was founded on. It’s difficult to put your finger on it, but you know when something isn’t right. When the culture and the values match-up, everyone wins. When it becomes fractured, it get’s messy.

Every firm has their corporate culture, one day you’re at the top, the next day you’re not a team player. The culture within the firm may have shifted during the last merger or acquisition, and now you’re being rejected because you don’t share that passion.

Values are threaded throughout all aspects of the practice, woven into the relationship system as a whole, and reflective of these values.

Hire the wrong candidate, and you’ll likely know within a few weeks. When you get down to hammering out a deal, it becomes much more than what the firm is offering.

Work with your recruiter to find candidates whose values mirrors your firm’s culture. The best recruiters:

  • Are creative problem solvers. They find solutions.
  • Trustworthy and have an excellent reputation.
  • Connected to the players and knows what the word on the street is.

What makes your firm different from any other law firm? Why would a candidate want to work for you over other firms? Law firms want to know what is unique about a candidate and how they can further their business goals. In turn, law firms need to sell why you should work for them.

About: On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Shari takes a proactive approach to advising law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. On Balance Search identifies opportunities that exist today, not down the road.

Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com.

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.

Confessions of a Legal Recruiter: Secrets to Landing a Successful Partnership

Landing a Successful Partnership

Law firms are looking for attorneys who can hit the ground running. The best legal recruiters can help guide you to identify law firms that are a good fit for your practice and lifestyle.

Things to consider prior to switching firm…

Define Your Value Proposition

  • What is your mission?
  • Who are your clients?
  • Clearly communicate your abilities.
  • What do you need to continue to develop your book of business?
    (platform, practice niches, geographic locations, marketing etc.)

Identify with your recruiter firms that will support and grow your practice. 

  • First and foremost, when considering and being considered by a law firm, think about how compatible you are? Beyond revenue.
  • Learn about the law firm’s culture, will you be happy here?
  • How will your skills and niche further the goals of the firm? And vice versa.
  • Develop a one-sheet — what you can bring to new law firm and why?
  • Work closely with your legal recruiter to come up with creative solutions to securing the best offer from the law firm.

Understand the Needs of your Future Law Firm

Often times a law firm is looking for a specific skillset, a specialist who will complement their footing in that particular practice of law. It’s a two-way street, both you and the new law firm should benefit. The bottom line is how you are going make or save them money. It’s all about the ROI.

  • How do you plan on making or saving money for the firm?
  • Leverage your worth. Learn as much as you can about the interested firm — before and during the process.
  • Understand how far a law firm is prepared to go to acquire your area of expertise.
  • Focus on the value of the entire deal: responsibilities, location, travel, and flexibility in work hours, opportunities for partnership and perks.

Confessions of a Legal Recruiter: Final Thoughts

Rainmaking is all about building relationships, and lawyers should keep in mind that developing a solid network and book is never ending. Attorney’s need to strategically nurture business relationships:

  • From inside their firm
  • Past and current clients
  • Personal and professional contacts
  • And focus on an industry or geographic location

About: On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Shari takes a proactive approach to advising law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. On Balance Search identifies opportunities that exist today, not down the road.

Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com.

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.

What Legal Recruiters are Looking For: GRIT

Law Recruiters are looking for more than just good lawyers these days. You won a few trials, so what? Do you really have what it takes to be a part of your dream firm? If you have that winning way, yeah you know it, you got Grit.

What is Grit?
Grit is integrity . Grit is passion. Grit is staying past the end of the workday to make sure you know every line of your opening. It is something that goes beyond your knowledge of law and your performance in it. Grit can be defined as the reliability and mindset of a lawyer. This mindset can be broken down into a few key characteristics.

Mastering the interview — let’s get down to the nitty gritty.

InteGRITy
Being honest, not only with yourself, but also with whom you work with and for. Sometimes it means working for little reward but knowing that you’ve done the right thing and the best you could.

Loyalty is another important part of integrity. This is why confidentiality is so important, not only for clients, but for other firms as well. Even if you have had a bad experience with a previous employer or a competitor in the past, a lawyer with integrity never speaks ill of another.

Passion
A Gritty lawyer shows passion. Passion not only in what you know, but also in what you don’t: in what you hope to learn. This passion should come across in your interviews. It will show your potential employer your Grit and willingness to learn and grow as an individual and a lawyer. Your passion is your work. And you put your all at every point.

Perseverance
The field of law can be riddled with ups and downs. It is a Gritty lawyer that takes the downs, the mistakes and the failures in stride. You can show your Grit by learning from these mistakes and allowing them to point out where you may be able to improve. A lawyer with Grit will always finds room to grow.

Talk about your Grit during your interviews, demonstrate how your Grit turned the case around (reference, What not to say during an interview). Showing your inteGRITy will make you shine in the employer’s eyes.

The Ability to Lead
Leadership is not only being able to assemble people and results effectively. It can also be classified as a certain type of Grit. Your Grit makes you a natural born leader. You need to be able to take charge and responsibility. Do you draw upon your Grit to voice flaws in your partner’s case, knowing it may be a political risk?

Grit is what all the top law recruiters are looking for.

To learn more about how to get your career back on track, schedule an appointment with On Balance Search.

Integrity. Perseverance. Passion. Do you have Grit?


Law Recruiters are looking for more than just good lawyers these days. You won a few trials, so what? Do you really have what it takes to be a part of your dream firm? If you have that winning way, yeah you know it, you got Grit.

What is Grit?
Grit is integrity. Grit is passion. Grit is staying past the end of the workday to make sure you know every line of your opening. It is something that goes beyond your knowledge of law and your performance in it. Grit can be defined as the reliability and mindset of a lawyer. This mindset can be broken down into a few key characteristics.

Mastering the interview — let’s get down to the nitty gritty.

InteGRITy
Being honest, not only with yourself, but also with whom you work with and for. Sometimes it means working for little reward but knowing that you’ve done the right thing and the best you could.

Loyalty is another important part of integrity. This is why confidentiality is so important, not only for clients, but for other firms as well. Even if you have had a bad experience with a previous employer or a competitor in the past, a lawyer with integrity never speaks ill of another.

Passion
A Gritty lawyer shows passion. Passion not only in what you know, but also in what you don’t: in what you hope to learn. This passion should come across in your interviews. It will show your potential employer your Grit and willingness to learn and grow as an individual and a lawyer. Your passion is your work. And you put your all at every point.

Perseverance
The field of law can be riddled with ups and downs. It is a Gritty lawyer that takes the downs, the mistakes and the failures in stride. You can show your Grit by learning from these mistakes and allowing them to point out where you may be able to improve. A lawyer with Grit will always finds room to grow.

Talk about your Grit during your interviews, demonstrate how your Grit turned the case around (reference, What not to say during an interview). Showing your inteGRITy will make you shine in the employer’s eyes.

The Ability to Lead
Leadership is not only being able to assemble people and results effectively. It can also be classified as a certain type of Grit. Your Grit makes you a natural born leader. You need to be able to take charge and responsibility. Do you draw upon your Grit to voice flaws in your partner’s case, knowing it may be a political risk?

Grit is what all the top law recruiters are looking for.

About: On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Shari takes a proactive approach to advising law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. On Balance Search identifies opportunities that exist today, not down the road.

Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com.

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.

Confessions of a Legal Recruiter: Succession Planning for Solos and Small Firms

Most Solo Practitioners have spent years developing a growing and successful practice. Start planning your retirement now, take steps to create value. Establish benchmarks for revenue for future goals. Look for people internally and externally who fit the firm’s succession future image.

Confessions of a Legal Recruiter: Law Firm Business Development Strategic Plan
Succession Planning for Solos and Small Firms

In developing your succession plan, you’ll need to consider what you plan on doing with your practice or your book of business. Should you take on a younger partner? Sell the practice? Time is a critical factor, don’t wait.

Succession planning is a process. The most challenging task will be to Identify a successor or where to take your book of business. A clearly developed transition plan must address management responsibilities and an orderly plan for the transition of client relationships.

“You’d be surprised how many rainmakers put off planning their succession plan or wait till it’s too late to achieve this goal. Often many don’t groom a successor for the firm. As a strategic consultant I help attorneys monetize their book of business as they wind down from the daily practice into retirement,” – Shari Davidson, President of On Balance Search Consultants.

The success of a succession plan is based on how much time you have and how much time you’ll need. Decisions must be based on what is best for you and or your firm.

1. Start by establishing the firms identity and value. Assigning the firm’s successor is critical, the leadership must be a good fit for the existing client base and future growth of the practice. A successful succession involves identifying or developing one or more effective leaders.

2. Transitioning clients can be a challenge. Relationships are built on trust, you cannot simply turn over a client’s business to another attorney. Make sure the client is happy with the new leadership or they will jump ship.

3. Compensation. Every practice has their unique circumstances that must be carefully crafted when establishing compensation. Get it right and everyone wins.

Running out time, follow these three options:

1. Shut the doors down. Understand you will be leaving money on the table.

2. Time is money. If time permits, groom a successor

3. Talk to a succession advisor to strategically create the retirement plan you desire.

The process can take anywhere from a few months to a few years. It took years to build your business, and it will take time to successfully execute a succession plan. A transactional lawyer can successfully wind down a practice in three to six months. A trial lawyer may be tied into existing cases for two or three years.

Ultimately it gets down to what strategy best meets your needs. Nothing is ever routine, recognize that this process takes time. Be realistic. Understand what the value of the firm is today and what you can reasonably expect in the future. Is your client base of value to another practice?

Perhaps your priorities have changed, or you’re being forced into retirement. You’ve got options, take your active book and work with a succession planner to set the stage for the next move in your career.

“My firm helps identify the best solution in the marketplace. We evaluate your options based on your practice area as well as the market trends, and then align the needs and desires to the best solution,” Shari Davidson, succession advisor.

Succession planning is not an event, it’s a process. A well-planned succession works towards grow-ing the firm’s worth and at the same time developing an exit strategy that will allow your clients to continue to be well represented.

About: On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Shari takes a proactive approach to advising law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. On Balance Search identifies opportunities that exist today, not down the road.

Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com.

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.

Women Making the Lateral Partner Move

Making a lateral move is a big decision, it’s important for anyone making the career more does it for the right reasons.

Men still dominate lateral equity partners within law firms. There is plenty of room for women to use their leadership and marketing skills.

If you are overlooked for partner, you may think about taking your portfolio of business down the street to another firm.

Change is scary for everyone. Not making a decision is still a decision. Feel the fear, and do it anyway. You made the decision, now prepare. Dig deep inside yourself, tell me what you want.

  • What practice areas do you provide to your clients?
  • Do you need offices in other locations?
  • Do you need to work virtual?
  • Do you need marketing support?
  • And most importantly, what do you bring to the table?

“That’s the basis of the strategic search, from here we can put you back in control of your career.” — Shari Davidson, President, On Balance Search Consultants.

Lateral Partner Process

  • If you are a partner at current firm. Read your agreement now.
  • Align yourself with a reputable recruiter.
  • Have a clear idea what the next career move will be and why.

For example:
Your next firm must have a robust marketing group to support you and have offices throughout the United States to serve your clients. The firm must have a culture that allows you to be home for your children.

Research firms that are a good fit for your lifestyle and what your want. It is critical that your specialized skill-set must align with the firms strategic goals.

Make sure you have . . .

  • A current CV, Business plan and Representative Matters available.
  • Accurate billing information for the past (3) three years (originations, billings, hourly rates, hours billed, realization rates, etc.).
  • Work with a recruiter.

A recruiter should be able to help you manage the process by:

  • Carefully have your recruiter query the interest level without releasing prospective lateral name or firm.
  • If there is mutual interest. Set up meetings and keep the conversations going.
  • Prep and debrief before and after each meeting.
  • Streamlining any materials, such as LPQ, compensation discussion and offer, prepping for resignation and most importantly be a sounding board for all concerns.

Virtual law firms may be the way to go. Working virtual is very doable, the support is there from cross selling to attorney collaboration.

Thankfully there are some great law firms for women to work for.

Know the early warning signs, if your firm starts laying staff off or there is an increase in attrition, it may be time to start looking. Making a lateral move will have impact your career, resist the initial temptation to make a move based solely on compensation.

Consider all the factors, then don’t be shy, make it happen.

About: On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Shari takes a proactive approach to advising law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. On Balance Search identifies opportunities that exist today, not down the road.

Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com.

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.

It’s Daylight Savings Time . . . Time to see the light again.

Daylight Saving Time begins on Sunday, March 14, 2021, at 2:00 A.M. And time is money, nowhere is that true, then in law.

Law firms have successfully pivoted to using Zoom to have their attorneys work remotely. For the past 20 years law firms have been sprouting up that are completely virtual. Since the outbreak of the pandemic, many attorneys are looking to make the move to a virtual law firm.

Business as we know it has changed dramatically and over the next few years there will be more flexible working opportunities because it will enable law firms to substantially reduce their operating expenses.

Working remotely gives us more control over our time. Giving lawyers more flexibility in choosing when and where they work can increase gender equality.

The unpaid work women do is one of the biggest barriers they face to reaching their potential in the workforce – Melinda Gates: Co-Chair, Bill & Melinda Gates Foundation.

Remote work can help parents better balance their work and family responsibilities. Working from home also helps couples share family responsibilities more equally now than they did before the pandemic.

Shari Davidson, President of On Balance Search Consultants —

“I worked with a woman who worked at aTop AM100 Law firm who needed to pivot to a remote based position. Her son needed more home schooling and she simply had to be home during this critical time in her child’s life. She not only has more control over her life working remotely but has significantly increased her earnings.”

Take advantage of this time to see how you can make the transition to a virtual law firm. You’ll have more time to take care of the important things in your life that working in a traditional law firm simply can’t offer.

About: On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Shari takes a proactive approach to advising law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. On Balance Search identifies opportunities that exist today, not down the road.

Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com.

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.

Confessions of a Legal Recruiter: Reputation Is Everything

You are NOT a team player. You are disruptive and people find that you have a toxic influence on the firm. 

Your colleagues tell me you’re one of the top performers at the firm. They also tell me you are a brilliant jerk. Most attest that you are highly capable, productive and in the same breath they say you are difficult to work with. They say you are an arrogant, a prima donna and they wish they could work for someone else.

They resent the way you deal with your clients, that you always need to have the last word. You are loud, and abusive and take your frustrations out on the staff. You are not a team player and your attitude, is infecting the law firm’s reputation.

Do the ends justify the means?

Machiavelli, “Thus when fortune turns against them, you will be prepared to resist it. A man who neglects what is actually done for what should be done moves toward self-destruction rather than self-preservation.” Being a successful attorney is difficult, agreed. It’s cut-throat. It’s highly competitive and it’s adversarial.

You are the best. A fighter, a winner and a top litigator. At the end of the day your reputation is truly all you got. Means and ends of course are intimately related. The end determines the array of relevant means. But that is not the end of the story. Consider the collateral damage to your firm’s reputation:

  • Revolving door: From the legal secretaries, to the associates, all the way to the top, the best and the brightest partners will begin to leave the firm.
  • Lost business: A law firm with a bad reputation simply won’t get referrals.
  • Recruiting: No one is going to want to work at a firm that has a poor reputation.
  • How you are perceived in the industry. Your professionalism needs to be at the highest standards at the firm, in the courtroom and when you are out socially.

Play nice. 

“I play nice, it’s not always easy but that’s how I’ve forged deep lasting connections with law firms and attorneys over the years. Niceness, however, does not need to mean weakness. You’ve got to be strong to be nice. I’m also known for being tough.” – Shari Davidson, President On Balance Search Consultants.

Nice people play well with others. Nice people genuinely care about others, listen to their needs, and instinctively want to meet those needs, which, in turn, forms the foundation of trust for successful business relationships.

“I’m constantly opening doors, my advice significantly benefits my candidate’s. I cannot begin to tell how many opportunities come my way. Why? Because I never deceive or mislead my clients. I’m committed to my clients’ success. It’s about respect. My clients trust my judgement, my integrity.” – Shari Davidson.

Confessions of a Legal Recruiter: Law Firm Business Development Strategic Plan
Reputation is Everything

About: On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Shari takes a proactive approach to advising law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. On Balance Search identifies opportunities that exist today, not down the road.

Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com.

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.


Telecommuter Appreciation Week: Ways Attorneys Adjust To The New Normal

The global pandemic has forced law firms to work remotely. For the most part, lawyers have adjusted remarkably well — having gotten used to the distractions and isolation that remote work create.

Telecommuting is here to stay.

Firms have invested in upgrading technology for staff working from home recognizing the benefits of telecommuting. Remote work keeps overhead costs down and gives attorneys the flexibility to enjoy a more fulfilling work-life balance.

As we emerge from this crisis administrative assistants are now back in the office, handling essential office tasks on site while attorneys continue to work from home. With fewer staff in the office, social distancing can be safely accomplished.

The energy and people power created in the office is lost in the distanced workplace. Law firms need to ensure attorneys have a way to virtually access more experienced colleagues. Plan on routinely Zooming in with colleagues to work through legal challenges.

Remote work opens up new possibilities to talent that cannot work in a traditional workplace. Remote work can also be key to retaining valuable employees who have families and are struggling with child care, caring for your parents or loved ones with a disability.

Telecommuting has increased productivity while at the same time resulted in burning out attorneys. This can cause resentment, high turnover, apathy, and burnout. New boundaries need to be set giving attorney’s a fire wall between loved ones and work.

Everyone needs to feel that they are part of the team, the challenge is to find new ways to recognize essential work being done in and outside of the office. Remote work breeds isolation and a sedentary lifestyle.

Exercise programs serve to integrate overall health and well being into the workplace and at the same time serve as a form of appreciation. Firms can offer online exercise e classes with a trainer such as Peloton.

Host social networking events, TGIF mixers and themed parties like ‘Night at the Museum’ parties on Zoom to energize your remote staff.

The distance of working remotely can lead to feeling removed from the team. Not being in the office can create a wall of indifference that may impact morale, resulting in losing valued employees.

Everyone needs to know where they stand inside and outside the office. Set boundaries about what is appropriate to discuss and what is considered controversial or non productive.

Remote employee appreciation begins with awareness. Create and encourage a transparent forum for venting concerns about issues with policies and procedures.

About: On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Shari takes a proactive approach to advising law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. On Balance Search identifies opportunities that exist today, not down the road.

Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com.

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.

The Kiss of Death Question: Tell Me About Yourself

Definitely do not say these four answers while vying for a senior executive position.

The First.
You’ll hear this at almost every interview you go to in your life. It should be an easy question. Are you sure? Maybe you haven’t interviewed in a while. It’s more of a statement than a question.

Question/Statement: Tell me about yourself.

Do not answer: Well, after work, I go home, and I play with my five cats until sundown.

Nothing against cats, but about why you chose to be an attorney. What is it about the law that drives you? What are you passionate about?

The Second.
This is another pretty popular question. A skilled recruiter is going to ask this one for sure.

Question: What is your biggest weakness?

Do not answer — Pecan pie. It’s a guilty pleasure of mine.

Although humor helps to break the ice and nurture relationships, get to the point. Why should I hire you? What unique skills do you have that will take the firm to the next level?

The Third.
This question is bound to come up, so make sure you know your stuff front and back. Like most other interview questions, it is less about what you really do and more about what you can bring to the table.

Question: What can you tell me about your past experience at so and so?

Do not answer — I really liked my job at so and so, but the people were just so boring, and the boss came in with crocs on every day.

You may not have liked the people that you worked with, but your boss’s fashion sense is definitely not a professional reason for your departure. Talk about an important case you won. How you did it? Were you part of a team or were you the lead?

The Fourth.
The last question is not unlike the others — but may take a little bit more thought and research into the industry, the company, and your own experience to find the right answer.

Question: What are your salary expectations?

Do not answer: Whatever will help me keep up my mysterious lifestyle.

You don’t want to under or over value yourself out of the position. You can ask back, what is the salary range for this position?

These answers may seem silly, but the questions are no joke. In order to be successful at any job interview you need to be able to formulate the correct answers to these and many other questions.

 
 

About: On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Shari takes a proactive approach to advising law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. On Balance Search identifies opportunities that exist today, not down the road.

Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com.

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.