Confessions of a Legal Recruiter: Should I Stay, or Should I Go

Many candidates are waiting to see what happens in December. This is the time to start accessing your strengths, and your career goals.

Should I Stay Or Should I Go

Waiting for December / January puts you behind the eight ball…

The economic forecast for 2019 is bullish and many law firms will be bringing on more lawyers. For many law firms updated budgets and forecasts have been completed and as the new year approaches firms have a bet-ter idea of what they need and who they can afford to hire. When evaluating whether you should stay or go, there are strong indicators that you should not ignore.

Promises, Promises, Promises.

Associates
Have you been promised to be made partner? What makes you think if they haven’t made you partner yet, they are going to now?

  • Firm culture: Does the life work style, fit with your future goals?
  • Clarity: Is it clear how to make partner? What targets do you have to hit to achieve partner status?
  • Support: Is law firm leadership, helping you get to the next level? Are there mentors there to help you get to next level?

Partners
Is the firms direction going in the same direction as you are? Or is there a fork in the road. Which way do you want to go? Right or left?

Here are some red flags to watch out for….

  • The current firm no longer supports your practice area? Has the firm changed strategic direction? Are they moving away from working with middle market business to Fortune 500 companies?
  • Your current firm decided to raise its billing rates.
  • The partner next store has a larger book and he / she determines which clients you can work with. Are there recurring client conflicts?
  • Dissatisfaction over your current compensation, pension not being funded or facing forced retirement
  • Dissatisfaction over the firm’s leadership?
  • Red tape: taking too long to get everything approved. From getting pens to changing billable hours / lack of alternative fee structures. Is it costing you money?
  • Lack of cross-selling opportunities? Your firm doesn’t have a platform to service your clients in other practice areas?
  • Not able to fully service clients needs, in national or international markets?

If you not happy at your firm, move on. An oppressive work environment does not breed a wining track record. Consider what your worth will be if you stay or make the move now.

“I am speaking with several candidates and groups looking toward the horizon. Now is the time to start strate-gizing and taking next steps. December is only a few weeks away. New Year’s resolutions can be made early and kept by those who are proactive,” said Shari Davidson.

Talk to a top recruiter, understand what the market’s appetitive is for a lawyer with your skill set. Assess and account for any external factors that can affect your prospects. Partnering with a recruiter can help you reach your goals.

All the old clichés work here. Time is money. You snooze you lose.

Top Takeaway: Many of the best opportunities are up for grabs in January, so start talking to a recruiter now so that you are positioned to get the job before your competitors put themselves on the market.

 

About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.

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 educa-tional purpose of the reader. Please consult your legal counsel for specifics regarding your specific circum-stances and the laws in your states pertaining to social media and any legal restrictions regarding the law.

Confessions of a Legal Recruiter: Ghosting Is No Trick, Things Can Get Spooky

Never compromise your integrity, it’s always about being transparent and credible. 

The Emerging Global Demand for FinTech Law

People suddenly walk off the job, and just don’t come back. No notice, no warning, no sign that anything was wrong. ‘Ghosting’ is happening across all industries and occupations. Lower paying jobs have historically had no shows, but it’s now happening in the white-collar workplace. And it’s becoming commonplace. 

It’s been pretty rough out there and many feel that they have not been treated fairly. The workplace has become a toxic, chaotic work environment with no job security. Now that the job market is improving, candidates are now ‘ghosting’ job interviews.

The legal profession is a small community.  Yes, if you google how many attorneys there are in the NY Metro area the numbers are staggering.  Somehow, everyone still knows everyone. 

Time is valuable. Law firms need to stop calling in a candidate to satisfy the firm’s hiring policy. That goes both ways. “I had one candidate who wanted to interview with one of my clients, meanwhile they accepted a position with another in the same building. Somehow it got back to me, and well neither my firm or my client will work with this attorney ever again. Ghosting is not cool,” — said Shari Davidson, President On Balance Search Consultants.  

Communication is critical. Give immediate feedback to your recruiter. Don’t keep candidates in the dark. Take the initiative and stay in constant communication to update candidates on their status. Remember it’s a people business, firms and candidates alike can ill afford a bad reputation for poor professionalism. 

“Know when to hold ‘em and when to fold ’em. Trust your gut! Not every law firm deserves you nor is a good fit. Rejection is hard but being left out there waiting is intolerable. Don’t take it personally. Move on,” said Shari Davison. 

Know the three rules of business: 1. Cover your ass; 2. Cover your ass; and 3. Cover your ass. Believe it or not, every industry is a tight-knit community. Best not to burn bridges that can come back to haunt you down the road. 

“Ghosting recruiters and hiring managers is a really bad idea, but I understand the thinking behind it. Sure it feels good, but resist the temptation. Always leave a good impression, at the very least shoot off an email. Let them know that you’ve decided to pursue other options and thank them for considering you. You’ll be glad you did,” said Shari Davidson.

About On Balance Search Consultants

On Balance offers great insight and industry intelligence.  Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.

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: Funny Money

The Emerging Global Demand for FinTech Law

The Emerging Global Demand for FinTech Law

Article appeared in the September 26th, 2018 issue of Above The Law.

 

The financial services industry is being transformed by new technologies. Very few of us, lawyers included understand how virtual cryptocurrencies, blockchain as well as frictionless mobile banking work. Or how to leverage this technology nor grasp its potential to change the way we do business.

For law firms, now is the time to offer up their expertise and bring on the top talent for the next big legal opportunity in financial technology (FinTech). Many of the Am Law 200 firms have all ramped up their financial technology practices.

Make no mistake, this is the new game, few have an appetite to dive in. But for those who do, you’ve got to get how cryptocurrency works. Cryptocurrencies deal with fractions of currency.

Many of the middle market firms are beginning to work with Hedge firms. In this emerging new digital economy, FinTech is certain to be the next big trend. The smart firms are already on board. Don’t get left behind. 

Countless businesses are implementing this new means of raising capital — The Initial Coin Offering or (ICO). These currencies are highly volatile, the valuations can move dramatically overnight.

Cryptocurrencies integrated with technologies such as blockchain, are generating a wave of innovation.   Blockchain technology is being called the “next evolution” of computing by many experts. Many industries are moving towards blockchain technology including: Real Estate, Banking, Small Business, Insurance Providers, and even some world Governments.

What is Blockchain, how does it work?

Blockchain technology is not new, but it time has now arrived.  As a transaction occurs, it’s encoded into a block of digital data and signed or identified. Each block connects to the one before and after it — creating an irreversible, immutable chain.

What makes blockchain so sexy is that every financial transfer is guaranteed to be safe and secure. Blockchain represents an innovation in information registration and distribution. It eliminates the need for costly third parties, such as a bank, to verify the transaction or keep records of it.

With this explosive growth, new legal and regulatory issues in law are cropping up every day.

Initial Coin Offerings must follow all securities laws. Firms must file with the SEC regulations. All must provide investors with legal disclosure and compliance documentation. This is an exciting new field. Being on the cutting edge can prove to be profitable in the early stages and down the road.

“The demand for this new specialized field of law is rising all over the country” — Shari Davidson, CEO of OnBalance Search Consultants, “we can barely keep up with the needs for this new area of FinTech law.”

The lateral moves and cross industry practice groups have occurred amid a flood of headlines about virtual currency its value and future. Resulting in a flood of litigation and regulatory questions have risen.  The demand for law firms with FinTech expertise is expected to accelerate as the digital currency market matures.

For lawyers who want to get into this emerging new field of law. Top candidates must have expertise in emerging companies, venture capital and cybersecurity.

About On Balance Search Consultants

On Balance offers great insight and industry intelligence.  Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.

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.

Sharpen Your Pencil: The Lateral Partner Questionnaire (LPQ)

The LPQ or the lateral partner questionnaire is the most daunting step in the due diligence process for a partner moving to a new law firm. It’s an arduous task, don’t delay. Get it done.

Sharpen Your Pencil: The Lateral Partner Questionnaire (LPQ)

Be Honest & Thorough

Do not skip any sections. Do not be vague. Accurately detail any late taxes, bankruptcy, bar discipline, criminal history, malpractice, discrimination claims, and investigations. It’s very important to begin your relationship with your future partnership with integrity and open transparency. 

Most LPQs require a minimum of 2 years prior history, and some as much as 5 years. Pulling this information together can be a challenge. Here is a quick list of subjects you will likely address in written or verbal form:

Education

  • Bar Admissions
  • Courts
  • CLE’s

Compensation History & Future Expectations

  • Your current employer
  • Billable Hours Recorded
  • Standard Billing Rate
  • Average Billed Rate
  • Amount Billed
  • Amount Collected
  • Tax Returns
  • Bankruptcy
  • Portability of Clients

 

Previous Employer History

  • References and Reason(s) for Leaving
  • Discipline and Sanctions
  • Claims and Litigation
  • Criminal history
  • Malpractice Claims
  • Discrimination Claims
  • Government Investigations


Business Relationships

  • Professional Organizations
  • Board or Officer Positions
  • Pro Bono
  • Conflicts of Interest
  • Client Financial Situations
  • Restrictions / Limitations Based on Partnership Agreements


Value Proposition: Business Plan

Detail your business development plan addressing prospective clients and estimated revenues as well as non-client referral sources, unique skills sets and existing client base. Be sure to include any other information that is relevant or of value to the new partner candidacy.

Hire a Top Legal Recruiter

Don’t lie to me. Don’t inflate or overestimate your book of business. This is the quickest way to sour your new partnership. During due diligence or after being hired, more times than often any inaccuracies in your qualifications and past performance will come up. When time comes to cut back, you’ll be at the top of that list.  

Want to learn more ways to make it rain? Subscribe to our blog https://www.onbalancesearch.com/category/blog-page/.

About On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.

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: Are You in a Career Coma?

Do you find yourself unresponsive to the world around you? Nothing seems to phase you, and you are numb to the painful reality that you’re stuck in a dead-end job. There is no secret recipe for a curing a  career coma. What you can do is start taking charge of your situation.

Article originally ran in Above the Law, January 31, 2018.

Article originally ran in Above the Law, January 31, 2018.

 

“What would you do if you were stuck in one place and every day was exactly the same, and nothing that you did mattered?” — Broadcast TV Weatherman Phil Connors is assigned to cover the annual Groundhog Day in Punxsutawney, PA. Played by actor / comedian Bill Murray. Phil finds himself caught in an infinite time loop, repeating the same day over and over again.

Okay, campers. Rise and shine. It’s Groundhog Day! 
Do you find yourself just going through the motions at work? Clocking in and clocking out, without truly investing your time? Author and Executive Coach Anne Marie Segal, “Given the risk-averse tendencies of most lawyers, coupled with demanding workloads, the concept of proactively creating a career path can be difficult to entertain. Yet if we do not drive our own careers, we are often driven down backroads and dead-ends that lead nowhere we wanted to go.”

Do you find yourself unresponsive to the world around you? Nothing seems to phase you, and you are numb to the painful reality that you’re stuck in a dead-end job. “Without a proactive strategy you very well may lose sight of your goals and find that your job is no longer fulfilling. Suddenly you realize that your career is way off track”  — Shari Davidson, Top Legal Recruiter.

Know the warning signs.

  • Churning out large amounts of work, with little thought. You are not working on deals, cases or projects that make a difference to the bottom line.
  • You have become immune to what’s going on at the office and suddenly are not invited to important meetings.
  • This self-induced coma has made you complacent, and you seldom take initiative to learn new skills. Your skill set is no longer relevant, and you now have limited options for advancement.
  • Your appetite for challenging work has waned, and you have little to no motivation to grow or change for the better. You’ve become risk adverse. You’ve lost your edge and fear change.
  • You no longer see opportunities, and you are leaving money on the table. You are lost and cannot see the way out.

Wake up! Try something new and get some professional help.

Lawyer Coach Anne Marie Segal, “You cannot get out of a career coma just by ‘thinking yourself’ out of it. Highly intelligent people tend to rely too much on their intellectual abilities to solve problems. This is not a problem that cannot be solved through brain power alone. In fact, that approach creates the same blind spots that led to a career coma in the first place.”

On Balance Legal Search, CEO Shari Davidson —  “There is no secret recipe for a curing a career coma. Every case is different. What you can do is start taking charge of your situation, which takes guts, expansive thinking and powerful contacts:

  • Guts — First, you need to find the courage to recognize and admit to the problems that are plaguing your career. Then you need to make the commitment to addressing the problems head on and following it through to completion.
  • Expansive Thinking — Second, accept that resolve and a commitment are not going to be enough. You’ve hit a wall and need to make some changes.  You no longer share the firm’s interests, values or career priorities.
    Instead, take time to understand who you are and what you want. Start thinking expansively, challenge yourself to re-engage and strategically find new solutions to reach the success you seek.
  • Contacts and Networking — Lastly, you need to associate yourself with others who can help you get out of your rut. Go outside your comfort zone and put yourself into new centers of influence to widen your circle of friends. Get new perspectives from your new social networks.”

“Take the time to figure out what you think of you.” — Michael F. Melcher, Author, The Creative Lawyer. Get out from behind your desk and out of your comfort zone. Join an exercise group or gym. Take on some pro bono cases in areas of interest. Join the board or a committee of a non-profit organization. Go on informational interviews. Finding out what legal recruiters or other career professionals can offer.

Talk to a professional to get some honest feedback and support. Make those powerful connections that will get your career back on track.

Download Anne Marie Segal’s Personal Value Proposition Worksheets from her book, Know Yourself, Grow Your Career: The Personal Value Proposition Workbook.And sign up for On Balance Search’s newsletter.

About On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.

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: It’s who you know and how you work it.

A poor referral source can have personal consequences. The person at the firm, may not be that well regarded. The recommendation may not be taken very seriously at all.

Article published in Above The Law, October 26th, 2017.

Article published in Above The Law, October 26th, 2017.

Have you ever asked your good friend to put in a good word for you? “You work with the Partner, don’t you? Would you mind passing along my resume?”  Your friend may have good intentions, however this may not be the best for your career.

Tell me who you know, how you know them. When the time comes, we’ll use your internal connections to your best advantage.” — Shari Davidson President On Balance Search legal recruit services.  A poor referral source can have personal consequences. The person at the firm, may not be that well regarded. “You don’t really know. The recommendation may not be taken very seriously at all.”— Shari Davidson.

Perception versus reality, how do you know if your friend is actually well regarded within their firm? Do you have all the facts about your friend? Are you really going to put your reputation on the line? Are you 100% sure, your friend is well aligned with the firm? Just because they are a friend, doesn’t mean you know anything about their professional skill set. Maybe you really don’t want their recommendation?

Play it safe. Here are the several reasons you do not want to ask for a referral:

  1. Even with the best intentions, there is no guarantee your friend will pass along your resume along, or follow up with their current employer.
  2. What if your friend feels threatened by you? Truth of the matter is, they may not even pass your resume along. They may sabotage your submittal in subtle ways.
  3. Don’t put your friends in an awkward situation. Don’t ask them to put in a good word for you or bring your resume to their boss. This is totally uncomfortable for both of you. This makes you look desperate. When you don’t get the call, you’re going to question your friendship.
  4. Is your friend in good standing at the firm? If you don’t know you may be doing more harm than good. What if your friend is on the way out? Your resume will likely end up in the trash.
  5. Is your friend the best representative to negotiate terms for hire? You don’t talk about money with friends. Why would you ask them to negotiate for you? No way, you’ve got to be kidding me.
  6. Consider the cost to your friendship!

The best recruiters understand what firms are looking for. The best recruiters navigate the labyrinth of complex hiring process, policies and procedures. The good ones are expert negotiators. They know how to use their extensive network within and outside the firm to leverage the best terms. That are right for you. A good recruiter will identify the right position and law firm whose culture is best aligned with your career goals.

Remember, most of the best career opportunities are never posted. Work with a top legal recruiter, they will help you strategize your next career move.  And when it is appropriate to use your friends name in landing the prefect position.

There are also risks for you to recommend a friend.  Do you really want to refer your friend?

About on Balance Search Consultants

On Balance offers great insight and industry intelligence.  Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.

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.

 

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Confessions of a Legal Recruiter: Do you really want to refer your friend?

The truth is that people don’t make recommendations any more.  When was the last time you ever made a recommendation for a good hair dresser, a restaurant or a doctor?  Or anything, for that matter? 

Confessions of a Legal Recruiter TM .001

If you want to do a good deed, refer your friend to a trusted recruiter. A recruiter has as much at stake as you do. The recruiter’s reputation is on the line, every time they present a candidate. Work with a legal recruiter who is highly regarded with a track record of successfully placing candidates in firms where all parties are served.

“Your friend may not be the ‘best fit’ for the position. Think about what could go wrong? Don’t do it. It’s not worth it.”— Shari Davidson President On Balance Search legal recruit services.

Do you really know why your friend wants to make a move? Why are they looking in the first place?  Is your friend’s motivation because their current firm has a toxic work environment? Are they being asked to leave by their current firm? Do you know what your friend’s track record is at work? Do you have and know all the facts?  Believe me, I doubt it.

Referring a friend may present a potential conflict of interest at the firm. “Referrals can get messy, it’s not the best way to help your current firm.” — Shari Davidson. What if it all backfires and things go terribly wrong? A poor referral could leave others to begin questioning your judgment. Or commitment to the firm.

Think before you refer your friend where you work:

  1. Don’t take unnecessary risks with your career. Your reputation is everything. It’s all you got.
  2. Why would you gamble on anyone other than yourself? Even the best, don’t always measure up!
  3. What if they wind up out performing you? Did you see that coming? Do they have your back?
  4. Are you part of the strategic planning process of the firm? Do you really know what is going on? Could the partners be downsizing, is your job on the line? Simply, there is no upside to this.
  5. Last but not least, do you want to jeopardize your friendship?

You are taking on unnecessary risk when you refer someone?  You cannot afford to put ‘your reputation’ on the line. It’s complicated. See things from your friend’s point of view. It’s who you know and how you work it.

About On Balance Search Consultants

On Balance offers great insight and industry intelligence.  Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.

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.

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Seal The Deal, Get To What’s Really Important

A great recruiter get’s to what is most important to the candidate and then seals the deal.

During negotiations many top prospects are lost by not providing the right incentives to seal the deal. There are lots of qualified candidates out there, you need to get the deal done before someone sneaks in and steals the position out from under you.

Seal The Deal

Most law firms make the mistake of looking for a specific set of skills and experience, turning a blind eye to any profiles that fall outside the lines of a pre-determined list of qualifications. Just because everything looks good on paper, doesn’t necessarily equate to a good fit. Work with a recruiter who can read between the lines. A savvy recruiter realizes that important information about the position such as the firm’s culture and the critical requirement must be properly communicated.

A law firm’s best talent can’t always be found in its backyard. Firms are faced with the challenge of finding talent with specialized skills and experience. That’s why today, more and more law firms are looking to broaden their searches.  

Law firms want the best talent and looking for creative ways to bring on the right candidate. It’s important to have all the tools necessary to secure the very best. That’s why legal recruiters and law firms strategies for sourcing top talent needs to be innovative. Relocating a rainmaker from outside the area is one such solution.  

A strong relocating benefit allows recruiters to search for talent outside of the law firm’s region to bring in new blood, that can take the firm to the next level. Relocation is a win-win for high profile candidates and the law firm. (See States That Have Reciprocity)

Recruiting is a creative and intuitive process. A good recruiter spends time getting to know what is important from the candidate’s point-of-view and the law firm’s perspective.  You’ve got to get it right, to seal the deal.

About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, President of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. We pride ourselves in understanding our clients and candidate’s needs. On Balance has an outstanding track record placing strong candidates with high retention rates.

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, legal recruiting and any legal restrictions regarding the law.

To contact Shari Davidson: info@OnBalanceSearch.com  or 516-731-3400.

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Getting Ready To Make The Move: Valuing Your Book Of Business

Valuing Your Book of Business
Your book of business has real market value— it is time sensitive. Clearly detail your book’s value by client and how much revenue each client contributes. Identify what verticals have historically were most profitable.

Valuing Book Of Business

“Do not wait: the time will never be ‘just right’. Start where you stand, and work it. Use whatever tools you may have at your command.  Better tools will be found as you go along.” ― Napoleon Hill.

“When you begin negotiating your book, all that counts is how well you tell your story,” Shari Davidson President On Balance Search. “Knowing what your book of business is worth—particularly as it grows—gives you that edge. In order to objectively guide you, I will need to know what you want from the onset.”  

Working with a legal recruiter who has the right connections can help get the deal done. From understanding all the legal issues helps in big ways.

Most lawyers spend little if any time understanding what their book is worth and how to increase value. An earn-out arrangement guarantees a minimum level of performance. If the client retention rate drops or the revenue drops, the payout also drops.

A book with lots of recurring revenue brings in more money than a book of transaction-heavy clients. Location is also very important, here in the Metro New York area a book commands much more value than most parts of the country. At big market adds longevity and makes your book stronger.

It’s all about the proper strategic fit between all parties involved. The objective is to increase the value of the business for all parties involved. There has to be strategic alignment and synergy that increases the likelihood for increased profitability. This also applies when parties are coming together in a partnership. There has be value recognition to share resources and capabilities to be on an equal footing. The better the strategic fit, the better the outcome for higher profit.

What to look for when joining a new firm:

  • Strategic Fit: alignment and synergy.
  • Philosophy: How does the new firm do business— conservative versus aggressive
  • Presence: Is your practice well known? Will your clients do business with the new firm
  • Services: Will your scope of your expertise work well in the new business model of the firm?   
  • Processes: What systems does the new firm have in place to capture more marketshare: technology, marketing, network, servicing? 

Your book is only valuable to a firm that can leverage your contacts. It can either be a strength or a weakness, it’s really important to find the right fit. It’s all a matter of telling a story that makes sense.

__________________________________________

About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, President of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. We pride ourselves in understanding our clients and candidate’s needs, On Balance has an outstanding track record placing strong candidates with high retention rates.

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, legal recruiting and any legal restrictions regarding the law.

To contact Shari Davidson: info@OnBalanceSearch.com  or 516-731-3400.

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

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 a firm whose culture mirrors your values. 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.

Tell me what you bring to the table, I’ll place you with the right firm. Patience. It may take a few weeks or months to find the right firm, timing is everything. Not a problem. You’ll be back at the top of your game, bringing in better clients and getting bigger settlements.

______________________________________________

About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, President of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. We pride ourselves in understanding our clients and candidate’s needs, On Balance has an outstanding track record placing strong candidates with high retention rates.

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, legal recruiting and any legal restrictions regarding the law.

To contact Shari Davidson: info@OnBalanceSearch.com  or 516-731-3400.

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