• Recruiter Insight | Business Instinct | Legal Intuition
  • Latest Blog

      November 7, 2017

      As an attorney, if you want to be a bigger originator and business developer you need to have a strong network that refers business to you. Unless your practice is largely consumer oriented (criminal defense, personal injury, family law, etc.) you get a large percentage of your business through referrals. Referrals could come from current and former clients, attorneys in o...

  • Recruiter for partner attorney placements

    A Boutique Firm With Momentum

    Challenge

    A full service boutique firm in the Southwest with 20 attorneys  wanted to capitalize on their momentum. In the past few years the firm’s reputation had grown and there was a strong demand for legal services from their existing client base. Firm leadership thought this would be a great time to attract  lateral partners with complimentary practices to grow the firm.

    However, the firm had trouble sourcing qualified candidates. They posted ads in legal journals and job boards, asked their partners to speak with peers, and spoke to a couple of staffing firms about their needs. The ads led to a several candidates who did not have the right experience, didn’t have a book of business or in some cases weren’t even attorneys. The staffing firms they spoke to seemed to be eager to listen, but there wasn’t much follow through.  They were able to engage in some productive conversations with people referred by the firm’s partners, but in the end there just wasn’t the right match.

    Solution

    They decided to retain Link Legal Search Group  to help them solve their lateral hiring quandary. They found value in the accountability we offered. Not only had they essentially outsourced the whole recruiting process to our firm, we guaranteed that we would be able to provide them with candidates that were a good fit for their firm.

    Our team worked closely with the firm to first identify exactly what type of candidate would be successful on their platform and created a needs analysis profile.  The goal of this process was to identify areas of opportunity and help craft a message that would help our client’s story stand out amongst the crowd. We provided input into the firm’s hiring process, how they could refine their messaging and interview process to land the right candidate.

    We were able to identify over 350 candidates who fit our client’s criteria. We shared this list of candidates with our client’s partnership, soliciting important feedback on individuals that they had interacted with in the past and gathering valuable ice breaker information. We then proceeded to systematically reach out each candidate on the list.  Each potential candidate was presented with a compelling message about why our client was conducting the search and how each candidate’s practice would fit on our client’s platform. This process led to 7 new qualified candidates interviewing in the first 5 months.

    Result

    Our client hired their first lateral partner candidate within 4.5 months of retaining us. Satisfied with the process, they continued working with us and subsequently hired 2 more candidates in the following 3 months.