Tag Archives: legal industry

Lateral Link Announces 2024 Promotions

Lateral Link is pleased to announce the promotion of several outstanding members of our team this year. These professionals have exemplified unparalleled expertise in legal recruiting, demonstrated exceptional leadership skills, and contributed greatly to helping maintain Lateral Link’s collegial and collaborative culture.

Jon Kahn: Managing Principal, New York

Jon Kahn, one of the co-leaders of Lateral Link’s partner practice group, is now a Managing Principal in Lateral Link’s New York office. With over 25 years of legal industry experience, Jon brings a unique understanding of lateral hiring, having been a partner at major law firms in New York and founding his own executive legal search firm, JEK Partners. His background in capital markets transactions, high-yield offerings, IPOs, and M&A transactions enriches our team’s capabilities. Jon holds a J.D. from Georgetown University Law Center.

Amy Savage: Senior Principal, Washington, D.C.

Amy Savage, the leader of our Government Transitions Group, is promoted to Senior Principal in our Washington, D.C. office. A recognized expert on legal career issues, Amy has made significant contributions to the D.C. legal market over 15 years, particularly in placing associates and partners with top Am Law firms. Amy earned her J.D. cum laude from Georgetown University Law Center.

Lauren Smith: Senior Principal, Washington D.C.

Lauren Smith, now a Senior Principal in our Washington, D.C., office, specializes in partner and group placements nationwide. Her diverse legal experience as both an Am Law 100 law firm litigation associate and in-house counsel provides a broad perspective beneficial to her recruiting expertise. Lauren graduated with a double major from Cornell University and later obtained her J.D. from William & Mary.

Christine Berger: Senior Director, New Orleans

Christine Berger is promoted to Senior Director, focusing on attorney placements in Texas and Louisiana. Her in-house, law firm, human resources, and resume writing experience offer unique insights into the recruiting process. Based in New Orleans, Christine’s outstanding dedication and drive has played a pivotal role in our expansion in the region.

Lateral Link continues to uphold our commitment to excellence in legal recruiting. These promotions highlight our dedication to valuing leadership and expertise within our team. We pride ourselves on understanding the complexities of the legal market, ensuring tailored and strategic solutions for both our clients and candidates.

We invite talented individuals who share our vision of excellence and collaboration to consider joining our dynamic and forward-thinking team. For those seeking opportunities in a highly-regarded recruiting firm with access to unmatched resources, a collaborative and collegial culture, and above-market compensation, Lateral Link is the ideal destination.

Biglaw Compensation Trends: Milbank Pioneers with Associate Salary Increase

In a landscape of cautious optimism within Biglaw, Milbank has announced an increase in first-year associate salaries to $225,000, setting a new benchmark in legal compensation. This move reflects a confident outlook for 2024, despite the previous year’s volatility in client demand and transactional work. The adjustment, which represents a $10,000 increment, establishes a precedent in a market that has witnessed only conservative financial growth in recent years.

The upward salary revision, effective from January 2024, spans across the firm’s hierarchy, reaching up to $425,000 for more tenured associates. This decision coincides with the announcement of year-end bonuses that echo the figures from the previous cycle, asserting Milbank’s commitment to maintaining competitive compensation in a changing economic climate.

These developments, indicative of Milbank’s resilience and foresight, may serve as a bellwether for the sector’s financial health and the strategic positioning of legal talent. As firms navigate this evolving terrain, the need for astute career management and market readiness becomes increasingly apparent.

Within this context, Movers, Shakers, and Rainmakers provides a platform for legal professionals to understand the shifts in the compensation landscape and to anticipate future trends. The podcast’s latest episode offers a nuanced discussion on the potential ripple effects of Milbank’s salary structure on Biglaw’s ecosystem.

While the series enlightens on market trends, Lateral Link offers a complementary suite of services that facilitate strategic career moves. The insights gleaned from the podcast, coupled with Lateral Link’s expertise in legal recruitment, can empower attorneys to make informed decisions in a market where advanced knowledge translates to competitive advantage.

Tune into Movers, Shakers, and Rainmakers for a discerning analysis of Biglaw’s current state and future outlook. For those contemplating their next career phase, Lateral Link provides the market intelligence and strategic support essential for navigating the intricate legal landscape.

Maximizing Law Firm Profits: The Impact of Expert Legal Recruitment Strategies

Recognizing the pivotal role of legal recruiters is a game-changing strategy for law firms. No longer just an operational necessity, we at Lateral Link understand that our role as legal recruiters makes us profit-making catalysts. Our value in increasing productivity, lowering turnover, and elevating customer service underscores our critical role in boosting a law firm’s profits.

Enhancing Productivity: The Advantage of Experienced Legal Recruiters

Productivity in a law firm correlates directly with billable hours. With the right attorney matched to the perfect role, productivity skyrockets, significantly driving up the firm’s profitability. This is where our deep expertise comes into play, an eighth-year attorney, leveraging their skills, can generate a daily profit of $4,510. A fourth-year attorney, at $3,469 per day, isn’t far behind. Pinpointing such talent and connecting them with the right roles contributes meaningfully to a law firm’s daily profitability.

Year1st2nd3rd4th5th6th7th8th
Daily Profit$3,113$3,312$3,411$3,469$3,777$3,911$4,041$4,510
Yearly Total$1,136,250$1,208,750$1,245,000$1,266,250$1,378,750$1,427,500$1,475,000$1,646,250

Turnover Reduction: A Profit-Saving Strategy

Turnover brings financial burdens, particularly for the legal sector. Every day a role stays vacant, profits drop. For example, a fifth-year attorney role left unfilled for 20 days could cost around $75,548 in lost profits. Using our skills in quickly identifying and retaining long-term attorneys, these losses can be mitigated.

Customer Service Enhancement: A Revenue Driver

Superior customer service in law firms directly impacts revenue. A sixth-year attorney role vacancy over 30 days could lead to around $117,329 in lost profits. Prolonged vacancies can escalate losses to $351,986 over 90 days. Our team at Lateral Link can help stem these losses by promptly filling these positions with apt attorneys, ensuring high service standards and client loyalty.

The Financial Impact of Effective Recruitment

Examining the financial implications of unfilled roles, the strategic role of a legal recruiter is clear. A 180-day vacancy for a fourth-year attorney could lead to a potential $624,452 loss, escalating to $832,603 over 240 days. We at Lateral Link aim to prevent such losses. By trimming an average of 20 days from the recruitment process, the financial gain can be substantial. For example, expediting a second-year attorney placement could lead to $66,233 profit recovery. Even after recruiter fees, the net profit stands at $21,233.

Days Job Open v. Lost Profits

Days1st Year2nd Year3rd Year4th Year5th Year6th Year7th Year8th Year
10$31,130$33,116$34,110$34,692$37,774$39,110$40,411$45,103
20$62,260$66,233$68,219$69,384$75,548$78,219$80,822$90,205
30$93,390$99,349$102,329$104,075$113,322$117,329$121,233$135,308
60$186,781$198,699$204,658$208,151$226,644$234,658$242,466$270,616
90$280,171$298,048$306,986$312,226$339,966$351,986$363,699$405,925
120$373,562$397,397$409,315$416,301$453,288$469,315$484,932$541,233
150$466,952$496,747$511,644$520,377$566,610$586,644$606,164$676,541
180$560,342$596,096$613,973$624,452$679,932$703,973$727,397$811,849
210$653,733$695,445$716,301$728,527$793,253$821,301$848,630$947,158
240$747,123$794,795$818,630$832,603$906,575$938,630$969,863$1,082,466
270$840,514$894,144$920,959$936,678$1,019,897$1,055,959$1,091,096$1,217,774
300$933,904$993,493$1,023,288$1,040,753$1,133,219$1,173,288$1,212,329$1,353,082
330$1,027,295$1,092,842$1,125,616$1,144,829$1,246,541$1,290,616$1,333,562$1,488,390

Resilience through Rapid Hiring: A Profitable Formula

Faster hiring is key to profit recovery. If a firm could expedite the placement of two fifth-year attorneys by 20 days each through our efforts at Lateral Link, it could recover an estimated $151,096 in profits. Even after accounting for recruiter fees, the net profit stands at $13,096.

Navigating the Legal Talent Market: Our Data-Driven Approach at Lateral Link

In the highly competitive legal industry, our data-driven insights at Lateral Link can provide a crucial edge. These insights highlight the significance of speedy hiring and low vacancies to a law firm’s bottom line. Equipped with such knowledge, firms can better appreciate the invaluable role that skilled legal recruiters like us play.

Legal recruiters are essential components of a law firm’s financial strategy. Our role at Lateral Link in reducing job vacancies, cutting turnover, and boosting productivity can significantly impact a firm’s profitability. In a rapidly evolving legal landscape, our contribution is key to a firm’s financial stability and growth.

Ready to maximize your law firm’s profitability? Start a conversation with us today and discover the profound impact our expert legal recruiters can have on your bottom line. Don’t wait—your firm’s profitability boost is just a call away.

Business Development for Women Lawyers: Strategies for Success

The current legal landscape—like the economy as a whole—is uncertain. 2022 was a moderately down year for major law firms, as compared to the industry’s remarkable 2021 boom. With firms bracing for what could be a challenging period, adopting effective approaches to business development will be more critical than ever.

This is especially true for women lawyers. Even in smoother economic climates, women confront particular challenges in business development and career advancement in the legal industry. In many practice groups, there remains a lack of female role models for successful business development. Strategies that have traditionally worked well for many male partners don’t always feel authentic and comfortable for women attorneys. More broadly, women often find that they must advocate more actively to receive origination credit and to receive fair consideration for equity partnership and for practice and office leadership positions.

For women associates and counsels, learning how successful women partners approach business development can be eye-opening. The transition to being responsible for developing business is a hard one to navigate for any lawyer. After years of focusing on the practice of law and becoming a highly competent attorney, it can be jarring to confront the reality that legal skills are no longer enough. The discomfort can be compounded for associates and counsels whose practice group leadership is heavily male. Mentorship from female leaders in the profession—including those outside your firm—is often invaluable. When it comes to developing business, there is no one-size-fits-all method for success. Exposing yourself to a diversity of styles and strategies can help you identify and pursue an approach that resonates with your personality, practice, and goals.

For women partners, the business development learning curve doesn’t stop. You have already received a vote of confidence in your ability to bring in clients, but delivering on that potential by growing a solid book of business requires targeted strategies. Business development success is key to increasing compensation, making the jump from non-equity to equity partner, or executing a successful lateral move to a more desirable firm.

On May 24, a virtual event organized by the Women Lawyers Association of Los Angeles (WLALA) Business Law Section will offer actionable advice for women lawyers interested in successful business development strategies. The program will address strategies for success for every woman lawyer: associate, counsel, junior partner, and senior partners leading groups. The moderated discussion will feature three senior legal recruiters, including Susan Agopian and Gloria Sandrino of Lateral Link.

Themes that Susan and Gloria will emphasize include the need for women lawyers to be intentional about business development and the fact that “business development” is “client development”—one client at a time. Focusing on individual clients is a must in today’s legal industry.

After decades of working closely with partners and associates at the highest levels of the profession, Susan and Gloria are well-attuned to what it takes to develop business as a lawyer. Business development planning is central to the partner lateral recruiting process, with candidates expected to present a compelling case for how they will bring clients to their new firm. So Susan and Gloria regularly discuss business development strategy in detail with successful partners—including many women—at a wide spectrum of top law firms. In addition, Gloria brings her perspective of a decade spent practicing M&A in NYC and Miami.

If you are interested in joining the conversation on May 24, please get your tickets here. Note that the session is free for WLALA members!

Navigating Compensation Trends in 2023: Ensuring Fair Pay in the Legal Sector

Over the past decade, the legal industry has undergone substantial transformations, prompting law firms and in-house legal departments to continually adjust their compensation strategies to attract and retain top talent. In 2023, evaluating whether you are underpaid is more crucial than ever, given the salary increments, shifts in bonus structures, and the emergence of new compensation models. This article delves into the prevailing compensation trends in the legal sector and offers insights on how to ascertain if your remuneration aligns with current market standards.

Grasp the Compensation Landscape

To accurately assess whether you are underpaid, it is imperative to comprehend the existing compensation landscape for legal professionals. In 2023, Biglaw firms have persistently elevated associate salaries, with first-year associates now receiving a market standard of $215,000. This rising trend encompasses all seniority levels, with eighth-year associates earning up to $375,000.

Partner compensation has also witnessed a surge, with average profits per partner surpassing $2 million at several distinguished law firms. In-house general counsel roles have experienced considerable salary growth, with chief legal officers at Fortune 500 companies earning between $700,000 and $3 million, contingent on the company’s size and complexity.

Benchmark Your Compensation Against Industry Averages

A practical approach to determining whether you are underpaid is to juxtapose your current compensation with industry averages. Resources such as the National Association for Law Placement (NALP) and legal industry publications furnish extensive salary data for diverse legal roles and practice areas. Bear in mind that compensation can vary considerably based on factors like firm size, location, and practice area specialization.

Evaluate the Significance of Bonuses and Benefits

Beyond base salaries, bonuses and benefits are instrumental in ascertaining total compensation. In 2023, Biglaw firms have consistently offered substantial bonuses, with year-end and special bonuses frequently reaching six figures for high-performing senior associates. Moreover, law firms and in-house legal departments have broadened their benefits packages, encompassing health insurance, retirement plans, and flexible work arrangements. To precisely assess your compensation, take into account the worth of these supplementary factors.

While examining your compensation, it is vital to recognize that base salary constitutes just one aspect of a comprehensive compensation package. Bonuses and benefits, such as health insurance, retirement plans, and vacation time, can substantially influence your overall earnings. Ensure that you incorporate these components when comparing your compensation to market standards, as they can significantly impact your total income.

It is important to note that not all Am Law firms adhere to the market standard for compensation, with some underpaying their associates. For instance, Gibson Dunn has faced scrutiny in recent years for not aligning with the industry’s compensation trends. Despite the firm’s renown for its high-profile cases and robust practice groups, reports indicate that its associate compensation packages have not paralleled the rapid salary growth observed at other Am Law firms. This disparity underscores the necessity of researching and contrasting compensation packages across firms, even those with esteemed reputations, to guarantee that you are justly compensated for your skills and expertise.

To accurately determine if you are underpaid, gather information on comparable positions within your specific practice area, location, and experience level. This data can often be sourced from salary surveys, legal industry publications, or through conversations with colleagues and recruiters.

Examine Your Compensation in Relation to Your Peers

Another valuable tactic is to compare your compensation with that of your peers. Networking and candid discussions with colleagues or alumni can yield invaluable insights into the compensation landscape within your practice area or region. Approach these conversations with tact and professionalism.

Consult an Expert for Guidance

If you are uncertain about whether your compensation aligns with the market, consider seeking advice from a legal recruiter. Knowledgeable legal recruiters, like those at Lateral Link, possess an in-depth understanding of the legal market and can offer tailored guidance based on your distinct background and career aspirations.

Discerning if you are underpaid in 2023 entails comprehending the current compensation landscape, contrasting your salary with industry averages, taking into account bonuses and benefits, appraising your pay in relation to your peers, and seeking expert guidance when necessary. As the legal industry continues to evolve, staying informed about compensation trends and engaging in open dialogues can help ensure your pay corresponds with your skills and experience.

If you suspect that your compensation is not commensurate with the market, or if you are exploring new opportunities with competitive compensation packages, contact Lateral Link today. Our adept legal recruiters can assist you in navigating the intricate legal market and discovering the right position that aligns with your professional objectives and financial expectations. Don’t leave your career and financial success to chance – let Lateral Link help you seize the opportunities you deserve.