Tag Archives: Legal Recruitment

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.

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

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.

Adapting to Market Shifts: U.S. Law Firms in Hong Kong Rethink COLA Strategy

At least three top-tier US law firms in Hong Kong are currently planning to phase out Cost Of Living Adjustment (COLA) allowances within the next two years, and others are discussing doing the same. The plan is to reduce the payment by 50% in 2024 and to zero by 2025. At least one firm has announced the change internally office-wide, while two others have apparently made the decision internally but have yet to announce to their associates and counsels in Hong Kong.

Will this work? Time will tell, but history suggests these firms are facing an uphill battle to phase out COLA in Hong Kong. This isn’t the first time firms have made moves to rein in COLA. Similar plans have been deployed during previous down cycles. The problem is that unless every firm in the market ends the practice, associates will simply move from firms that reduce COLA to peer firms that maintain it.

If the current hiring downturn lasts for an additional two full years, it is conceivable that no firm would see an advantage in maintaining COLA, while others are phasing it out over two years, and using that policy to attract lateral talent. But a downturn of that length, with both soft and hard hiring freezes going on for three total years, would be unprecedented. It is more likely that the hiring market will pick up in due course at some point in 2024, reestablishing the tight supply dynamics that led firms to offer significant COLA allowances in Hong Kong in the first place. If that happens, firms will have a strong incentive to use COLA as a recruiting tool. And the firms now planning to stop paying it may find themselves reconsidering, especially when their star associates may consider moves next year as their COLA begins to be phased out.

Around ten years ago, two top US firms in Hong Kong made plans to have a three-year tail on their COLA for their US associates, whereby COLA would only be in effect for an associate’s first three years at those firms’ Hong Kong offices. However, around seven years ago, when the scheduled end to COLA for their star associates was looming, both firms quietly continued providing COLA after the three years. One of these two firms completely abandoned the idea of the three-year tail.

Unsurprisingly, firms would rather not make substantial COLA payments, especially in the current down market. There are presently very few associate openings in Biglaw offices in Asia—a major deviation from the norm. Some firms perceive this rare hiring downturn as an opportunity to implement change.

Cost of Living Adjustments: Why Biglaw Offices in Asia Pay US Associates More Than Any Other Region

The market for US-qualified Biglaw associates in Asia has long been unique. As in other regions, Biglaw firms are looking for candidates with top academic credentials and deal experience. But in addition, they look for local language skills—most commonly, fluent Mandarin. This combination of attributes shrinks the eligible candidate pool, and under normal market conditions, competition for the relatively limited number of associates who check all the boxes is intense.

That’s why firms have for many years paid so-called Cost of Living Adjustments (COLA) to US-qualified associates working in Asian offices. Describing these payments as COLA is a misnomer, in that they bear no particular relation to cost of living (which is typically in Biglaw Asian markets roughly the same or slightly lower than in New York). Further, there are substantial tax windfalls for associates who land in tax havens such as Singapore and Hong Kong. This is true for both US taxpayers and non-US taxpayers, although the latter’s tax windfall is much larger than the former’s.

Instead, COLA is more accurately understood as simply an increase in base pay, rather than being tied to any cost of living adjustments or living expenses in general.

How much COLA do firms pay?

Before getting into the numbers, allow me to offer some context about my background. I recently joined Lateral Link, but my close association with Biglaw offices in Asia goes back nearly two decades, and over 500 attorney placements have been made in Asia, mostly at top-tier and second-tier US firms.

The table below presents the typical range of annual COLA (in US Dollars) in Hong Kong. To keep things simple, I have listed a Low, Medium, and High value, along with the number of firms paying at that level, among what we consider to be the top 20 US and UK law firms in Hong Kong. Please note that these COLA numbers are basic and do not include additional COLA allowances paid to associates who have children (a minority of firms in Hong Kong do this). Further, it is likely that by this time next year, there will only be one firm in the “High” range, with one of those firms considering lowering COLA a bit and one of those firms planning to phase out COLA. Outside of the handful of firms considering to phase out COLA, there has been no move to lower the COLA below the current low-end range ($60,000 to $95,000) in the Hong Kong market. This has been the range of COLA for the top 20 firms in Hong Kong for more than ten years.

LocationLow (11 Firms)Medium (6 Firms)High (3 Firms)
Hong Kong$60,000 – $70,000$75,000 to $85,000$90,000 to $95,000

One might assume that COLA is for Americans moving to Asia as expats. In the mid-2000s when the COLA system was more basic and the US law firm offices in Asia were very small, that was basically true. But the picture today is more nuanced, especially in Hong Kong—the most competitive market for associate hiring.

COLA is typically offered to attorneys that are in a “US team” (e.g., US Capital Markets, M&A, FCPA, etc.) usually (but not always) led by US-trained and qualified partners. Keep in mind that members of such teams are not necessarily Americans. Many associates are native to the region but are qualified as US lawyers. So a native Hong Kong citizen with an American JD (and with no obligation to pay US taxes) will earn COLA despite living in his or her home jurisdiction.

There are also numerous UK and Australian qualified associates at US firms in Hong Kong that work on US teams and get COLA, regardless of whether they are admitted in any US state.

Interestingly, a minority of US law firms in Hong Kong provide COLA to all or most of their solely Hong Kong-qualified associates. These lawyers are admitted to practice only in Hong Kong and typically grew up in Hong Kong, or at least have been living in Hong Kong their entire legal career. They work side-by-side with US-qualified colleagues who receive COLA, and their firms want to retain them. Accordingly, at these select offices, COLA has effectively transformed into increased base pay for all associates across the board.