Tag Archives: machine learning

AI-Powered Legal Recruitment: Revolutionize Your Law Firm with haistack.ai

Haistack – Law Firm, developed by Michael Heise, in partnership with Lateral Link, Haistack – Law Firm greatly simplifies and enhances the process of sourcing candidates for attorney roles. It also helps firms identify which of their current lawyers are likely to be in high demand in the lateral marketplace, enabling more targeted retention efforts.

Making recruiting and retention more efficient and effective

Traditional mechanisms for sourcing lateral candidates are laborious and slow. Recruiters typically conduct LinkedIn keyword searches and ask contacts in their network to suggest potential candidates. Haistack – Law Firm replaces a process that often takes a couple of weeks with one that requires only a couple of clicks. Firms can manually add jobs, that are not posted publicly, and our AI takes minutes to return a list of best candidates not only for the job but for the firm also. This process would normally take days.

Haistack – Law Firm uses machine learning to identify the best candidates for a specific attorney role. The tool aggregates publicly available attorney, firm, and law firm job data from across the internet and enriches it with proprietary Lateral Link data. The goal is not merely to find candidates who have the necessary seniority in the relevant practice area and geographic market. Rather, Haistack – Law Firm also identifies those likely to be cultural fits by analyzing the profiles of a firm’s current attorneys and highlighting similarities between that current pool and a potential candidate. Where did the candidate go to law school? Did they write for a journal? Did they graduate with honors? Haistack – Law Firm considers factors like these and illustrates specific connections between a candidate and a firm. When recruiters or hiring partners review the Haistack – Law Firm output, they are presented with the estimated strength of fit for each identified candidate and the logic underlying that determination. All these characteristics are badged on a candidate profile and seen by the users of Haistack – Law Firm.

Based on the connections that Haistack – Law Firm highlights, strategies for contacting high-potential candidates who have not yet applied are immediately apparent. A recruiter can turn to a current lawyer at the firm who is connected to a potential candidate both to validate the prediction of a strong match and to help reach out to the candidate and sell them on the role. Not only does Haistack – Law Firm reduce the time to identify candidates, but it also makes the process of cultivating them more efficient and effective.

Haistack – Law firm provides an additional source of insight to assist with retention. Given the tool’s ability to identify external lawyers who would be strong lateral candidates, it equally can determine which members of a firm’s current attorney pool are a likely flight risk, based on compatibility between their profiles and opportunities in the wider marketplace. This early warning will prompt firms to evaluate how much they value at-risk talent, while there is still time for affirmative steps to retain critical team members who are in high demand.

Shorter time to fill vacancies = less foregone profit

Filling vacant attorney roles efficiently makes a substantial difference to a law firm’s profits. As we have previously explored, a single sixth-year associate slot left vacant for 30 days could cost $117,329 in lost profits. The estimated loss escalates to $351,986 if the vacancy remains open for 90 days. With figures like these at stake, the business case for investing in a more efficient recruiting process is obvious.

85% of roles for which Lateral Link is the recruiter are filled within 60 days. With the help of Haistack – Law Firm, we estimate that we can reduce the expected time to fill from 60 days to 50. In the case of a sixth-year associate, this equates to a savings of $39,110.

Let’s imagine a firm with two vacancies: one for a sixth-year associate and another for a fifth-year associate. If we assume that Haistack – Law Firm helps fill these vacancies in 10 days less time than would otherwise be required, the firm will achieve savings of $39,110 (sixth-year) + $37,774 (fifth-year) = $76,884. That savings exceeds the cost of a Haistack – Law firm subscription ($75,000 for up to 5 users).

For law firms, time really is money. Traditional recruitment processes just don’t cut it—especially when your competitors have embraced more sophisticated alternatives. Haistack – Law Firm is the new way to recruit: swift, precise, and effective. Is your firm ready to operate at the forefront of recruitment innovation?

How to Distinguish Hype Versus Reality Around Artificial Intelligence

With all the hype around Artificial Intelligence (AI), I’m reminded of a time when I was immersed in selling and building cloud solutions in 2009. A technology that was relatively new, “cloud” became the term du jour, finding its way into every offering and presentation. Does that sound familiar? Upon scrutinizing these presentations, it was apparent that the term “Web 2.0” was simply replaced with “Cloud,” previously the next big thing.

To educate potential customers about the cloud, our team developed a punch list of the five characteristics of cloud computing. This list was derived straight from the National Institute of Standards and Technology (NIST) and their definition of cloud computing. If an offering answered no to any of the characteristics, it was not cloud computing.

AI, tracing its roots back to the 1950s, presents a broader and more complex scenario than cloud computing. What we can do is attempt to create our own checklist of characteristics of AI, helping to discern whether a product that claims to be AI truly is.

Defining Artificial Intelligence

AI is fundamentally an emulation of human-like intelligence, with the capability to learn, adapt, and autonomously execute tasks within machine constructs. In essence, it weaves together various fields such as computer science, data analytics, and statistics to develop algorithms capable of mimicking human intellect. The ambition of AI is to create machines that can perceptively learn from experiences, adapt to new inputs, and autonomously perform tasks without human interference.

Mechanics of AI: A Glimpse into Machine and Deep Learning

Machine Learning (ML), a subset of AI, enables computers to refine their operations without explicit programming by learning from data. It uses algorithms to predict future outputs by analyzing historical data, forming a foundation for deep learning (DL).

DL, an intricate branch of ML, leverages artificial neural networks, often modeled to emulate human brain functionalities. These networks contain complex layers of interconnected nodes that meticulously process and transform data. Notably, DL has the ability to autonomously learn and enhance its performance from extensive data inputs, gradually improving its accuracy over time.

Navigating through applications, DL has carved substantial paths in fields such as image recognition, natural language processing, speech recognition, and recommendation systems. This technology permeates various industries, steering the evolution of innovations like self-driving cars, speech-to-text transcription, and personalized recommendation engines.

haistack.ai: Pioneering AI in Legal Recruiting

In the legal recruiting realm, haistack.ai emerges as a notable example of AI application. This AI-driven platform integrates publicly accessible data, esteemed industry legal rankings, and accumulated data from years in the lateral recruiting market, seamlessly matching candidates with premier firms.

haistack.ai, fueled by the aforementioned ML and DL techniques, scrutinizes data, identifying and correlating patterns of successful candidate placements to adeptly match candidates with suitable firms, thereby refining the recruitment process.

The merits of utilizing haistack.ai in legal recruiting are multifold:

  • Efficiency: The platform rapidly sifts through extensive data to pinpoint ideal candidates, rendering the recruitment process proficient.
  • Accuracy: Algorithms correlate patterns in successful candidate placements, ensuring ideal candidates are matched with fitting firms.
  • Diversity and Inclusion: Notably, haistack.ai minimizes bias in legal recruiting, promoting diversity and inclusion by selecting candidates based on skills and experience rather than demographic factors.

An AI Checklist for Authenticity

To discern genuine AI applications, a checklist proves useful:

  • Data: Utilizes extensive data for training and applies learned insights to analyze live data, identifying correlations, patterns, and predictive analytics.
  • Algorithms: Employs algorithms that rely on data training to recognize patterns and make predictions or decisions.
  • Automation: Operates autonomously, acting based on rules or learned knowledge without human intervention.
  • Learning: Modifies results or decisions adaptively in response to changes in underlying data.

If a solution lacks any of these characteristics, it likely falls short of genuine AI.

Artificial Intelligence is a rapidly evolving field with transformative potential across various aspects of our lives and industries. Through its deployment of intricate algorithms designed to eschew bias and optimize legal recruiting, haistack.ai exemplifies the future trajectory of AI in legal spheres, driving efficient, accurate, and inclusive recruitment processes.

Meet the CTO of haistack.ai and creator of Haistack – Law Firm: A Q&A with Michael Heise

Am Law 200 firms will soon have access to an innovative new AI-powered recruiting tool called Haistack – Law Firm. Michael Heise has led development of the product, in partnership with Lateral Link. Ahead of the official launch on September 18, Lateral Link sat down with Mike to talk about the path that led him to develop Haistack – Law Firm.

LL: Let’s start with a quick description of Haistack – Law Firm. Why should firms be interested?

MH: Haistack – Law Firm uses machine learning to identify the best candidates for a specific attorney role. We aggregate publicly available attorney, firm, and law firm job data from across the internet, and we enrich it with proprietary Lateral Link data. From this data, we illustrate connections between a candidate and a firm and estimate the strength of the fit. These connections also suggest the most effective avenues for reaching out to a candidate who has not yet applied. In addition, we show firms which members of their current attorney pool have profiles that are in high demand in the broader lateral market. This enables firms to take affirmative steps to retain the most scarce talent.

LL: You worked for years in software development before you entered the legal field. How did you first get into software? 

MH: I graduated from the University of Maryland in 1997 with a Business Information Systems degree. I was in the Marine Corps Reserves, so I had a connection to the government. I combined those interests by joining a government contractor out of college, writing software. Over the next 15 years, I worked for both government and private sector clients, everything from the State Department to the NASDAQ. That variety was great because I was able to take lessons from one sector and cross-pollinate them into the next. In 2009 I earned my MBA from Maryland with a focus in Entrepreneurship. And then in 2013 I took a full-time software development program manager role with the DC Police Department, where I spent nearly three years.

LL: What do you like best about working in software?

MH: I love making cumbersome processes more efficient. With software you can take a task that previously took days to complete and reduce that time to seconds. I also enjoy solving the puzzles that you confront when writing software. There’s no shortage of hard problems to tackle.

LL: What brought you into the world of law firms?

MH: I was thinking about getting back into the private sector, and in 2016 my wife was a law student, so that made me curious about law firms. I applied for a role at an Am Law 30 firm and spent nearly three years there as an Application Development Manager, followed by three years as a Senior Manager of Software Development at an Am Law 20 firm. Meanwhile, my wife now practices at an Am Law 50 firm, so in a way law has become a family business for us.

LL: What did your time at Am Law firms teach you about their software needs?

MH: First, security and data privacy are critical. Law firms have a reputation for being slow to adopt technology, but it makes sense after you’ve come to appreciate the liability risk of the information they hold. My other big takeaway came from working on system implementations that were 12- or 18-month projects costing millions of dollars. They involved intricate work to export data, massage it, and then import the data into the new system. Those projects reinforced for me the value of turnkey solutions that streamline the user experience. I decided that if I was going to develop software for law firm customers in the future, I would put a premium on making it as turnkey as possible.

LL: And that’s exactly what you’ve done with Haistack – Law Firm, right?

MH: Yes! Users can log in with LinkedIn, Google or Microsoft credentials tied to their firm email. You don’t even have to remember a password. Haistack will recognize which firm you belong to and will automatically display data customized to that firm.

LL: Why were you the perfect person to develop this product?

MH: Certainly I’ve had significant exposure to major law firms, learning not only about their software preferences and constraints but also gaining an understanding of the broader culture. My prior familiarity with the industry is only part of the story. I’ve learned a huge amount about the recruiting process through my collaboration with Lateral Link in developing Haistack – Law Firm. And I’ve had the distinct advantage of being able to draw on 15 years of Lateral Link data. For example, where we know that a firm has considered and rejected a candidate in the past, Haistack is not going to suggest that candidate to the same firm again. So the core strength isn’t just my background, it’s really the complementary assets that have come together to form the Haistack partnership.

In a rapidly evolving legal landscape, the alignment of technology with the intricacies of the legal sector remains pivotal. Michael Heise’s unique journey—from software development in various industries to the heart of law firms—has equipped him to pioneer solutions like Haistack – Law Firm. With its impending launch, Am Law 200 firms are on the cusp of an AI-driven revolution in recruitment. Drawing upon a rich blend of Heise’s software expertise, firsthand insights from top-tier law firms, and the robust data of Lateral Link, Haistack promises to redefine how firms identify, recruit, and retain the brightest legal talents. As law becomes increasingly tech-driven, innovators like Heise are ushering in a new era of efficiency, precision, and excellence.