Los Angeles Area Legal Recruitment Association’s Post

Joshua Brumley Brumley Law Firm, Pllc on not wanting to make every hire another white guy Diversity Hiring: Strategies for Building a Dynamic Workforce Learn the importance of hiring candidates from diverse backgrounds and the positive impact it can have on your organization. the full video is here https://lnkd.in/dDkb7w_J #DiversityHiring #InclusiveWorkplace #WorkforceDiversity #EqualOpportunity #EmployeeDiversity #BuildingDiversity #HiringStrategies #WorkplaceInclusion #DiverseWorkforce #InclusiveHiring

I was chatting with Jenny Swan Meyer earlier and reminiscing about the heady days of 2021, when all the power was with law firm associates: law firms responded quickly, and often positively, to submissions; associates could make varied requests in offer negotiations; and firms were offering six-figure signing bonuses. Periods like that don't come along often, and we haven't seen the legal market look like that in the last few years. Firms are always hiring, and recently, we've seen even better numbers in places like Firm Prospects, LLC and had even better responses to our candidates. I always tell associates that no one can tell the future, but I'm going to go out on a limb now and say I think law firm hiring, across most practices, will increase over the rest of this year. Associates - it's your time. Want to discuss the market for your particular practice area, class year, and geography? Please be in touch! #lawfirm #lawfirmjobs #lateraljobs #associatejobs #legaljobs

Exciting Announcement: K L McKinney x Big Law Firms! K L McKinney is thrilled to announce our latest endeavors with prestigious Big Law firms, united in a powerful mission: to improve diversity at the Partnership level. We are engaged with 4 Big Law firms to actively recruit an experienced diverse cohort of Senior Associates, Of Counsel, and discontented Partners from Big Law who are ready to elevate their practice. These opportunities are ideal for those eager to transition immediately into Partner roles in forward-thinking firms where technology and amazing firm business models fuel accelerated practice growth. Recruiting qualified, diverse candidates is important and so is compliance with existing hiring laws. We are careful to do both. While we don't recruit or exclude anyone based solely on their race, gender, or their other personal information, we make sure that we include recruitment in diverse spaces, eliminate biases, and work with our clients to remove barriers to job access in hiring processes. We also help our candidates to develop mentorship relationships when they are in underrepresented or entry level groups. Qualified candidates will be considered without regard to race/ethnicity, color, gender, age, national origin, religion, physical or mental disability, genetic information, medical condition, veteran status, gender identity/gender expression, or sexual orientation. This program is for everyone who is qualified. We believe that including all candidates and presenting them with their unique value propositions will result in a well rounded team for our clients as we increase their shareholder ranks accordingly. If you’re a legal professional looking to make an immediate impact at the Partnership level in a dynamic, innovative environment, connect with Khrhysna McKinney. Together, we can pave the way for a more inclusive future in the legal industry. #DiversityInLaw #BigLaw #KLMcKinney #LegalRecruitment #PartnerOpportunities #InclusiveLeadership #CareerGrowth  

The average tenure for legal associates in their first role in the bustling New York market warrants a discussion. With an attrition rate hovering around 20% for 1st and 2nd-year associates, it's clear there's room to enhance retention strategies. 📊 But here's the twist - when we look at associates in their 2nd to 4th year, the attrition nearly doubles to a staggering 50%, and higher at some firms. This sharp increase signals a potential disconnect as careers advance and ambitions evolve. 🌆 As candidates, understanding these dynamics can empower you to navigate your legal career with foresight. How can firms foster a more supportive environment for early tenure? And for those Associate into years 2-4, what changes would make you stay? Add your comments below 💬 #LegalCareers #AssociateRetention #NewYorkLawFirms

The #clientstories are rolling in! Thank you to Georgia Emery Gray for sharing why Hogan Lovells joined #Forward. “By using Forward, we are meeting candidates where they are” is why we built Forward for legal talent. Learn more: https://lnkd.in/d3MgRSPJ Want to share how your firm or school is using Forward to excel -- and help students excel -- in today's legal recruiting world? DM us! #ForwardPartner #FloRecruitForward

Need #Attorneys? Do yourself a favor, and start working with an attentive pro outfit that takes care of taking care - call me today: (949) 396-2515 or email me, to suggest a time to speak - 2 mins and you'll know we're a doozy. #Legal #Lawfirms #Associate #attorney #lawyer #Partner #Lateral #Recruiting #LegalRecruiter #Headhunter #PAGA #Employmentlitigation #Wageandhour #CABIA #EmploymentLaw #USA #Sanjose #California

Law firms’ hiring partners are seeing more “high-quality” candidates but increasingly are rejecting them for openings because of a “concerning trend” of some lawyers moving almost annually between firms, a firm leader says. The issue isn’t solely a point of concern with regard to associates, nor is it isolated to partners. Both groups of lawyers are now more mobile than they were just a decade ago, although consequences of this increased mobility vary across the two segments. “Hiring partners are now placing a premium on stability and long-term dedication,” said John Hall, a founding partner of midsize firm Hall Booth Smith in Atlanta, in a posting on LinkedIn. “This emphasis on longevity and progression is poised to influence hiring norms in 2024 and beyond.” . . . #lawfirmgrowth #lateralhiring #jobsearch #revenue #promotion #law #training #talentretention #businessdevelopment #onboarding #litigation #flexibility #lawfirms #atlantalawyer #legalrecruiting #AtlantaLegalRecruiters #theRMNagency #legalrecruitingfirm #legalrecruiter #legalrecruiters #legalsearch #atlantalegalrecruiters #atlantalawfirms #biglaw #smalllawfirm #inhousecounsel #associate #partner

Back to lateral recruiting: TOP TEXAS JOBS OF THE WEEK from some of my best law firm clients! 1. Dallas Commercial Litigation: Ideal grad year 2019 or 2020. Cravath pay. 2000 hours. Great team. I texted the recruiting manager yesterday and have all the details. Message me for info. They want to start screeners next week, so they are moving fast. I've placed 1 at this firm in 2024 so far. 2. Wow! A junior corporate associate job in Houston. SO RARE to see a firm hiring a 2022. Cravath. This is the only job I've seen in a year seeking a 2022! I've placed 1 at this firm so far in 2024. 3. Houston, Austin, Dallas M&A PE: I need a 2019 or 2020 only. The firm is extremely picky. Must have prior PE experience from a peer firm. Cravath. I've placed 2 at this firm in 2024. 4. Houston Junior Litigation Boutique: 2021 or 2022 grad. Cravath base years 1-4. Clerkship not required. I've placed here twice in the past. 5. Houston Litigation Associate: Full-service, 2019-2021 grad, Cravath. Interviews are starting so we need to move fast on this one. I got an offer for this position, but it was turned down, so we are back at it!

Best of luck to my litigation candidate wrapping up their SECOND interview of the week today!! The firms are different in nature - one is a specialized Chicago-based boutique, while the other is a nationally recognized mid-size firm - but both offer sophisticated work, solid mentorship, and hybrid work schedules. My team and I are working on multiple exciting roles across several legal markets, so if you're curious about new opportunities, reach out and let's discuss! amanda.foreman@lhh.com #legaljobs #legalmarket #lateralhiring #legalrecruiting #attorneyjobs #lawyerjobs #chicagolawyer

If you're interested in learning more about the legal market nationally, check out the Chambers Associate Legal Market Report 2024. Here are some interesting tidbits: 🔹 US Associates by city (top 3): NYC at 31%, DC at 14% and Boston at 7%. 🔹 Share of associate pool (top practice areas): Litigation at 22%, Corporate/M&A at 19%, IP at 8%, Real Estate at 6%, Banking & Finance at 5%, Employment at 4%, and Investment Funds at 4%. 🔹 Salaries of associates in BigLaw have increased by 17% within the last five years. 🔹 Over the last ten years, salaries of first-year associates in BigLaw have increased dramatically. First-year associates started at $150K in 2015. In 2024, first-years can start at $225K. 🔹 Median annual billable hours in BigLaw is 1,950. Junior associates average 1,948. Midlevel associates average 1,916. Senior associates average 1,806. 🔹 Over 1/3 of associates are working in the office 4-5 days/week. Though, 3 days/week appear to be what many people do. There's a very small percentage of associates working fully remote (7%) or even one day/week (7%). 🔹 Work-life balance and firm prestige were of average importance to candidates when they entered the profession, but when eyeing their next step, work-life balance shot to the very top of the list, and prestige dropped to the bottom. There's a lot of good intel here about the legal market. I would urge you to dive deeper. If you'd like to discuss the market further or would like to chat about your career options, reach out to me here or at randall.yee@lhh.com to discuss. #legalmarket #attorneys #lawyers #chambers #careers #lateralhiring Tiffany Ambrose, Esq. Emily Lam, Esq Emily Chamberlin, esq.