Marketing & Management Blog |
with John Jameson, the Jameson Group
The last piece of growing your firm through lateral hires is setting up strong marketing and public relations not only for your existing partners but for your new hire. Marketing and public relations are critical to a lateral hire’s success, to branding the firm, and to branding individual partners. …Read Full Entry
with John Jameson, the Jameson Group
Integration is an absolutely critical part of making a lateral hire. The failure to integrate is probably the biggest reason for failed lateral expansion. If you don’t have a process in place to integrate new partners, you probably have wasted a lot of time and money because if you don’t integrate them successfully, they’re going to leave. …Read Full Entry
with John Jameson, the Jameson Group
Once you’ve undergone a search for a lateral hire and identified and approached candidates, there is a series of steps to the hiring process: …Read Full Entry
with John Jameson, the Jameson Group
When growing your law firm through lateral hires, a search firm is one tool you can use as part of the recruiting process. There are a number of different kinds of relationships you can develop with a search firm, and there are pros and cons to each. …Read Full Entry
with John Jameson, the Jameson Group
When growing your firm through lateral hires, prepare a due-diligence questionnaire for the recruitment process. This Lateral Partner Questionnaire (LPQ) identifies all the main issues that you want to address with the candidates. …Read Full Entry
with John Jameson, the Jameson Group
When looking to grow your firm through lateral hires, you need to set up a process to recruit effectively. You need to have a thorough understanding of who’s going to do what and when. …Read Full Entry
with John Jameson, the Jameson Group
When reaching out to lateral hires, one of the most important issues to determine is what you are going to offer them and how you’re going to pay them. Compensation needs to be part of the process right up front. It should not be something that a firm starts to think about once it has identified a particular candidate. …Read Full Entry
with John Jameson, the Jameson Group
Before making a lateral hire, before starting recruitment, a law firm first should analyze its operations and make a business plan. This is far and away the first step in the process. Where is your firm going? Who are you competing with? …Read Full Entry
with John Jameson, the Jameson Group
There are two basic strategies for lateral hiring. The first is what we call opportunistic and reactive growth. The other is strategic and proactive growth.
Opportunistic and reactive growth is exactly what it sounds like. It describes a situation in which a firm has decided it would like to grow, but it doesn’t necessarily have a specific goal or timetable. …Read Full Entry
with John Jameson, the Jameson Group
If you don’t grow your firm or successfully execute a growth strategy, you tend to get left behind in a legal environment that is increasingly competitive. You may have already seen the headlines about law firms that are dissolving or being forced into unwanted mergers in order to survive. Unfortunately, that’s becoming more and more common.
Hiring laterally is one way to grow your firm, but there are pitfalls if it’s not executed properly: …Read Full Entry
