• Skip to primary navigation
  • Skip to main content
  • Skip to primary sidebar

Momentum Search Partners

Texas' Legal Recruiters
AustinHoustonDallas
  • About Us
    • Our Company
      • Austin Office
      • Houston Office
      • Dallas Office
    • Our Team
    • Our Code of Ethics
  • For Employers
    • Why Choose Momentum
    • Representative Placements
    • What Employers Say about Momentum
    • FAQ
    • Contact Us
  • For Job Seekers
    • Why Choose Momentum
    • Relocating Attorneys
    • What Job Seekers say about Momentum
    • FAQ
    • Submit your Resume
  • Contact Us
    • Austin Office
    • Houston Office
    • Dallas Office

Why Some Firms Have A Revolving Door of Associates

February 27, 2014

In our work as legal recruiters, we talk to candidates every day about job opportunities and what they seek in a new position. Many times we actively solicit attorneys with niche practice areas for specific client needs and there are some firms we call first – because we know that job satisfaction at certain firms is low and highly qualified associates are eager for a new opportunity. But there are some firms where the job satisfaction is so high that associates rarely want to leave and won’t even consider a new opportunity, no matter how great it is.

People Using Revolving Door

To a law firm employer, this is a critical distinction worthy of attention! Firms make a considerable investment of time and money in their associates and they are more profitable when they can retain that investment. There are formal surveys in the marketplace with noteworthy information, which we discuss below. We also offer some insights anecdotally from the numerous conversations we have had with candidates over the years.

“For me, it’s been the collaborative work environment and an excellent mentor. I also have flexibility in my work schedule.”

Our top 7 list of what firms can do to increase job satisfaction and retain their associates:

  1. Offer training programs including how to network and how to build a book of business.
  2. Clearly communicate the timing and requirements of the partnership path.
  3. Develop basic skills regarding how to bill time, deal with clients and legal writing.
  4. Offer substantive work opportunities both inside and outside of the firm.
  5. Allow associates to interact with clients and build their business.
  6. Provide firm-wide retreats to build relationships with other lawyers in the firm.
  7. Allow for flexibility when possible to attend children’s events and work from home.

A 2013 annual survey revealed higher levels of job satisfaction in almost 10 years from mid-level associates. “Scores ticked up in all 12 of the areas that we use to measure job satisfaction, including the interest level of the work, compensation, training, partner/associate relations, and billable hours.” Read more: Leaning Out: The 2013 Associate Survey

Of note is the fact that the 2013 results were sharply divided between men and women, with men ranking higher satisfaction in almost every area and the likelihood of remaining on partnership tract with the firm. But that’s another blog topic in itself.

The Vault is a site we frequently hear about from candidates. It posts insider reviews about the inner workings of firms and often affects a candidate’s interest in a particular firm. The Vault also conducts an annual survey of “best places to work” and can be found here: Vault Announces the Best Law Firms to Work For. The Vault’s criteria is similar and weighed their results by Satisfaction (25%); Hours (10%); Compensation (10%); Business Outlook (10%); Substantive Work (10%); Associate/Partner Relations (5%); Transparency (5%); Formal Training (5%); Informal Training, Mentoring & Sponsorship (5%); Pro Bono (5%); Overall Diversity (5%); Career Outlook (5%).

“A company’s employees are its greatest asset and your people are your product.”

-Sir Richard Branson

Categories: Career Goals, Industry News

Jane Pollard

About Jane Pollard

Principal

A founding member of Momentum Search Partners, Jane manages all aspects of its operations, many of its client relationships, and also works a recruiting desk. She has successfully completed attorney searches ranging from executive-level general counsels and chief compliance officers to AGCs and compliance analysts for both for public and private companies, and has also placed attorneys at law firms. Jane obtained her JD with honors from the University of Texas and, prior to recruiting, was a commercial litigator in private practice with a large law firm and a CPA. She lives in Austin with her husband, who is also a lawyer, and spends her free time cycling and playing racquet sports. For questions, comments, or suggestions related to our blog, you can contact us via our website or visit Jane on LinkedIn.

« Previous article
Next article »
Austin5608 Parkcrest Dr.,#200
Austin, Texas 78731
(512) 955-5171
Dallas / Fort Worth325 North St. Paul St., #3100
Dallas, Texas 75201
(214) 428-6213
Houston405 Main Street
Houston, Texas 77002
(832) 981-6002
National Association of Legal Search Consultants Logo
Texas Lawyer Texas' Best award logo
This firm has been verified by The Legal Recruiter Directory
  • News
  • Privacy Policy
  • Accessibility
Connect with Us on LinkedIn
© 2022 Momentum Search Partners
Website Designed by ePageCity