Category: law firm

January 2025 Legal News: Law Firm News and Mergers, Industry Awards and Recognition, DEI and Women in Law

Thank you for reading the National Law Review’s legal news roundup, highlighting the latest law firm news! A new year means new law firm news. Please read below for the latest in law firm news and industry expansion, legal industry awards and recognition, and DEI and women in the legal field.

Law Firm News and Mergers

Jackson Lewis P.C. announced the elevation of 20 attorneys to principal status, including:

“We are proud to announce the elevation of our 2025 class of new principals,” said Firm Chair Kevin Lauri. “These individuals have demonstrated exceptional talent, steadfast dedication and a deep commitment to both our clients and the core values that define Jackson Lewis. This is a well-deserved achievement, and we are excited to see the continued leadership and impact each of the principals will bring to the firm in the years ahead.”

Bradley Arant Boult Cummings LLP welcomed its largest first-year class, including 49 associates and two staff attorneys. The class includes:

Atlanta

  • Kaylee M. Roberts – Litigation Practice Group (Emory University School of Law)
  • Joseph A. Shafritz – Healthcare Practice Group (Georgia State University College of Law)
  • Ashley E. Strain – Litigation Practice Group (Emory University School of Law)

Birmingham

  • Bidushi Adhikari – Litigation Practice Group and Construction Practice Group (Boston University School of Law)
  • Julianne L. Bayer – Litigation Practice Group (University of Alabama School of Law)
  • Katelyn Carson – Construction Practice Group (University of Alabama School of Law)
  • John Darby – Corporate & Securities Practice Group (The George Washington University School of Law)
  • Edward Gaal – Corporate & Securities Practice Group (Cumberland School of Law at Samford University)
  • Joshua S. Lewis – Banking & Financial Services Practice Group (Cumberland School of Law at Samford University)
  • Matthew J. Lloyd – Litigation Practice Group (Washington & Lee University School of Law)
  • Marlee Tomlinson Martin – Real Estate Practice Group (University of Alabama School of Law)
  • Daniel S. McCray – Litigation Practice Group (University of Virginia School of Law)
  • Ashlyn E. Payne –Banking & Financial Services Practice Group (Cumberland School of Law at Samford University)
  • Brianna Rhymes – Government Enforcement & Investigations Practice Group (Southern University Law Center)
  • Zachary B. Stewart – Construction Practice Group (University of Alabama School of Law)
  • Charlotte Udipi – Healthcare Practice Group (Washington University School of Law)
  • Macy Walters – Litigation Practice Group (University of Mississippi School of Law)

Charlotte

  • Tamara Boles – Litigation Practice Group (University of Alabama School of Law)
  • Steven Hix – Litigation Practice Group (University of South Carolina School of Law)
  • Noah Matthews – Construction Practice Group and Litigation Practice Group (University of Miami School of Law)

Dallas

  • Lexie Alexander – Litigation Practice Group and Government Enforcement & Investigations Practice Group (Emory University School of Law)
  • Stephen McCluskey – Litigation Practice Group (University of Texas School of Law)
  • Taylor E. Scott – Litigation Practice Group (Southern University Law Center)

Houston

  • Jonathan Adams – Litigation Practice Group (University of Texas School of Law)
  • Tim Almohamad – Construction Practice Group (University of Texas School of Law)
  • John “Carter” Byrum – Litigation Practice Group (University of Texas School of Law)

Huntsville

  • AJ Brien – Corporate & Securities Practice Group (University of Alabama School of Law)
  • Trevor G. Porter – Corporate & Securities Practice Group (University of Alabama School of Law)

Jackson

  • Marshall Jones Jr. – Real Estate Practice Group (Mississippi College of Law)
  • Shelby Parks – Litigation Practice Group (Mississippi College of Law)
  • Emily C. Stanfield – Litigation Practice Group (Mississippi College of Law)
  • Preston Garner Vance – Construction Practice Group and Litigation Practice Group (University of Mississippi School of Law)

Nashville

  • Stephanie Goldfeld – Labor & Employment Practice Group and Litigation Practice Group (University of Tennessee College of Law)
  • Dawn Jackson – Litigation Practice Group (University of Mississippi School of Law)
  • Zachary June – Litigation Practice Group (Duke University School of Law)
  • Nora Klein – Corporate & Securities Practice Group (Belmont University College of Law)
  • Cole S. Manion – Construction Practice Group (University of Kentucky J. David Rosenberg College of Law)
  • Amanda Norman – Litigation Practice Group (George Mason University Antonin Scalia Law School)
  • Carter Oakley – Real Estate Practice Group (University of Tennessee College of Law)
  • Monica Peacock – Economic Development & Renewable Energy Practice Group (Duke University School of Law)
  • Elizabeth T. Petras – Litigation Practice Group (Emory University School of Law)
  • Madison G. Porth – Litigation Practice Group (Vanderbilt University Law School)
  • Lily Rucker – Labor & Employment Practice Group (Vanderbilt University Law School)
  • Marlee Sacks – Litigation Practice Group (Emory University School of Law)
  • Jon Michael Sockwell – Litigation Practice Group and Banking & Financial Services Practice Group (University of Alabama School of Law)
  • Jaden R. Taylor – Corporate & Securities Practice Group (George Washington University Law School)

Tampa

  • Justin A. Clark – Corporate & Securities Practice Group (University of Florida Levin College of Law)
  • Lucie Hunter Fisher – Litigation Practice Group (Washington & Lee University School of Law)
  • Mary Rosado – Construction Practice Group and Litigation Practice Group (University of Florida Levin College of Law)

Washington, D.C.

  • Elizabeth A. Brown – Construction Practice Group and Government Contracts Practice Group (University of Alabama School of Law)
  • Winni Zhang – Construction Practice Group (Washington & Lee University School of Law)

“Each year, one of our firm’s overarching goals continues to be strategic growth and this includes adding talented young attorneys across a variety of practices. This group is no exception as we welcome this historically large class of attorneys across our footprint,” said Bradley Chairman of the Board and Managing Partner Jon Skeeters. “We look forward to working with this accomplished group and are pleased to welcome them to the firm.”

David Vallas joined Honigman LLP’s Chicago office as a partner in the business litigation practice group and litigation department.

Mr. Vallas focuses his over two decades of experience on real estate and commercial matters, representing lenders, developers and REITs in cases involving creditor disputes, commercial foreclosures and municipal compliance.

“With the commercial real estate market expected to bounce back in 2025, businesses will need an experienced litigator who can handle the myriad of complex legal challenges that may arise,” said J. Michael Huget, Chair of Honigman’s Litigation Department. “David consistently delivers solutions that align not only with his client’s strategic objectives, but the evolving demands of today’s dynamic market. We’re thrilled to bring him on board.”

Legal Industry Awards and Recognition

Proskauer Rose LLP announced that Brian Schwartz, partner in the firm’s private funds group, was named to the 2025 Rising Stars list by Venture Capital Journal. The list features limited partners, founders, investors and advisors who are under the age of 40 and have made their mark on the industry.

Mr. Schwartz represents private fund sponsors in different fund strategies, including venture capital, growth equity and buyout funds. His practice focuses on structuring, organizing, marketing and negotiating Private investment funds through all aspects of the fundraising process.

Nelson Mullins Riley & Scarborough LLP announced that Boca Raton partner Rusty Melges was selected for the Urban Land Institute’s 2025 Leadership Institute Cohort. He will join 35 other professionals to learn tools and insights to tackle the most urgent real estate and land use challenges in South Florida.

Mr. Melges focuses his practice on representing clients in real estate transactions involving the acquisition, financing, repositioning, development and leasing of office, commercial and mixed-use projects. In addition, he also regularly represents financial institutions in the mergers and acquisiton area as well as third-party risk management and corporate governance.

Moore & Van Allen PLLC announced that members Bill Zimmern and Rob Rust were added as leadership of the firm’s corporate team. They join members Billy Moore and Joe Fernandez.

Mr. Zimmern assists his clients with securities and general corporate matters, who come from a range of industries including information technology, financial services, healthcare, industrial and business services, real estate and retail. In addition, he provides advice on merger and acquisition transactions that is practical and business oriented.

Mr. Rust represents clients in transactional matters including commercial contract work, mergers and acquisitions, and joint ventures. His scope of representation encompasses complex domestic matters and significant cross-border transactions.

DEI and Women in Law

Womble Bond Dickinson LLP achieved a perfect score of 100 on the Human Rights Campaign Foundation’s 2025 Corporate Equality Index (CEI) for the tenth consecutive year. The tool highlights US company promotion of LGBTQ+ friendly workplace policies nationally and abroad.

The CEI looks at criteria under four pillars; business entity non-discrimination policies, equitable benefits for LGBTQ+ workers and their families, inclusive culture support and corporate social responsibility.

“As we celebrate this milestone, we remain dedicated to continuous improvement, within our own Womble community and in the community at large,” said Christine Xiao, co-chair of the firm’s LGBTQ+ affinity group, WBDPride.

Kimberly Smith, partner and global chair of Katten Muchin Rosenman LLP’s corporate department, was featured by by Mergers & Acquisitions as one of the 2025 Most Influential Women in Mid-Market M&A for the fifth consecutive year.

The list features women for their ability to foster innovation, dealmaking achievements, and impact within the larger landscape of mergers and acquisitions (M&A).

Ms. Smith leads complex M&A for family offices and PE funds, as well as handling leveraged buyouts, joint ventures and acquisitions. As the corporate department global chair, Ms. Smith leads over 150 lawyers in the United States, the United Kingdom and China. She oversees strategic areas such as M&A, capital markets, private equity and health care transactions.

Venable LLP announced that partner Elizabeth Manno was elected to the board of directors of the National Association of Women Lawyers (NAWL) for a three-year term. The organization’s goal is to provide resources to advance women in the legal profession, as well as advocate for the equality of women.

Ms. Manno served as co-chair of the NAWL’s Research Committee from 2019 to 2025 and the chair of NAWL’s Denver conference in 2019. She was awarded with NAWL’s Virginia S. Mueller Outstanding Member Award in 2019.

“We are thrilled to welcome Elizabeth to NAWL’s Board of Directors. Her extensive experience and proven leadership will be invaluable as we continue to promote our mission to advance women in the legal profession and advocate for the equality of women under the law,” said NAWL’s executive director, Karen Richardson. “We look forward to her insights and contributions as we work together to achieve our strategic goals.”

Ms. Manno focuses her practice on technology disputes such as licensing, patent infringement and other IP litigation. She represents clients from a wide range of technological fields including GPS, semiconductors, wireless devices, media streaming and artificial intelligence.

Copyright ©2025 National Law Forum, LLC
For more Law Firm News, visit the NLR Law Office Management section

Bridging the Gap: How AI is Revolutionizing Canadian Legal Tech

While Canadian law firms have traditionally lagged behind their American counterparts in adopting legal tech, the AI explosion is closing the gap. This slower adoption rate isn’t due to a lack of innovation—Canada boasts a thriving legal tech sector. Instead, factors like a smaller legal market and stricter privacy regulations have historically hindered technology uptake. This often resulted in a noticeable delay between a product’s US launch and its availability in Canada.

Although direct comparisons are challenging due to the continuous evolution of legal tech, the recent announcements and release timelines for major AI-powered tools point to a notable shift in how the Canadian market is being prioritized. For instance, Westlaw Edge was announced in the US in July 2018, but the Canadian launch wasn’t announced until September 2021—a gap of over three years. Similarly, Lexis+ was announced in the US in September 2020, with the Canadian announcement following in August 2022. However, the latest AI products show a different trend. Thomson Reuters’ CoCounsel Core was announced in the US in November 2023 and shortly followed in Canada in February 2024. The announcement for Lexis+ AI came in October 2023 in the US and July 2024 in Canada. This rapid succession of announcements suggests that the Canadian legal tech market is no longer an afterthought.

The Canadian federal government has demonstrated a strong commitment to fostering AI innovation. It has dedicated CAD$568 million to its national AI strategy, with the goals of fostering AI research and development, building a skilled workforce in the field, and creating robust industry standards for AI systems. This investment should help Canadian legal tech companies, such as Clio, Kira Systems, Spellbook, and Blue J Legal, all headquartered in Canada. With the Canadian government’s focus on establishing Canada as a hub for AI and innovation, these companies stand to benefit significantly from increased funding and talent attraction.

While the Canadian government is actively investing in AI innovation, it’s also taking steps to ensure responsible development through proposed legislation, which could impact the availability of AI legal tech products in Canada. In June 2022, the Government of Canada introduced the Artificial Intelligence and Data Act (AIDA), which aims to regulate high-impact AI systems. While AI tools used by law firms for tasks like legal research and document review likely fall outside this initial scope, AIDA’s evolving framework could still impact the sector. For example, the Act’s emphasis on mitigating bias and discrimination may lead to greater scrutiny of AI algorithms used in legal research, requiring developers to demonstrate fairness and transparency.

While AIDA may present hurdles for US companies entering the Canadian market with AI products, it could conversely provide a competitive advantage for Canadian companies seeking to expand into Europe. This is because AIDA, despite having some material differences, aligns more closely with the comprehensive approach in the European Union’s Artificial Intelligence Act (EU AI Act).

While US companies are working to comply with the EU AI Act, Canadian companies may have an advantage. Although AIDA isn’t yet in force and has some differences from the EU AI Act, it provides a comprehensive regulatory framework that Canadian legal tech leaders are already engaging with. This engagement with AIDA could prove invaluable to Canadian legal tech companies as AI regulation continues to evolve globally.

Canadian companies looking to leverage their experiences with AIDA for European expansion will nonetheless encounter some material differences. For instance, the EU AI Act casts a wider net, regulating a broader range of AI systems than AIDA. The EU AI Act’s multi-tiered risk-based system is designed to address a wider spectrum of concerns, capturing even “limited-risk” AI systems with specific transparency obligations. Furthermore, tools used for legal interpretation could be classified as “high-risk” systems under the EU AI Act, triggering more stringent requirements.

In conclusion, the rise of generative AI is not only revolutionizing Canadian legal tech and closing the gap with the US, but it could also be positioning Canada as a key player in the global legal tech market. While AIDA’s impact remains to be seen, its emphasis on responsible AI could shape the development and deployment of AI-powered legal tools in Canada.

Copyright ©2025 The National Law Forum. LLC
by: Victor Dudas of TOP Legal Consulting, Vancouver  
For more on AI, visit the NLR Artificial Intelligence section

Change Management: How to Finesse Law Firm Adoption of Generative AI

Law firms today face a turning point. Clients demand more efficient, cost-effective services; younger associates are eager to leverage the latest technologies for legal tasks; and partners try to reconcile tradition with agility in a highly competitive marketplace. Generative artificial intelligence (AI), known for its capacity to produce novel content and insights, has emerged as a solution that promises better efficiency, improved work quality, and a real opportunity to differentiate the firm in the marketplace. Still, the question remains:

How can a law firm help its attorneys and staff to embrace AI while safeguarding the trust, ethical integrity, and traditional practices that lie at the heart of legal work?

Andrew Ng’s AI Transformation Playbook offers a valuable framework for introducing AI in ways that minimize risk and maximize organizational acceptance. Adopting these principles in a law-firm setting involves balancing the profession’s deep-seated practices with the potential of AI. From addressing cultural resistance to crafting a solid technical foundation, a thoughtful change-management plan is necessary for a sustainable and successful transition.

  • Overcoming Skepticism Through Pilot Projects

Law firms, governed by partnership models and a respect for precedent, tend to approach innovation cautiously. Partners who built their careers through meticulous research may worry that machine-generated insights compromise rigor and reliability. Associates might fear an AI-driven erosion of the apprenticeship model, wondering if their role will shrink as technology automates certain tasks. Concerns also loom regarding the firm’s reputation if clients suspect crucial responsibilities are being delegated to a mysterious black box.

The most direct method of quelling these doubts is to show proof of concept. Andrew Ng’s approach suggests starting with small, well-defined projects before scaling firm-wide. This tactic acknowledges that, with each successful pilot, more people become comfortable with technology that once felt like a threat. By methodically testing AI in narrower use cases, the firm ensures data security and strict confidentiality protocols remain intact. Early wins become the foundation for broader adoption.

Pilot projects help transform abstract AI potential into tangible benefits. For example, using AI to produce first drafts of nondisclosure agreements. Attorneys then refine these drafts, focusing on subtle nuances rather than repetitive details. Another natural entry point is e-discovery, where AI can sift through thousands of documents to categorize and surface relevant information more efficiently than human-only reviews. Each of these use cases is a manageable experiment. If AI truly delivers faster turnaround times and maintains accuracy, it provides evidence that can persuade skeptical stakeholders. Pilots also offer an opportunity to identify challenges, such as user training gaps or hiccups in data management, on a small scale before the technology is rolled out more broadly.

Creating a Dedicated AI Team

One of the first steps is assembling a cross-functional leadership group that aligns AI initiatives with overarching business objectives. This team typically includes partners who can advocate for AI at leadership levels, associates immersed in daily work processes, IT professionals responsible for infrastructure and cybersecurity, and compliance officers ensuring adherence to ethical mandates.

In large firms, a Chief AI Officer or Director of Legal Innovation may coordinate these efforts. In smaller firms, a few technology-minded attorneys might share multiple roles. The key is that this group does more than evaluate software. It crafts data governance policies, designs training programs, secures necessary budgets, and proactively tackles any ethical, reputational, or practical concerns that arise when introducing a technology as potentially disruptive as AI.

  • Training as the Core of Transformation

AI has limited value if the firm’s workforce does not know how to wield it effectively. Training must go beyond simple “tech demos,” offering interactive sessions in which legal professionals can apply AI tools to realistic tasks. For example, attorneys may practice using the system to draft a client memo or summarize case law. These hands-on experiences remove the mystique surrounding AI, giving participants a concrete understanding of its capabilities and boundaries.

Lawyers also need guidelines for verifying the AI’s output. Legally binding documents or briefs cannot be signed off without sufficient human oversight. For that reason, law firms often designate a “review attorney” role in the AI workflow, ensuring that each AI-generated product passes through a person who confirms it meets the firm’s rigorous standards. Partners benefit from shorter, strategically focused sessions that highlight how AI can influence client satisfaction, create new revenue streams, or boost efficiency in critical operations.

  • Developing a Coherent AI Strategy

Once the firm achieves early successes with pilot programs and begins to see a measurable return on smaller AI projects, it is time to formulate a broader vision. This strategic blueprint should identify the highest-value areas for further application of AI, whether it involves automating client intake, deploying predictive analytics for litigation, or streamlining contract drafting at scale. The key is to match AI initiatives with the firm’s core goals—boosting client satisfaction, refining operational efficiency, and ultimately reinforcing its reputation for accurate, ethical service.

But the firm’s AI strategy should never become a static directive. It must grow with the firm’s internal expertise, adjusting to real-world results, regulatory changes, and emerging AI capabilities. By regularly re-evaluating milestones and expected outcomes, the firm ensures its AI investments remain both relevant and impactful in serving clients’ evolving needs.

  • Communicating to Foster Trust and Transparency 

Change management thrives on dialogue. Andrew Ng’s playbook underscores the importance of transparent communication, especially in fields sensitive to reputational risk. Law firms can apply this principle by hosting informal gatherings where early adopters share their experiences—both positive and negative. These stories have a dual effect: they highlight successes that validate the technology, and they candidly address difficulties to keep expectations realistic.

Newsletters, lunch-and-learns, and internal portals all help disseminate updates and insights across different practice areas. Firms that operate multiple offices often hold virtual town halls, ensuring that attorneys and support staff everywhere can stay informed. Externally, clarity matters too. Clients who understand that a firm is leveraging AI to improve speed and accuracy (while retaining key ethical safeguards) are more likely to view the decision as innovative rather than risky.

Closing Thoughts

AI holds remarkable promise for law firms, but its full value emerges only through conscientious change management, which hinges on a delicate balance of diverse personalities. Nothing succeeds like success. By implementing small pilot projects, assembling an AI leadership team, focusing on thorough training, crafting a compelling business strategy, and clearly communicating its vision, a law firm can mitigate risks and harness AI’s transformative power.

The best outcomes result not from viewing AI as a magical shortcut, but from recognizing it as a partner that handles repetitive tasks and surfaces insights more swiftly than humans alone. This frees lawyers to direct their intellect and creativity toward high-level endeavors that deepen client relationships, identify new opportunities, and advance compelling arguments. When fused with a commitment to the highest professional and ethical standards, AI can become a catalyst for a dynamic and fruitful future—one where law firms deliver better service, operate more efficiently, and remain steadfastly true to their professional roots.

Copyright ©2025 Tom Martin
For more on AI, visit the NLR Artificial Intelligence section

December 2024 Legal News: Law Firm News and Mergers, Industry Recognition, DEI and Women in Law

Thank you for reading the National Law Review’s legal news roundup, highlighting the latest law firm news! As the country enters the new year, it is important to look back at big news from the previous one. Please read below for the latest in law firm news and industry expansion, legal industry awards and recognition, and DEI and women in the legal field.

Law Firm News and Mergers

Bracewell LLP announced that Barron F. Wallace and Robert R. Collins III have been elected to serve three-year terms on the firm’s management committee.

Mr. Wallace, a resident in the firm’s Houston office, focuses his practice on traditional and highly structured project finance conduit transactions involving cities, school districts, state agencies, higher education, housing and other areas. In addition, he serves as Chairman of the Houston Parks Board and is a member of the board of directors of the Discovery Green-Downtown Park Corporation and the Houston Social Justice Fund.

Mr. Collins is a partner in Bracewell’s public finance practice in the Dallas office who focuses his practice on tax-exempt financings. He has successfully represented special districts and cities in expedited declaratory judgment actions, as well as serving as counsel in financing transactions for water and school districts, economic development corporations and venue projects.

“Rob and Barron are exceptional leaders whose commitment and vision have consistently driven the success of our firm,” said Bracewell Managing Partner Gregory M. Bopp. “I look forward to working with them as members of our firm-wide management committee.”

Michael G. Nicolella was promoted to shareholder at Strassburger, McKenna, Gutnick & Gefsky.

With nearly 20 years of experience as a business advisor and attorney, Mr. Nicolella specializes in securities law, mergers and acquisitions, entertainment law and and general counsel services for businesses and nonprofit organizations. He serves a diverse client base including healthcare providers, investor groups, entertainment organizations and nonprofits across various industries.

Whiteman Osterman & Hanna LLP (WOH) and Nolan Heller Kauffman LLP announced that the firms would be combining on Jan. 1, 2025, to enhance both firms’ abilities to serve clients in business law, commercial real estate, commercial litigation and other mutual practices. The combined firm will employ 196 professionals, including 113 attorneys.

“As we approach WOH’s 50th anniversary, adding the NHK team is a reflection of our continued commitment to thoughtful, organic growth that aligns with our culture and reputation,” said Robert Schofield, Managing Partner at WOH. “NHK’s exceptional track record in the areas of banking, creditors’ rights and bankruptcy perfectly complements WOH’s vision of assembling top-tier professionals committed to excellence in the service of our clients. This collaboration not only enhances our ability to provide outstanding legal services but also fosters professional development within our firm.”

Legal Industry Awards and Recognition

Varnum LLP business professionals Dianne Freeman and Sandy Fox were announced as two of the 28 honorees of the “Unsung Legal Heroes” Class of 2024 by Michigan Lawyers Weekly. The list recognizes dedicated and talented legal support professionals who have gone above and beyond the call of duty.

Ms. Fox, a paralegal in the firm’s Novi office, has over 20 years of experience in family law. She is the primary paralegal for three attorneys, honing skills that have made her an exceptional asset.

Ms. Freeman is an estate planning assistant in the firm’s Grand Rapids office. Being with the firm since 1980, her work duties include recording deeds, preparing digital notebooks and coordinating conferences.

“We are thrilled to honor the achievements of these team members who show unwavering dedication to their teams and our clients,” said Scott Hill, Varnum’s Executive Partner. “This recognition highlights the essential role our support staff plays in the success of our firm, and we deeply value their contributions.”

Stubbs Alderton & Markiles, LLP announced that partner Greg Akselrud and senior counsel Cathleen Green were named in Variety’s “Dealmakers Impact Report” for 2024. The 2024 list is the fourth consecutive year that Mr. Akselrud has been included.

The annual report highlights negotiators who have pioneered significant deals that have shaped the entertainment industry in the past year.

David Delrahim, a partner at Shumaker, Loop & Kendrick, LLP, was chosen as a member of the Leadership St. Pete® (LSP) 2025 Class. The program aims to promote community stewardship by engaging members on issues facing St. Petersburg.

“We are thrilled that David has joined the 2025 Leadership St. Pete Class,” said Mindi Richter, St. Petersburg Managing Partner and LSP 2023 Class graduate. “With his keen eye for business and problem solving, as well as his history of community involvement in St. Pete, David will be a valuable addition to the program.”

Mr. Delrahim focuses his practice on complexities of business, real estate and bankruptcy litigation, representing clients from construction, manufacturing, medical services, real estate development and hospitality.

DEI and Women in Law

Katten Muchin Rosenman LLP intellectual property associate Katie O’Brien Leadership Council on Legal Diversity’s (LCLD) 2024 Atlas Award following her completion of the organization’s Pathfinder program. It is awarded to participants who have demonstrated the highest levels of engagement throughout the program.

“These programs present a tremendous opportunity for our attorneys to develop new relationships with industry leaders, expand their leadership skills and continue the upward trajectory in their career paths,” said Katten Chief Diversity Partner Leslie Minier. “This group of high-achieving attorneys is not only committed to delivering industry-leading client service but also is deeply engaged in the firm’s DEI efforts.”

Lauren Aguilar, an associate at Barnes & Thornburg LLP, was named to The National Black Lawyers’ (NBL) Top 40 Under 40 list. The list recognizes 40 African American attorneys from each state who have an outstanding reputation. Nominations were submitted by current NBL members.

Ms. Aguilar has established herself as a trusted advisor to clients by working closely with implementing agencies on issues and disputes involving water, natural gas, electric and wastewater utilities.

Quarles & Brady LLP announced that Janet Lindeman has rejoined the firm as a a partner in the real estate practice group in the firm’s Chicago office.

Ms. Lindeman advises clients on complex matters across the country, including disposition, acquisition, development, leasing, financing and mergers. Her clients include Fortune 500 companies and national commercial real estate developers, as well as real estate investment trusts and institutional real estate property owners and developers.

“With new business and legal challenges emerging in the commercial real estate industry, our clients want savvy and experienced representation that can help them navigate through complex legal issues,” said Diane Haller, Real Estate Practice Group national chair. “Janet fits this bill, and we are thrilled she has returned to Quarles to provide the client-focused counsel for which we are known.”

Copyright ©2024 National Law Forum, LLC
For more on law firm news, visit the NLR Law Office Management and Mergers Acquisitions sections.

November 2024 Legal News: Law Firm News and Mergers, Industry Awards and Recognition, DEI and Women in Law

Thank you for reading the National Law Review’s legal news roundup, highlighting the latest law firm news! As the country enters inches towards the end of the year, legal industry news continues in large strides. Please read below for the latest in law firm news and industry expansion, legal industry awards and recognition, and DEI and women in the legal field.

Law Firm News and Mergers

Polsinelli PC announced the addition of Rachel Adams to the firm’s health care practice as a shareholder in the firm’s Chicago office. She brings more than a decade of helping guide health systems through regulatory requirements.

Ms. Adams focuses her practice on general corporate matters and complex transactions in the healthcare industry such as Stark Law, the Anti-Kickback Statute and state corporate practice of medicine laws. She is a member of the American Health Law Association, regularly presenting on health care transaction topics.

“I am very excited to join Polsinelli and its nationally known health care practice. I was drawn to Polsinelli’s dedication to the health care industry and its breadth of expertise in supporting health care clients,” said Ms. Adams. “I look forward to collaborating with the Polsinelli team to provide well-rounded, practical advice to help clients achieve their business objectives.”

John Goldfinch joined Proskauer Rose LLP as a partner in the firm’s global finance practice. He brings with him over 20 years of experience in structured finance, focusing on collateralized loan obligations (CLO).

Mr. Goldfinch advises managers on all aspects of the life cycle of a CLO issuance. This includes new issue deals, platform structuring and set up and reissues and refinancings. In addition, he advises on restructurings and other asset workouts.

“I am delighted to join Proskauer and build on my work in the structured finance space as part of the Firm’s broader Global Finance strategy. As demand in the sector inexorably grows, clients who look to innovate and differentiate themselves need a firm with deep experience across the full spectrum of asset management practice areas, including CLOs,” said Mr. Goldfinch. “Proskauer is a global leader in fund formation, private credit and global finance. This is an exciting and compelling opportunity to join a firm whose strategy and focus in these areas is unmatched. I am very much looking forward to contributing to and strengthening their platform as we support clients continued success.”

Kramer Levin announced plans to combine with preeminent global firm Herbert Smith Freehills (HSF). The combined firm will be known as Herbert Smith Freehills Kramer, HSF Kramer in the U.S.

The firm will strengthen and balance in transactional practices and litigation. It will better allow them to better serve their elite client base with more than 2,700 lawyers, including 600+ partners, working across 25 offices.

The move is driven by a shared commitment to servicing clients and puting them at the center of everything the firms do.

Legal Industry Awards and Recognition

Katten announced that private wealth partners Kevin T. Keen and Nicholas J. Heuer were honored in the Future Leaders Awards 2024 by Citywealth.

Mr. Keen was namedas the Outstanding Individual of the Year, while Mr. Heuer was recognized with a silver award in the Private Investment/Family Office Individual of the Year category.

The awards program aims to support future leaders excelling in their work while making important contributions to society. Mr. Keen and Mr. Heuer were chosen by online voting and a judges’ panel.

Kyle Konwinski, a litigation attorney at Varnum LLP, was voted chair-elect of the Environmental Law Section of the State Bar of Michigan. He will continue as Chair of the Litigation and Administrative Law Committee within the section as well.

Mr. Konwinski will support leadership initiatives, such as educating the Bar’s members on environmental law and promoting the understanding and appreciation of the state’s laws, as well as organizing events for section members and the community.

Recognized by Top Lawyers, Mr. Konwinski focuses his practice on representing clients in compliance and litigation including under the state Natural Resources and Environmental Protection Act.

Kate Cole, co-head of intellectual property at Moore & Van Allen, was recognized in IAM Strategy 300: The World’s Leading IP Strategists 2025 alongside intellectual property counsel Sam Merritt.

The IAM Strategy 300 recognizes leaders in development and implementation of strategies that maximize intellectual property portfolios, as well for their skill sets and insights into patent matters by market sources.

DEI and Women in Law

Jackson Lewis P.C. announced that Kirsten A. Milton will succeed Nadine C. Abrahams as the Chicago office managing principal. Alison B. Crane will assume the role of office litigation manager, with Neil H. Dishman being reappointed as office business development liaison.

Ms. Milton focuses her practice on representing management in labor and employment issues. She defends employers in litigation under state wage-and-hour laws, as well as the Fair Labor Standards Act. In addition, she has experience with the Age Discrimination in Employment Act and the Americans with Disabilities Act.

“I am honored to take the reins in Chicago,” said Ms. Milton. “Nadine’s tenure saw the office through a global pandemic and a transition to a hybrid work environment, all while achieving continued growth. Her contributions have been instrumental to our presence in the region, and we plan to build upon the solid foundation she has laid. I am eager to work with our team to continue strengthening our standing as an industry leader in employment law.”

Winston & Strawn LLP announced that Kathi Vidal is rejoining the firm’s litigation department as a partner in the Silicon Valley and Washington, D.C. offices. She is returning after stepping down as the Undersecretary of Commerce for Intellectual Property and Director of the United States Patent and Trademark Office (USPTO).

During her stint, Ms. Vidal made progress in reshaping the USPTO to benefit citizens, serving as an advisor to the presidential administration on intellectual property regarding artificial intelligence innovation and technological standards.

“It has been the honor of a lifetime to serve the American public by working alongside my incredible colleagues across government and leading the thousands of talented and dedicated employees at the U.S. Patent and Trademark Office,” said Ms. Vidal. “I made the decision to rejoin Winston because of its incredible team and culture which is well-positioned to handle the issues of the future. I look forward to supporting the firm’s clients with the same passion and advocacy I brought to government service.”

Ms. Vidal has gained recognition as one of the country’s leading patent litigators. She will focus her practice assisting clients in maintaining a leading edge in critical innovations, such as next-generation semiconductors.

Copyright ©2024 National Law Forum, LLC
For more Law Firm News, visit the NLR Law Office Management section

Checklist for Transitioning Founder-Owned Law Firms

When transitioning from a founder-owned law firm, it’s essential to establish a clear plan to ensure the firm’s continued growth and stability. A successful transition depends on strategic priorities that enhance operational efficiency, improve client satisfaction, and secure long-term success.

Below, we outline the key areas to analyze and implement for a seamless shift in leadership and operations.

  1. Work-Life Timelines 

Work-life timelines act as a roadmap for planning the future of the firm. They provide a structured planning horizon that helps leadership forecast and prepare for critical milestones, such as retirements or leadership transitions. For instance, mapping out partner retirement dates allows the firm to identify when leadership gaps may occur and develop succession plans proactively.

  1. Marketing Effectiveness 

Effective marketing strategies are the backbone of a firm’s revenue growth. Assessing your marketing effectiveness involves analyzing the ability to meet revenue goals while considering the business risks associated with exiting partners. For example, if a founder has historically been a key rainmaker, your marketing plan must address how to replace their client development efforts with targeted campaigns and new initiatives, such as digital outreach or niche practice area marketing.

 

  1. Attorney Development 

Attorney development ensures that the firm maintains a continuous and adaptable skill set. As founders exit, having a pipeline of well-trained attorneys is critical to sustaining client relationships and maintaining institutional knowledge. Regular mentorship programs, skill-building workshops, and tailored career growth plans help prepare attorneys to take on leadership roles in the future.

 

  1. Recruiting Effectiveness 

Strong recruiting processes are essential for addressing capability and capacity gaps created by departing founders. Recruiting effectiveness goes beyond hiring; it involves attracting and retaining top legal talent who align with the firm’s culture and goals. Offering competitive benefits, a clear career trajectory, and a supportive environment can position the firm as a destination for top-tier candidates.

 

  1. Compensation and Incentives 

A well-designed compensation and incentive structure is vital to the firm’s profitability and transition success. Attracting high-profit lateral hires, ensuring partners are practicing profitably, and facilitating smooth transitions for senior partners require thoughtful compensation planning. For example, implementing performance-based bonuses tied to billable hours or collections can motivate both current attorneys and incoming talent.

 

  1. Policy Development 

Clear and consistent policies build trust and promote a culture of fairness among partners, associates, and staff. Whether it’s defining work-from-home expectations or delineating the decision-making process, policy development ensures that the firm operates smoothly during and after the leadership transition.

 

  1. Partnership or Operating Agreements 

A robust partnership or operating agreement ensures that decision-making processes are clear and actions carry appropriate weight. These agreements provide a framework for resolving disputes, allocating equity, and governing major decisions—such as onboarding new partners or adjusting compensation structures. This clarity helps reduce friction during transitional periods.

 

  1. Equity Transfer Processes 

Equity transfer is one of the most sensitive aspects of transitioning a founder-owned firm. Establishing clear processes for equity transfer ensures that the firm can perpetuate itself without unnecessary controversy. By structuring buyouts or equity redistribution in advance, the firm avoids disruptions that could harm operations or morale.

 

  1. Technology 

Investing in technology is critical for maintaining efficiency and gaining a competitive edge. Technology tools, such as practice management systems, client portals, and AI-driven analytics, streamline operations and strengthen client relationships. For instance, adopting cloud-based platforms allows for seamless collaboration among team members and improves data security during the transition.

 

  1. Supportive Platforms 

Creating a supportive platform that elevates the success of lawyers and staff is key to a smooth transition. This might include mentorship programs, robust professional development opportunities, and fostering a collaborative work culture. A supportive platform not only helps retain existing talent but also enhances the firm’s reputation as a desirable place to work.

 

  1. Trained and Motivated Staff 

A well-trained and motivated staff is essential for maintaining operational continuity during a leadership transition. Cross-training employees on various roles and responsibilities ensure that knowledge is retained and transferred effectively. For example, ensuring paralegals are familiar with new practice management systems or administrative protocols reduces the risk of disruption.

 

  1. Implementation 

Strategic planning is only as good as its implementation. Moving from the planning phase to actionable steps is vital for securing the firm’s long-term interests. By setting clear timelines, assigning responsibilities, and tracking progress, the firm can ensure that the transition plans lead to tangible outcomes.

Conclusion

By focusing on these critical areas, your firm can develop a comprehensive, thoroughly analyzed, and ready-to-implement set of priorities. These steps will help your firm thrive in the post-founder era while ensuring smooth transitions, client retention, and operational excellence. Transitioning a founder-owned law firm may seem daunting, but with careful planning and execution, your firm can secure a prosperous future.

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©2024 PerformLaw
For more on Law Firms, visit the NLR Law Office Management section

October 2024 Legal News: Law Firm News and Industry Expansion, Industry Awards and Recognition, and DEI

Thank you for reading the National Law Review’s legal news roundup, highlighting the latest law firm news! As October comes to an end, legal industry news continues to be a hot topic. Please read below for the latest in law firm news and industry expansion, legal industry awards and recognition, and DEI in the legal field.

Law Firm News and Industry Expansion

Caleb Griscom joined Varnum‘s Birmingham office’s Corporate Practice Team as counsel. Mr. Griscom brings his experience in corporate transactional matters, including mergers & acquisitions, equity and asset purchases, sale-leasebacks and cross-border transactions.

“We are thrilled to have Caleb join our team,” said Seth Ashby, leader of Varnum’s Corporate Practice Team. “His private equity and transactional experience will be a tremendous asset to our clients and growing practice.”

Mr. Griscom earned his Juris Doctor from Stanford Law School and his Bachelor of Science in Economics from the United States Naval Academy. Prior to practicing law, Mr. Griscom served as a Logistics Officer in the United States Marine Corps, where he received the Navy and Marine Corps Commendation Medal.

Dino Wu has joined Barnes & Thornburg’s New York office as a partner in its Corporate Department. Mr. Wu represents sell-side and buy-side clients, such as hedge funds, mutual funds, corporations, banks and swap dealers in negotiating trading agreements for derivatives and other financial products. He advises clients on a wide range of agreements, including those involving derivatives, futures and options, crypto and other digital assets.

“Dino’s depth of experience with numerous financial products and trading agreements – not to mention his extensive background handling a wide spectrum of regulatory and compliance issues – make him a fantastic addition to our team,” said Jahan Sharifi, Corporate Department chair. “Our financial services and asset management clients will benefit immensely from his insightful and innovative approach as they navigate complex transactions.”

Nima Mohebbi joined Sidley as a partner in the firm’s Commercial Litigation and Disputes practice in Greater Los Angeles. Mr. Mohebbi specializes in bet-the-company litigation with a focus on the entertainment/sports/media space and the evolving intersection between entertainment content development and technology, including in gaming, blockchain and digital assets, and artificial intelligence.

“We are thrilled that Nima is joining Sidley. He has significant trial experience and a number of high-profile wins for his client. He joins several other recent Sidley lateral hires who have national litigation practices and extensive trial experience,” said Angela Zambrano, global co-leader of Sidley’s Litigation practice and Executive committee member. “His proficiency in disputes related to the digital economy, including artificial intelligence, data, digital assets, and online platforms will be helpful in serving the needs of our clients in the technology, entertainment, fintech, sports, and digital media sectors.”

Legal Industry Awards and Recognition

Bradley Arant Boult Cummings LLP announced that Christopher C. Puri, counsel in the firm’s Nashville office, received the Elizabeth Jacobs Distinguished Service Award from AgeWell Middle Tennessee at the 32nd Annual Sage Awards Ceremony & Fundraiser.

AgeWell serves to aid collaborative solutions for the elderly, with the Distinguished Service Award recognizing volunteers who have given their time, talents and abilities to further the organization’s mission. Mr. Puri, a member of Bradley’s health care practice group, served as a member of AgeWell’s board for nine years, including as president and vice president. He helped guide the organization through the COVID-19 pandemic and positioned AgeWell as a leading advocate and thought leader.

Mr. Puri’s nationally recognized practice advises senior housing providers and long-term care, handling the full array of legal issues. He has helped develop policy at the state and national levels.

Eighteen Bracewell LLP lawyers were honored by Lawdragon in its 2025 500 Leading Dealmakers in America guide. The list spotlights the leading lawyers around the country who ““create multi-billion-dollar mergers and other deals that change the course of industries and practices.”

The Bracewell lawyers included in the list are:

Moore & Van Allen PLLC (MVA) announced that bankruptcy, corporate and financial services team members were recognized for advisory roles in the acquisition of Noble House Home Furnishings by GigaCloud Technology, which won The M&A Advisor’s Cross Border Deal of the Year Award in the $50-100 million category.

GigaCloud, a global B2B ecommerce solutions provider, was represented by the following MVA attorneys:

The honorees were recognized at the 15th Annual International M&A Awards, which was held as part The M&A Advisor’s 2024 Leadership in Dealmaking Summit. They were selected by a panel of industry expert independent judges.

“The International M&A Awards celebrate the power of global collaboration and the pursuit of valuable opportunities,” said The M&A Advisor Founder and CEO Roger Aguinaldo. “In a world shaped by geopolitics and fueled by technological innovation, these awards honor the remarkable achievements of experts who transcend borders to unlock exceptional value.”

DEI

Womble Bond Dickinson LLP {WBD) launched their second Art & Diversity exhibition following the success of the first. The new series is titled “In Between World—Exploring Cultural Hybridity” and features 31 works of art by four Houston artists.

Carolina Borja, Tiffany Lee, Kaima Marie and Michel Muylle bring their unique perspectives on topics such as climate change and preservation to resilience and hope in a celebration of diversity and heritage.

“We believe that art offers a unique opportunity to connect with our clients on a personal level and foster meaningful conversations. Our presence at this exhibition demonstrates our commitment to engaging with the community and showcasing our firm’s dedication to creativity and culture,” said Jeffrey Whittle, managing partner of the firm’s Houston office.

The program was established by WBD in 2023 to give diverse artists in Houston a platform to show their work and engage with the local community.

“Art awakens us to feel things that matter, and it is a lens that helps us see these important topics through other people’s eyes. We are proud to participate in the Art & Diversity program, and we hope the exhibit inspires visitors to our Houston office.” said Lisa Moyles, DEI partner and chair of the firm’s DEI Steering Committee.

Katten Partner and Litigation Department Co-Chair David Crichlow was honored in Crain’s New York Business 2024 Notable Black Leaders list. Crain’s 2024 list honored 100 individuals who “are celebrated for their success and advancement, spanning industries from law and finance to nonprofits and the arts.”

Mr. Crichlow’s was celebrated for his work on an arbitration matter between two global gas companies, resulting in the largest recovery of his career. He is also noted for his work as a board member of the Lawyers’ Committee for Civil Rights Under Law.

Copyright ©2024 National Law Forum, LLC
For more Law Firm News, visit the NLR Law Office Management section.

Law Firm Bonus Strategies: A Guide to Compensating Attorneys

Compensating attorneys effectively is a combination of art and science. A well-structured bonus plan is integral to most law firms’ overall compensation strategy, playing a key role in retaining talent, driving performance, and fostering a collaborative culture. Whether the focus is on individual productivity or firm-wide profitability, bonuses help align attorney performance with the firm’s goals.

This guide provides an overview of various bonus strategies law firms use to compensate attorneys, along with their advantages, disadvantages, and key considerations for selecting the right bonus structure.

Common Bonus Models for Attorneys
1.) Defined Amount Over a Threshold
A set dollar amount per billable hour once an attorney surpasses their annual billable hour target. 
Strengths :

Simple to calculate and highly effective at incentivizing billable work.

 Limitations:

Focuses solely on hours billed, ignoring non-billable contributions such as client development, mentoring, or firm-related activities.
2.) Percentage of Salary Based on Pass/Fail Criteria.  / 
A percentage of the attorney’s salary is awarded if they meet certain predefined criteria, such as achieving a billable hour target.
Strengths :

Offers clarity and predictability, ensuring attorneys know exactly what’s required to earn their bonus.

 Limitations:

Does not account for performance beyond the set criteria, potentially overlooking high performers who exceed expectations.
3.) Percentage of Fees Over a Threshold:
Attorneys receive a percentage of the fees they collect or bill once they surpass a set production level.
Strengths :

Encourages attorneys to exceed production goals and maximizes their potential bonus.

 Limitations:

May cause attorneys to prioritize billing over client service quality, as the focus is heavily on numbers.
4.) Predefined Bonus Pool Split Among Eligible Lawyers
The firm allocates a bonus pool and divides it among attorneys, potentially tiered by seniority.
Strengths :

Encourages team collaboration, as everyone works toward a shared reward.

 Limitations:

High performers may feel undervalued if they receive the same bonus as lower performers.
5.) Profitability Bonus
A percentage of profits above a certain threshold (e.g., 15% of individual profitability over $75,000).
Strengths :

Aligns attorney incentives with firm profitability, encouraging both individual performance and a focus on firm health.

 Limitations:

Can be difficult to administer and track profitability on an individual basis.
6.) Profit-Sharing Pool
Attorneys receive a portion of the firm’s profits on a regular schedule (monthly, quarterly, or annually), often tiered by seniority.
Strengths :

Encourages attorneys to exceed production goals and maximizes their potential bonus.

 Limitations:

May cause attorneys to prioritize billing over client service quality, as the focus is heavily on numbers.
7.) Origination Bonus
Attorneys are rewarded for bringing new business into the firm based on origination credit for clients or cases.
Strengths :

Provides a direct incentive for business development, helping to grow the firm’s client base.

 Limitations:

Attorneys may focus too much on client acquisition and not enough on servicing existing clients or mentoring others.
8.) Evaluation with Points-Based Allocation of Bonuses in Tiers
Attorneys earn points based on both quantitative (economic) and qualitative (firm culture, mentoring, client relations) contributions. Bonuses are then awarded in tiers based on point ranges.
Strengths :

Provides a balanced approach that rewards both financial contributions and softer, qualitative metrics.

 Limitations:

Complex to administer and requires the firm to have clearly defined evaluation criteria and consistency in tracking.

Best Practices for Structuring Attorney Bonuses

When selecting a bonus model, law firm leaders should carefully consider their firm culture, values, and strategic objectives. Here are some best practices for creating a sustainable and motivating bonus system:

  1. Incorporate Both Economic and Qualitative Performance: While revenue generation is critical, a successful bonus plan should also recognize contributions like mentoring, client satisfaction, and leadership.
  2. Tailor Bonuses to Career Stages: Junior associates, senior associates, and partners may need different incentives to stay motivated. Consider tiered bonus systems or increasing potential bonus payouts as attorneys advance.
  3. Incorporate Regular Feedback: Rather than waiting for the annual bonus review, provide regular feedback to help attorneys stay on track and improve throughout the year.
  4. Use Data-Driven Systems: Consider leveraging technology to streamline bonus calculations. Tools like PerformLaw’s Attorney Relationship Management System (ARMS) can help firms objectively track both billable and qualitative contributions, ensuring fairness and transparency in bonus distribution.

Conclusion

Choosing the right bonus structure for your law firm is not a one-size-fits-all solution. It requires thoughtful consideration of firm goals, attorney performance, and the behaviors you want to incentivize. A well-rounded approach to rewarding economic and qualitative contributions is crucial for long-term success. By combining structured salary increases and performance-driven bonuses, law firms can boost morale, improve retention, and ultimately, drive greater firm profitability.

©2024 PerformLaw
For more news on Bonuses for Attorneys, visit the NLR Labor Employment and Law Office Management sections.

“Is SEO Dead?” Why AI Isn’t the End of Law Firm Marketing

With the emergence of Artificial Intelligence (AI) technology, many business owners have feared that marketing as we know it is coming to an end. After all, Google Gemini is routinely surfacing AI-generated responses over organic search results, AI content is abundant, and AI-driven tools are being used more than ever to automate tasks previously performed by human marketers.

But it’s not all doom and gloom over here—there are many ways in which digital marketing, including Search Engine Optimization (SEO) —is alive and well. This is particularly true for the legal industry, where there are many limits to what AI can do in terms of content creation and client acquisition.

Here’s how the world of SEO is being impacted by AI, and what this means for your law firm marketing.

Law Firm Marketing in the Age of AI

The Economist put it best: the development of AI has resulted in a “tsunami of digital innovation”. From ChatGPT’s world-changing AI model to the invention of “smart” coffee machines, AI appears to be everything. And it has certainly shaken up the world of law firm marketing.

Some of these innovations include AI chatbots for client engagement, tools like Lex Machina and Premonition that use predictive analytics to generate better leads, and AI-assisted legal research. Countless more tools and formulas have emerged to help law firms streamline their operations, optimize their marketing campaigns, create content, and even reduce overhead.

So, what’s the impact? 

With AI, law firms have reduced their costs, leveraging automated tools instead of manual efforts. Legal professionals have access to more data to identify (and convert) quality leads. And it’s now easier than ever to create content at volume.

At the same time, though, many people question the quality and accuracy of AI content. Some argue that AI cannot capture the nuance of the human experience or understanding complex (and often emotional) legal issues. Even more, AI-generated images and content often lack a personalized touch.

One area of marketing that’s particularly impacted by this is SEO, as it is largely driven by real human behavior, interactions, and needs.

So, is SEO Dead?

Even though many of the tools and techniques of SEO for lawyers have changed, the impact of SEO is still alive and well. Businesses continue to benefit from SEO strategies, allowing their brands to surface in the search results and attract new customers. In fact, there may even be more opportunities to rank than ever before.

For instance, Google showcases not only organic results but paid search results, Google Map Pack, Images, News, Knowledge Panel, Shopping, and many more pieces of digital real estate. This gives businesses different content formats and keyword opportunities to choose from.

Also, evolution in the SEO landscape is nothing new. There have been countless algorithm changes over the years, often in response to user behavior and new technology. SEO may be different, but it’s not dead.

Why SEO Still Matters for Law Firms

With the SEO industry alive and well, it’s still important for law firms to have a strong organic presence. This is because Google remains the leading medium through which people search for legal services. If you aren’t ranking high in Google, it will be difficult to get found by potential clients.

Here are some of the many ways SEO still matters for law firms, even in the age of AI.

1. Prospective clients still use search engines

Despite the rise of AI-based tools, your potential clients rely heavily on search engines when searching for your services. Whether they’re looking for legal counsel or content related to specific legal issues, search engines remain a primary point of entry.

Now, AI tools can often assist in this search process, but they rarely replace it entirely. SEO ensures your firm is visible when potential clients search for these services.

2. Your competitors are ranking in Search

Conduct a quick Google search of “law firm near me,” and you’ll likely see a few of your competitors in the search results. Whether they’re implementing SEO or not, their presence is a clear indication that you’ll need some organic momentum in order to compete.

Again, potential clients are using Google to search for the types of services you offer, but if they encounter your competitors first, they’re likely to inquire with a different firm. With SEO, you help your law firm stand out in the search results and become the obvious choice for potential clients.

3. AI relies on search engine data

The reality is that AI tools actually harness search engine data to train their models. This means the success of AI largely depends on people using search engines on a regular basis. Google isn’t going anywhere, so AI isn’t likely to go anywhere, either!

Whether it’s voice search through virtual assistants or AI-driven legal content suggestions, these systems still rely on the vast resources that search engines like Google organize. Strong SEO practices are essential to ensure your law firm’s website is part of that data pool. AI can’t bypass search engines entirely, so optimizing for search ensures your firm remains discoverable.

4. AI can’t replace personalized content

Only as a lawyer do you have the experience and training to advise clients on complex legal issues. AI content — even if only in your marketing — will only take you so far. Potential clients want to read content that’s helpful, relatable, and applicable to their needs.

While AI can generate content and provide answers, legal services are inherently personal. Writing your own content or hiring a writer might be your best bet for creating informative, well-researched content. AI can’t replicate the nuanced understanding that comes from a real lawyer, as your firm is best equipped to address clients’ specific legal issues.

5. SEO is more than just “content”

In the field of SEO, a lot of focus is put on content creation. And while content is certainly important (in terms of providing information and targeting keywords), it’s only one piece of the pie. AI tools are not as skilled at the various aspects of SEO, such as technical SEO and local search strategies.

Local SEO is essential for law firms, as most law firms serve clients within specific geographical areas. Google’s algorithm uses localized signals to determine which businesses to show in search results. This requires an intentional targeting strategy, optimizing your Google Business Profile, submitting your business information to online directories, and other activities AI tools have yet to master.

AI doesn’t replace the need for local SEO—if anything, AI-enhanced local search algorithms make these optimizations even more critical!

Goodbye AI, hello SEO?

Overall, the legal industry is a trust-based business. Clients want to know they work with reputable attorneys who understand their issues. AI is often ill-equipped to provide that level of expertise and personalized service.

Further, AI tools have limitations regarding what they can optimize, create, and manage. AI has not done away with SEO but has undoubtedly changed the landscape. SEO is an essential part of any law firm’s online marketing strategy.

AI is unlikely to disappear any time soon, and neither is SEO!

Copyright 2024 © Hennessey Digital
For more news on AI and Law Firm Marketing, visit the NLR Communications Media Internet section.

August 2024 Legal Industry News Updates: Law Firm Hiring and Expansion, Industry Awards and Recognition, DEI and Women in Law

Thank you for reading the National Law Review’s legal industry news roundup for August 2024. We hope you are enjoying your summer! Please read below for the latest in law firm hiring and expansion news, key industry awards and recognition and a feature on diversity, equity and inclusion (DEI) and women in law.

Law Firm Hiring and Expansion

Barnes & Thornburg expanded its downtown Chicago office, marking the city’s largest law firm lease transaction to date in 2024. The firm’s office, located in the Irvine Company’s trophy tower at One North Wacker, will grow by 30 percent under this expansion. Barnes & Thornburg’s Chicago office currently has more than 135 attorneys and is one of the 25 largest law offices in Chicago.

“Our One North Wacker office has long served as a crucial hub for collaboration and innovation among our attorneys, business professionals, clients, and community partners,” said Michael A. Carrillo, managing partner of Barnes & Thornburg’s Chicago office. “This new, expanded space will help us foster even more in-person connection, bringing our legal capabilities and service to the next level.”

“Chicago businesses are facing increasingly complex legal and regulatory hurdles,” added Andrew J. Detherage, firm managing partner. “Not only will this new lease extend our commitment to innovation and collaboration and help our attorneys provide the robust and sophisticated counsel needed to tackle such challenges, it will also deepen our footprint in a market critical to the firm’s long-term growth strategy.”

Jackson Lewis welcomed William “Billy” Jackson and Eric B. Moody as principals in its Norfolk and Tampa offices, respectively.

Mr. Jackson earned his J.D. from Stanford Law School and his B.A. from Brigham Young University. His practice is focused on white-collar criminal defense and conducting internal investigations for companies facing allegations of misconduct.

“We are thrilled to welcome Billy to the Norfolk team,” said Norfolk office managing principal and litigation manager Kristin H. Vaquera. “His deep understanding of government investigations and enforcement actions will be a tremendous asset to our clients, helping them navigate the complexities of regulatory compliance.”

Mr. Moody received his J.D. from Stetson University College of Law and his B.S. from the University of South Florida. He represents clients in labor and employment litigation issues and in actions brought under federal and state consumer protection statutes.

Benjamin D. Sharkey, the managing principal at Jackson Lewis’s Tampa office, welcomed Mr. Moody to the team: “His impressive track record in handling high-stakes litigation—from discrimination and retaliation claims to wage and hour disputes—will significantly strengthen our ability to deliver strategic, results-driven solutions. We are excited to have Eric join us and look forward to the exceptional contributions he will make to our team.”

Bradley appointed three new office managing partners, in addition to three new practice group leaders. The new office managing partners are:

The new practice group leaders are:

“These new leadership appointments are part of the firm’s continued commitment to identifying and nurturing talent that will ensure Bradley’s future success and help us meet the evolving needs of our clients,” said Bradley chairman of the board and managing partner Jonathan M. Skeeters.

Sandra K. Newman and Rebecca Eberhardt joined Venable LLP as the firm’s first private wealth planning practitioners in its Chicago office. Ms. Newman and Ms. Eberhardt focus their practices on wealth, estate and gift tax planning, philanthropic planning, trusts and estates.

“We are thrilled to get two of the best private wealth practice attorneys in Chicago to join our office,” said Kenneth Roberts, managing partner at Venable Chicago. “We continue to attract top-tier talent, and their addition is a big win for Venable and the needs of our clients.”

Legal Industry Awards and Recognition

Bracewell announced that partners K. Brock Bailey and Aaron P. Roffwarg were named to Lawdragon’s 2024 500 Leading Global Real Estate Lawyers list.

Lawdragon provides free online editorial features and news, as well as guides to top US lawyers in different practice areas based on their work from the past year. This year’s list includes various geographic markets.

Mr. Bailey is the managing partner of Bracewell’s Dallas office, as well as a member of the firm’s management committee. He represents developers, borrowers, owners and lenders in the development and acquisition of large commercial and industrial projects.

Mr. Roffwarg is the chair of Bracewell’s Real Estate practice in the firm’s Houston office, who counsels clients on property and construction project transactions, including complex midstream oil and gas projects, pipelines and terminals.

Anthony (Tony) Oncidi, co-chair of Proskauer’s Labor & Employment Department, was named a 2024 Top Labor & Employment Lawyer in California by the Daily Journal.

Mr. Oncidi is a partner in Proskauer’s Los Angeles office who heads the West Coast Labor & Employment group. His experience in high-end employment law with nation-wide employers has established him as a trusted advisor and litigator in non-compete covenants and whistleblower claims.

The Daily Journal is a nationwide corporation which provides attorneys with up-to-date information and news that they require for their practice, including webinars, legal notices, quizzes and resources.

Moore & Van Allen announced that their Patent practice group was ranked in top categories in 2024 Patent Bots Patent Quality Rankings, including as a Top 10 firm in networking, multiplexing, cable and security.

Patent Bots offers patent-specific machine-learning tools and interfaces, with the rankings being made from evaluations over the year of issued patents.

Moore & Van Allen’s team offers a wide range of patent services, such as prosecution and validity options. They also assist clients with due diligence review, litigation, research and development agreements and management and development of patent portfolios.

DEI and Women in Law

Corporate Counsel recognized Amber Rogers, hiring partner of Hunton Andrews Kurth’s Dallas office and a member of the firm’s executive committee, with a 2024 Women, Influence & Power in Law Award.

Corporate Counsel will celebrate Ms. Rogers’ Collaborative Leadership award, designated for women leaders and allies demonstrating commitment to advancing and empowering women in law, on September 24 at the Women, Influence & Power in Law Conference in Chicago.

Massachusetts Lawyers Weekly awarded CMBG3 Law the 2024 Empowering Women award, bestowed on law firms exhibiting strong commitment and support for women attorneys in Massachusetts.

As a majority women-owned law firm since its inception, CMBG3 Law continues its dedication to empowering women attorneys. Over half of the firm’s professionals are women and women comprise over 80% of the firm’s Senior Leadership Team.

Erin Toomey, partner at Foley & Lardner LLP, was acclaimed as one of Michigan Lawyers Weekly‘s Influential Women of Law. The Influential Women of Law awards honor women attorneys for excellence in work, commitment to community and service to the profession.

Ms. Toomey is a partner in the firm’s Government Procurement and Government Solutions Practices, where she helps businesses minimize their risk and maximize their recovery in government contracting.

Daniel Attaway, partner at Womble Bond Dickinson, took part in the Moments to Movements Hackathon. The Hackathon, hosted by Diversity Lab, is a “shark-tank style pitch competition” that meets to solve some of the most challenging DEI issues facing the legal industry.

Mr. Attaway practices life sciences and pharmaceutical law, representing clients in patent litigation and trade secrets. He also serves on the firm’s diversity committee and is co-chair of the firm’s IP content committee.

Copyright ©2024 National Law Forum, LLC

by: The National Law Review of The National Law Review / The National Law Forum LLC – NLR

For more news on Legal Industry News Updates, visit the NLR Law Office Management section.