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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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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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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:

Will Anderson, Houston – Capital Markets and M&A, Especially Energy
Molly E. Butkus, Houston – Infrastructure Development & Finance, Especially Energy
W. Cleland Dade, Houston – Corporate & Securities, Especially Energy
Hans P. Dyke, Washington, DC – Energy Regulatory, Transactions, Finance
Todd W. Eckland, New York – Capital Markets, Especially Energy
Lytch T. Gutmann, Houston – Corporate & Securities, Especially Energy
Troy L. Harder, Houston – Corporate & Securities, Especially Energy
Ryan S. Holcomb, Houston – Corporate & Securities and Private Equity, Especially Energy
Catherine Hood, New York – Corporate & Securities, Especially Energy
Jason M. Jean, Houston – Corporate & Securities and Private Equity, Especially Energy
Austin T. Lee, Houston – Corporate & Securities and Private Equity, Especially Energy
Parker A. Lee, New York – Energy & Infrastructure, M&A, Development
James “JJ” McAnelly III, Houston – Corporate & Securities and Private Equity, Especially Energy
Derek A. B. Speck, Houston – Corporate & Securities, Especially Energy
Charles H. Still Jr., Houston – Corporate & Securities, Especially Energy
J. Anthony Terrell, New York – Corporate & Securities, Especially Energy
Thomas M. Tomlinson, Houston – Project Finance, Especially Energy
Danielle M. Varnell, Washington, DC – Energy M&A

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:

Stephen E. Gruendel, co-head of financial restructuring
Hillary B. Crabtree, financial restructuring member
Sangwan “Sonny” Ha, financial services member
Carolyn P. Meade, corporate member
Sierra H. Lyda, corporate associate
Max Neumann, corporate associate

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.

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:

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.
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.
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.
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.

“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!

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:

Jim Collura – Houston
Richard H. Monk III – Birmingham
Lauren G. Raines – Tampa

The new practice group leaders are:

Laura G. Hester – Real Estate
Scarlett Singleton Nokes – Government Enforcement & Investigations
John P. Rodgers – Labor & Employment

“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.

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.

June 2024 Legal Industry News Updates: Law Firm Hiring and Expansion, Industry Awards and Recognition

Welcome back to another edition of our legal industry news roundup, and happy summer from the whole team at the National Law Review! Please read below for the latest in law firm hiring and expansion news and key industry awards and recognition.

Law Firm Hiring and Expansion

Bradley Arant Boult Cummings’ Atlanta office continues to grow with the addition of partners Jeff S. Luechtefeld, John Nail and Sean R. Gannon, senior attorney Gabriella Cole and associate Jessica R. Stephan as members of the firm’s Tax Practice Group. The firm’s Atlanta office has more than doubled in size since it was established in May 2023.

Mr. Luechtefeld earned his LL.M. in Taxation from the University of Florida Levin College of Law, his J.D. from the University of Missouri Columbia School of Law and his B.S. in Finance from Missouri State University. Mr. Nail earned his J.D. (cum laude) at Wake Forest University School of Law and his B.S. from the College of Charleston. Mr. Gannon earned his LL.M. in Taxation at the University of Florida Levin College of Law, his J.D. from Western Michigan University Thomas M. Cooley Law School and his B.A. from Michigan State University. The new partners represent Fortune 500 companies, closely held businesses and high-net-worth individuals in IRS examinations, appeals and litigation, as well as other tax issues.

Ms. Cole received her J.D. from the University of Houston Law Center, her M.B.A. from the University of Houston C.T. Bauer College of Business and her B.S. (magna cum laude) from Kennesaw State University. Her practice focuses on tax controversy law and representing corporations and individuals against the IRS and state departments throughout the audit, administrative appeals and litigation processes.

Ms. Stephan received her J.D. from the University of Southern California Gould School of Law, an LL.M. in Taxation from the University of Florida Levin College of Law and a B.B.A. (summa cum laude) in Finance from Mississippi State University. She advises partnerships, corporations and individuals in federal and state tax disputes.

Bradley Atlanta office managing partner Sidney S. Welch welcomed the new members of the Tax Practice Group: “We are delighted that this group of highly accomplished tax controversy attorneys is joining the firm. Their significant litigation experience and deep understanding of the IRS allows them to offer strategic solutions for our clients. The addition of these attorneys also strengthens and enhances Bradley’s federal tax controversy capabilities, as well as being synergistic with the firm’s government enforcement and investigations work. The Atlanta office is continuing our growth strategy with tremendous legal talent, and we look forward to their collaboration.”

ArentFox Schiff announced the addition of 17 members to the firm’s Technology, Life Sciences, Intellectual Property and Complex Litigation services in the Boston office. With these new additions, the firm’s Boston office has grown by more than 40% in 2024.

New additions to the IP team include partners Joseph M. Maraia, Dr. Daniel W. Clarke, Christopher Carroll, Laura L. Carroll, Brooke A. Penrose, Paul A. Pysher and Howard J. Susser; counsel Shawn P. Foley, Bruce D. Jobse and Joseph P. Quinn; and six associates and patent agents. Litigation partner Shepard Davidson has also joined ArentFox Schiff and will continue to focus his practice on complex business torts and contract claims. Among these new firm members are a former patent examiner, a master electrician and a molecular microbiology Ph.D., all of whom offer unique insights to clients in specialized and technical industries.

“ArentFox Schiff has long had a preeminent IP practice, and one of our strategic goals was to further expand this in Boston with a focus on life sciences, patent, litigation, trademark, and general IP services,” said chairman Anthony V. Lupo. “Adding this talented team helps us accomplish that goal. This group’s clients also fit strategically into our industry approach to the business of law, and based on our prior success with laterals and groups, we anticipate a number of opportunities to significantly grow revenue.”

“Thanks to its many leading universities, research institutions, and cutting-edge companies, the Boston area continues to be a hub for innovation that demands top-tier IP services,” added Boston managing partner David M. Barbash. “Adding this highly respected group of attorneys will offer immense benefits to our clients in New England and across the country as they grow their businesses.”

Varnum formed a Health Care Artificial Intelligence (AI) Task Force focused on the use of AI technologies and machine learning in the health care industry. The Health Care AI Task Force consists of attorneys with particular expertise in health care law, data privacy and AI technologies, and is led by four partners who regularly advise health care clients on regulatory compliance and counsel large corporations on innovative technologies and privacy regulations.

The goal of the task force is to help health care organizations protect sensitive patient data and maintain high clinical standards through advising on AI integration, promoting privacy and data security, assisting in policy development and fostering risk management.

Sarah Wixson, who co-chairs Varnum’s Health Care Practice Team, noted the increasing importance of AI for health practitioners.

“As AI continues to evolve, it is crucial for health care providers to stay ahead of the curve by understanding and adhering to the legal frameworks that govern these technologies,” Ms. Wixson said. “Our task force is committed to helping our clients navigate this complex landscape.”

“Our goal is to provide our clients with the guidance they need to adopt AI technologies,” said data privacy attorney Jeff Stefan. “We are helping clients leverage the power of these revolutionary advancements and avoid their equally significant risks.

Manatt, Phelps & Phillips, LLP expanded their New York office with the addition of financial services partner Mike Katz. With significant experience in crypto, payments, emerging company and venture capital, Mr. Katz will expand Manatt’s blockchain capabilities.

Mr. Katz is a strategic adviser to emerging growth companies and investors and a counsel to tech companies and venture funds. He provides advice to startups and venture capital funds to navigate overlapping corporate and regulatory issues. He earned his J.D. from Columbia Law School and his B.A. from the University of Pennsylvania.

“As I have seen firsthand, Manatt’s interdisciplinary and entrepreneurial approach to client service is extremely effective, and I am excited to join this team to help with leading the expansion of the Firm’s blockchain capabilities and support our clients across all aspects of financial services and venture capital,” said Mr. Katz. “Innovation-focused companies and investors are at the forefront of my practice every day, and Manatt is the perfect platform for me to bring experience to bear for clients across the Firm. I look forward to leveraging my varied in-house, corporate and regulatory skills to further enhance the Firm’s reputation as the go-to adviser for companies at the frontlines of innovation.”

Legal Industry Awards and Recognition

The 2024 Chambers USA Guide recognized Greenberg Traurig’s Data Privacy & Cybersecurity Practice in Band 1 for Nationwide Privacy & Data Security: Highly Regarded for the fourth year in a row. The guide’s “Privacy & Data Security: Privacy” category also recognized shareholders Liz Harding and David A. Zetoony, co-chair of the U.S. Data Privacy & Cybersecurity Practice.

Chambers and Partners selects attorneys and practices for the guide based on thousands of interviews with practicing lawyers and clients on a global scale. Chambers USA provides legal data and analytics to inform buyers of legal services of the top lawyers and law firms in the United States. Overall, the 2024 Chambers USA Guide recognized 273 Greenberg Traurig attorneys.

Claire Weglarz, partner at Womble Bond Dickinson, was elected to the Board of Directors of Trial Attorneys of America, a group of private practice attorneys and corporate counsel focused on the defense of products liability litigation. Membership in Trial Attorneys of America is by invitation only and is based on the recommendation of a member.

Ms. Weglarz is a member of Womble Bond Dickinson’s Product Liability Litigation team in the firm’s Los Angeles office. She represents energy, chemicals, manufacturing, automotive and consumer goods industry clients, and is involved in high-risk litigation on cases involving product liability, premises liability, environmental claims and toxic exposures to chemicals.

Chambers USA and The Legal 500 US recognized Andrea (Andie) S. Kramer in their 2024 nationwide rankings of leading tax lawyers. Specifically, Chambers USA included Ms. Kramer as a top tax and derivatives lawyer, and she was one of only four lawyers named to The Legal 500 Hall of Fame for Tax, Financial Products in the United States for 2024.

Ms. Kramer is a solo practitioner providing integrated legal counsel on regulatory, governance, commercial and tax matters to her clients.

“Each year, Chambers and Partners and The Legal 500 conduct unbiased research on lawyers around the world—and their independence encourages us all to be better,” said Ms. Kramer. “It has been a strong, productive, and interesting 18 months for ASKramer Law—and our clients and colleagues have gone the extra mile with these ranking agencies to underscore our commitment to legal excellence and great service.”

BTI Consulting Group’s 2024 report recognized Jackson Lewis P.C. attorneys Stephanie Adler-Paindiris, Ross M. Gardner and Alessandro “Alex” G. Villanella as Client Service All-Stars. Attorneys are named as Client Service All-Stars for their client service excellence and commitment to fulfilling their clients’ needs. The BTI Client Service All-Stars list is based on feedback gathered from over 350 in-depth, confidential and unsolicited interviews.

Ms. Adler-Paindiris is a principal in the firm’s Orlando office, a member of the firm’s Board of Directors and co-leader of the firm’s Litigation group. She defends class and collective actions on behalf of employers and counsels clients on workplace challenges. Mr. Gardner is a principal in the firm’s Omaha office who represents management throughout traditional labor law and related litigation. Mr. Villanella is a principal in the firm’s Long Island office, whose practice focuses on collective bargaining, labor arbitration, contract administration and representation and unfair labor practice proceedings before the National Labor Relations Board.

“Stephanie, Ross and Alex are true champions of problem-solving for our clients,” said firm chair Kevin Lauri. “They understand exactly what clients need and effortlessly craft solutions that tackle immediate issues and safeguard against future challenges. They uphold the firm’s client service standards to the highest degree, and the entire firm congratulates them on this accomplishment.”

Chaikin, Sherman, Cammarata & Siegel, P.C. partner Allan M. Siegel was awarded the 2024 Trial Lawyer of the Year Award by the Trial Lawyers Association of Metropolitan Washington, D.C. He received this honor at the association’s Annual Awards Dinner at Nationals Park in Washington, D.C.

Mr. Siegel graduated magna cum laude in from The George Washington University and earned his J.D. from The George Washington University’s National Law Center. His practice is centered on personal injury cases related to automobile and commercial vehicle negligence, premises liability and medical malpractice. He is board-certified in civil trial law by the National Board of Trial Advocacy, an honor held by only 3% of attorneys in the United States.

Junk Science or Relevant Evidence: Supreme Court Says Experts May Now Aid in Determining Criminal Intent

In criminal cases, oftentimes the most significant element in dispute is whether the defendant harbored the intent to “knowingly” or “willfully” violate the criminal law at issue. If the defendant denies that he knew what he was doing was illegal, the government must prove beyond a reasonable doubt that the defendant had the required mens rea — or mental state — to violate the law. The government does this by presenting circumstantial evidence that it argues supports a reasonable inference that the defendant had the required mental state to violate the law. And defense lawyers test that evidence largely on cross examination and by presenting counterevidence.

The more complicated the law — think tax, securities, or federal election conduit contribution laws — the riskier it is that a person can be held criminally liable for what seemed like innocent or at least not illegal conduct. In these cases, experts may be called to testify about how a certain industry or regulatory regime is structured or how it operates, and the parties can argue to the jury whether the facts of the case circumstantially prove the reasonable inference that the defendant knowingly or willfully violated a criminal law related to that industry or regulatory regime. But Federal Rule of Evidence 704(b) prohibits an expert from stating an opinion about whether a criminal defendant “did or did not have the mental state or condition that constitutes an element of the crime charged or of a defense. Those matters are for the trier of fact alone.” FRE 704(b) was adopted in response to President Ronald Reagan’s shooter, John Hinkley, being found not guilty by reason of insanity after competing experts offered opinions on the ultimate issue of Hinkley’s sanity. So FRE 704(b) now requires that a jury alone must decide whether the defendant intended to commit a crime. And the answer to this question is often the difference between freedom or years in prison.

In Diaz v. United States, ___ S. Ct. ___, 2024 WL 3056012 (June 20, 2024), the U.S. Supreme Court ruled that FRE 704(b) does not preclude expert testimony about the likelihood that the defendant intended to commit a crime based on the defendant’s membership in a particular group. Diaz was charged with “knowingly” transporting drugs across the U.S.-Mexican border. She argued the “blind mule” defense: she did not know there were drugs in the car, therefore she did not knowingly transport them. The government called as an expert a Homeland Security Investigations Special Agent to testify that “in most circumstances, the driver knows they are hired to take drugs from point A to point B.” The Agent said that drug-trafficking organizations would expose themselves to too much risk by using unknowing couriers. The Agent admitted on cross examination that he was not involved in Diaz’s case, and that drug-trafficking organizations sometimes use unknowing couriers. The jury found Diaz guilty and she was sentenced to 84 months in prison.

Diaz argued that the Agent’s expert testimony violated FRE 704(b)’s proscription of expert’s providing opinions about whether a defendant did or did not have the required state of mind to violate the law. The Court affirmed the Ninth Circuit’s opinion that the Agent’s expert testimony did not violate FRE 704(b) because the expert “did not express an opinion about whether Diaz herself knowingly transported [drugs].” Instead, he testified that “most” drug couriers know they are hired to drive drugs from point A to point B. “That opinion does not necessarily describe Diaz’s mental state. After all, Diaz may or may not be like most drug couriers.” The Court acknowledged that it would have violated Rule 704(b) if the Agent had testified that “all” drug couriers know they are transporting drugs, since Diaz would be included in that drug courier group thus making it an opinion about Diaz’s mental state.

The Court said that FRE 704(b) only proscribes expert opinions “in a criminal case that are about a particular person (‘the defendant’) and a particular ultimate issue (whether the defendant has ‘a mental state or condition’ that is ‘an element of the crime charged or of a defense.’).” Because the Agent “did not give an opinion ‘about whether’ Diaz herself ‘did or did not have a mental state or condition that constitutes an element of the crime charged or of a defense,’ his testimony did not violate Rule 704(b).”

In her concurrence, Justice Ketanji Brown Jackson inferred that “what’s good for the goose is good for the gander” when she wrote that criminal defendants were now free to offer expert testimony “‘on the likelihood’ that the defendant had a particular mental state, ‘based on the defendant’s membership in a particular group.’” For example, “Diaz could have offered expert testimony on the prevalence and characteristics of unknowing drug couriers.” Justice Jackson said that the Diaz opinion will now allow psychiatrists to testify as experts “to tell the jury that when people with schizophrenia as severe as a defendant’s commit acts of violence, it is generally because they do not appreciate the wrongfulness of their conduct.” This would not create a “spectacle of dueling experts on the defendant’s mental state,” Justice Jackson wrote, but instead “could help jurors better understand a defendant’s condition and thereby call into question a mens rea that might otherwise be too easily assumed…given the biases, stereotypes, and uneven knowledge that many people have about mental health conditions.”

Justice Neil Gorsuch wrote a terse dissent that was joined by Justices Sonia Sotomayor and Elena Kagan. The dissent said the Agent’s probabilistic assessment that “most” couriers know they are transporting drugs violated FRE 704(b) because it was a statement “about whether the defendant” had a “mental state . . . that constitutes an element of the crime charged.” The word “about” is defined as “concerning, regarding, with regard to, with reference to; in the matter of.” And according to the dissent, expert testimony about what most drug couriers know was testimony about the likelihood of what Diaz knew. Justice Gorsuch warned of “warring experts” on the issue of a defendant’s intent, which he says will make the criminal justice system less reliable as lawyers may try and find probabilistic expert opinions on intent rather than doing the hard work of gathering circumstantial evidence and arguing about what that evidence reasonably infers about a defendant’s intent.

How to Achieve and Improve Chambers Rankings: A Comprehensive Guide for Law Firms

For law firms and lawyers, a Chambers & Partners ranking is an influential badge of recognition, signifying a firm’s expertise, professionalism and client service. While many firms submit basic information and lackluster, dull matter descriptions, you can distinguish your firm and its lawyers by creating strategic and compelling submissions. Achieving a coveted Chambers ranking requires more than just excellent legal work; it also requires a thoughtful approach. Here’s a guide to crafting a winning Chambers submission.

Understand the Criteria: Before you start writing, familiarize yourself with Chambers’ assessment criteria. Understand what they’re looking for in terms of client service, commercial vision, diligence, value for money and depth of expertise. Knowing these criteria will help you tailor your submission to highlight the most relevant aspects of your practice.
Be Precise and Relevant: Chambers researchers read countless submissions, so it’s crucial that yours stands out by being clear and concise. Avoid legal jargon and ensure that the information is directly relevant to the category for which you’re applying. Use straightforward language to convey your firm’s strengths and achievements.
Highlight Key Matters: Showcase cases that best demonstrate your firm’s expertise and accomplishments. Include a brief description of each matter, outlining the challenge, your approach and the outcome. Ensure client confidentiality by anonymizing sensitive information. Highlighting landmark cases or those involving significant complexities can make your submission more compelling.
Demonstrate Consistency: It’s not just about one-off successes. Show that your firm and its lawyers (especially those ones you are putting forth in the submission) consistently deliver results. Highlight any repeat business or long-term clients as evidence of sustained excellence. Consistency in performance and client satisfaction can significantly boost your submission’s strength.
Showcase Your Team: Highlight key individuals in your team, detailing their specific contributions, skills, and expertise. Chambers rankings often spotlight individual lawyers within specific practice areas and jurisdictions. Highlighting the strengths of your team members in the introduction sections and matter write-ups can enhance your overall submission. By showcasing the standout qualities and achievements of individual lawyers, you can provide a comprehensive picture of your firm’s capabilities.
Proofread and Review: Ensure that your submission is polished and free of errors. Consider having multiple team members review the document for clarity, accuracy and impact. A well-reviewed submission is likely to be more persuasive and professional.
Follow Submission Guidelines: Adhere strictly to guidelines and parameters provided by Chambers. This includes word limits, format specifications, number of matters submitted, firm demographic information and of course, deadlines.
Be Visible in Your Industry: Feedback from peers is a significant part of the Chambers research process. Staying visible in your industry is crucial. Attend and speak at industry conferences, publish articles and thought leadership pieces, and participate in relevant legal associations and groups. Engaging in these activities not only enhances your visibility but also positions you as an expert in your field, making it more likely that your peers will provide positive feedback during the Chambers research process.
Group Matters Around Common Themes: Highlighting your expertise in specific legal areas or developments can strengthen your submission. Group similar cases or matters under common themes or practices, such as recent legal developments or industry trends. This approach showcases your depth of knowledge and specialized skills, helping researchers and clients see the broader impact of your work.

Key Tips for Strong Matter Descriptions

Client Anonymity: Ensure you maintain the confidentiality of your clients unless you have explicit permission to name them. Use generic terms like “a major pharmaceutical company” or “a leading financial institution.”
Start with Key Points: Begin with a crisp, one-line summary that captures the essence of the matter to grab attention immediately.
Detail the Complexity or Significance: Highlight why the matter was particularly challenging or important, such as involving multiple jurisdictions or being precedent-setting.
Role of the Firm: Clearly describe the role your firm played, whether as lead counsel or in a supporting role.
Legal Expertise: Specify the areas of law involved, showcasing the breadth and depth of your firm’s expertise.
Outcome: Briefly describe the outcome, especially if it was favorable for your client, but avoid exaggerations.
Value Add: Highlight any additional value your firm provided, such as achieving a swift resolution or reducing potential costs.
Avoid Jargon: While the description should display expertise, avoid overly technical language that might alienate readers unfamiliar with specific legal terms.
Proofread: Ensure there are no grammatical or factual errors, and that the description is polished and professional.
Feedback: Consider getting feedback from colleagues or other professionals to ensure clarity and effectiveness before submitting the description.

How to Get a Lawyer Ranked in Chambers

To get a lawyer ranked in Chambers, focus on the following steps:

Highlight Individual Achievements: In your submission, emphasize the individual lawyer’s key cases, leadership roles and contributions to significant matters. Detail their specific impact and success in these cases.
Client Testimonials: Secure and include strong client testimonials that speak to the lawyer’s expertise, client service and successful outcomes.
Peer Recognition: Ensure the lawyer is visible within the industry through speaking engagements, publications and participation in professional associations. Peer recognition can significantly influence Chambers’ evaluation.
Detailed and Relevant Information: Provide comprehensive and relevant information in the submission, avoiding generic descriptions. Specifics about the lawyer’s contributions and successes will make the submission stand out.
Peer Relationships: Building and maintaining strong peer relationships is essential. Make time for networking, assisting colleagues, and being active in legal communities. Helping others and being a visible, active participant in your industry can lead to positive peer reviews, which are crucial for Chambers rankings.

How Lawyers Can Move Up in Chambers Rankings

To help a lawyer move up in Chambers rankings, consider these strategies:

Consistent Excellence: Demonstrate sustained excellence by highlighting repeat business and long-term client relationships. Show how the lawyer consistently delivers high-quality results.
Professional Development: Encourage continuous professional development and involvement in high-profile matters or industry-leading initiatives. This demonstrates ongoing growth and expertise.
Enhanced Visibility: Increase the lawyer’s visibility through strategic marketing, including thought leadership articles, media appearances and active participation in relevant industry events.
Feedback and Improvement: Utilize feedback from previous Chambers submissions and the Chambers Confidential report to identify areas for improvement. Make necessary adjustments to strengthen future submissions.

Key Takeaways for Crafting a Winning Chambers Submission

A Chambers submission is more than just any other award submission; it’s an opportunity to showcase your firm’s achievements, expertise and dedication to client service. Be concise, relevant and honest in your approach. Tailor your submission to reflect both the category(ies) to which you’re applying and the unique strengths of your firm and its lawyers. Attention to detail, from adhering to guidelines to proofreading, can make the difference between a good submission and a winning one.

Crafting a standout Chambers submission requires effort, but the potential rewards, in terms of recognition and business development, are well worth the investment.

For more on Chambers submission best practices, take a look at these articles:

6 Strategies for Recruiting Top Legal Talent

Recruiting top-tier legal talent is not merely a goal but a necessity for sustained success. Whether your firm is planning to strengthen expertise in niche practice areas or expand the firm’s capabilities, attracting and retaining adequate talent is one of the most critical aspects of the strategic planning process. However, the process of sourcing attorneys can be complex, requiring a multifaceted approach that taps into various channels and recruiting strategies. Your search must be thorough when looking for the best person for the job. Whether you lead a boutique law firm or a multinational megafirm, you must know all your options for locating your next, best hire. If you are curious about your options, we have you covered!

Here is Performlaw’s list of the top 6 ways to source and legal talent.

Law School Recruiting

SUMMER ASSOCIATE PROGRAMS

Summer associate programs offer a structured platform for law firms to evaluate and engage with prospective hires. Law firms typically offer summer associate programs to law students between their second and third years of law school. These programs provide students with hands-on experience working in law firms to develop the fundamental skills for success as an associate. The skills summer associates typically focus on developing include legal research, drafting documents, and participating in client meetings and negotiations. Summer associates often rotate through different practice areas within the firm to gain exposure to various areas of law.

These programs are a win-win because they allow firms to evaluate potential future hires and allow students to assess whether they are a good fit for the firm and the practice area(s) in general. Having a summer associate program in place in your firm is a classic recruiting strategy that is a surefire way for law firms that want to grow and/or prepare for longevity in the industry.

Where you recruit matters! Many firms stick to Law Schools in their personal network or those near the physical geography of the firm. This is an excellent choice however, let’s consider how you can optimize your program. It is important to remember that the summer associate program presents the firm with an excellent opportunity to diversify the talent pool. Recruiting from schools that may not be within your typical network could position your firm to pull in fresh perspectives and improve your firm culture. We encourage you to be intentional about diversifying your talent pool! That means creating relationships with Private, State, and HBCU law schools and taking trips to recruiting events! This is especially important for firms who have taken the pledge to be a part of the Mansfield Rule!

NEW GRAD HIRES

Ok, so you have your summer associate program, and it is going well. If you want to grow your firm fast, double down on the new graduate hires! You should also consider recent graduates who have not participated in your summer associate program. Some law firm leaders get nervous about hiring new grads because they fear investing time and money into someone who might leave or underperform. Let’s be real: attrition is something no business owner enjoys, and being perfectly honest, anyone could leave you at any time for any reason; that is the reality of business. The best thing to do is to prepare in advance. Go in understanding that only a fraction of hires will stick around long term, and make peace with it; the key is to prepare your budget in advance with attrition in mind, but do not allow the idea of attrition to pre-defeat you in building your team. If your firm can afford to hire more than you would like to actually retain long-term, you should do it! Once attrition occurs, the firm is less likely to be unable to produce.

Recent graduates often bring fresh perspectives, cutting-edge legal knowledge, and a strong work ethic to the table. Their recent immersion in legal academia equips them with an up-to-date understanding of evolving legal principles and practices. Moreover, recent graduates tend to be highly adaptable, eager to learn, and open to guidance, making them valuable assets to any law firm; investing in their development can yield long-term benefits. By providing mentorship, training, and opportunities for growth, law firms can foster loyalty and retention, nurturing young talent into seasoned legal professionals who contribute significantly to the firm’s success.

Aside from funneling talent through your summer associate program, participating in on-campus recruiting events, job fairs, and networking sessions can facilitate connections with graduating students seeking entry-level positions. Offering competitive compensation packages, professional development opportunities, and flexible work models can incentivize graduates to choose your firm over competitors. Remember, don’t limit your firm to only choosing recruits from the top of the class. We urge you to broaden your perspective and challenge your firm to cultivate talent through your leadership and mentorship!

Professional Legal Recruiting Services

Sometimes, you really don’t have the capacity or team to build out an entire summer associate program, or maybe you just really need a lateral hire, or perhaps you just prefer that a recruiting specialist handles the sourcing and recruiting for your firm. This is where legal recruiters come into play. Legal recruiters specialize in the legal industry and possess a deep understanding of its nuances, including the specific skills, qualifications, and experience required for various roles. This expertise allows them to efficiently identify candidates who not only meet the basic job requirements but also possess the desired cultural fit and potential for long-term success within the firm. By leveraging their industry knowledge and extensive networks, legal recruiters can save law firms significant time and resources in the hiring process.

Additionally, legal recruiters can provide valuable insights and guidance throughout the hiring process, from refining job descriptions to navigating salary negotiations, streamlining the entire recruitment journey, and reducing the risk of costly hiring mistakes. Also, legal recruiters offer a level of discretion and confidentiality that can be necessary when making hiring and onboarding moves in the competitive legal market. Confidentiality is often desired for both law firms and candidates, particularly when it comes to exploring new career opportunities or replacing existing positions. Legal recruiters understand the importance of discretion and can maintain confidentiality throughout the recruitment process, protecting the reputations and interests of both parties involved. This ensures that sensitive information remains secure and minimizes the potential for any disruptions or conflicts that could arise from a publicized job search.

We suggest using legal recruiters when you seek a lateral attorney or an attorney with a specialized skill set. Legal recruiters can expedite the recruitment process while ensuring the quality of hires. Of course, nothing worth having comes free, legal recruiters typically get paid through a contingency fee or a retained fee model. In a contingency fee arrangement, the recruiter is compensated only if they successfully place a candidate with the law firm, usually receiving a percentage of the candidate’s first-year salary. Alternatively, in a retained fee model, the law firm pays the recruiter upfront to conduct a thorough search for suitable candidates, regardless of whether a hire is made, with the fee often being a portion of the anticipated salary for the position. The specific payment structure may vary depending on the agreement between the law firm and the legal recruiter.

Firm Website Careers Section

A well-curated careers section on the firm’s website serves as a primary point of contact for prospective candidates. Clear and comprehensive job postings detailing roles, responsibilities, and qualifications can attract qualified applicants. Additionally, showcasing the firm’s culture, values, and employee testimonials can resonate with potential candidates, fostering interest in joining the team.

Moreover, leveraging the careers section of the firm’s website as a platform for thought leadership can further enhance its effectiveness in attorney recruitment. Publishing blog posts, articles, or case studies that highlight the firm’s expertise in specific practice areas not only demonstrates its legal prowess but also serves as a magnet for top legal talent seeking opportunities for professional growth and development. Positioning the firm as a thought leader within the legal industry can attract candidates who are not only interested in the job but also in contributing to and learning from a team of experts.

Furthermore, the careers section can be utilized to provide insights into the firm’s career progression paths and professional development opportunities. Offering information about mentorship programs, continuing education initiatives, and opportunities for advancement can appeal to ambitious candidates who are looking to build long-term careers within the firm. Clear pathways for career growth not only attract talented individuals but also contribute to employee retention by demonstrating the firm’s commitment to investing in the success and fulfillment of its legal professionals. In essence, the careers section of the firm’s website serves as more than just a job board; it’s a window into the firm’s culture, values, expertise, and opportunities for professional advancement, making it a powerful tool for attorney recruitment and retention.

Networking:

To optimize networking efforts in attorney recruiting, it’s essential to approach these interactions with a strategic mindset and genuine interest in building meaningful connections. While attending legal industry events, bar association meetings, and alumni gatherings, it’s important to engage with attendees rather than simply collecting business cards actively. Taking the time to listen to others, ask thoughtful questions, and share insights about the firm’s culture and opportunities can leave a lasting impression and lay the foundation for fruitful relationships. Additionally, participating in panel discussions, speaking engagements, or hosting informational sessions can further showcase the firm’s expertise and provide valuable networking opportunities.

In addition to attending organized events, cultivating relationships with legal professionals, alumni networks, and referral sources on an ongoing basis is crucial. Regular communication through personalized emails, phone calls, or coffee meetings can help nurture these connections and keep the firm top of mind when potential opportunities arise. Building rapport with individuals who may not be actively seeking employment but are well-connected within the legal community can also lead to valuable candidate referrals. By investing time and effort into cultivating a robust network of contacts, firms can tap into a diverse pool of talent and gain insights into the ever-evolving talent landscape.

Furthermore, leveraging technology can enhance networking efforts and extend the firm’s reach beyond traditional face-to-face interactions. Utilizing professional networking platforms such as LinkedIn allows firms to connect with legal professionals across geographic boundaries and engage with both active and passive job seekers. Engaging in relevant online discussions, sharing industry insights, and showcasing the firm’s thought leadership can help attract candidates who align with the firm’s values and vision. By integrating online networking with offline efforts, firms can create a comprehensive networking strategy that maximizes their ability to connect with top legal talent.

Job Boards:

To effectively leverage job boards in attorney recruiting, firms must first identify the platforms that best align with their recruitment needs and target candidate demographics. Utilizing reputable job boards tailored to the legal profession, such as Lawjobs, Indeed Legal, and LinkedIn’s Legal Jobs section, ensures that job postings reach a qualified and relevant audience of legal professionals. These platforms offer features that allow firms to narrow down candidate searches based on specific criteria such as experience level, practice areas, and geographic preferences, helping to streamline the recruitment process and target candidates who best fit the role.

Crafting compelling job descriptions is essential to capturing the attention of potential candidates and encouraging them to apply. Job postings should clearly outline the responsibilities, qualifications, and expectations for the role, providing candidates with a comprehensive understanding of the position. Moreover, incorporating elements that highlight the firm’s unique selling points, such as its culture, values, and career development opportunities, can help differentiate the job posting from others and attract top talent. Additionally, leveraging targeted advertising on job boards can increase the visibility of job postings and ensure they are seen by the most relevant candidates. By strategically allocating advertising budget to promote job postings to specific demographics or geographic regions, firms can maximize their reach and attract qualified applicants.

Furthermore, job boards offer valuable insights and analytics that can inform recruitment strategies and optimize the effectiveness of job postings. Tracking metrics such as the number of views, applications received, and applicant demographics can help firms evaluate the success of their job board postings and make data-driven decisions to improve future recruitment efforts. Additionally, job boards may offer features such as applicant tracking systems (ATS) or candidate matching algorithms, which can streamline the recruitment process by organizing applicant data and identifying top candidates based on predefined criteria. By harnessing the capabilities of job boards and leveraging data-driven insights, firms can enhance their recruitment strategies and attract the best legal talent to join their team.

Social Media:

Social media is a great way for law firms to enhance their attorney recruiting efforts by reaching a broader audience and engaging with passive candidates. Establishing and maintaining an active presence on professional networking sites such as LinkedIn, Instagram, TikTok, and Facebook allows firms to showcase their expertise, culture, and career opportunities to a vast network of legal professionals. By regularly updating profiles with engaging content, firms can demonstrate thought leadership within their practice areas, positioning themselves as attractive employers within the legal community.

Sharing thought leadership content on social media platforms showcases the firm’s knowledge and expertise and provides valuable insights into its values and culture. By publishing articles, blog posts, or case studies that demonstrate the firm’s legal acumen and innovative approaches to solving complex legal challenges, firms can attract the attention of passive candidates who may not have been actively seeking job opportunities. Additionally, highlighting firm achievements, such as successful case outcomes, client testimonials, or awards and recognitions, further enhances the firm’s credibility and reputation as an employer of choice.

Active participation in relevant discussions and industry groups on social media platforms can also help firms connect with potential candidates and build relationships within the legal community. By engaging in conversations, offering insights, and providing value to others, firms can establish themselves as trusted sources of information and foster meaningful connections with legal professionals. Moreover, actively responding to inquiries and messages from potential candidates demonstrates responsiveness and accessibility, further strengthening the firm’s reputation and appeal as an employer. By harnessing social media’s power, law firms can amplify their recruiting efforts and attract top legal talent to join their team.

By integrating these strategies, law firms can effectively attract and retain top legal talent, fostering a dynamic and successful legal practice.

Law Firm News and Mergers

Legal Industry Awards and Recognition

DEI and Women in Law

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Work-Life Timelines

Marketing Effectiveness

Attorney Development

Recruiting Effectiveness

Compensation and Incentives

Policy Development

Partnership or Operating Agreements

Equity Transfer Processes

Technology

Trained and Motivated Staff

Implementation

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Law Firm News and Industry Expansion

Legal Industry Awards and Recognition

DEI

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Common Bonus Models for Attorneys

Best Practices for Structuring Attorney Bonuses

Conclusion

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Law Firm Marketing in the Age of AI

So, what’s the impact?

So, is SEO Dead?

Why SEO Still Matters for Law Firms

1. Prospective clients still use search engines

2. Your competitors are ranking in Search

3. AI relies on search engine data

4. AI can’t replace personalized content

5. SEO is more than just “content”

Goodbye AI, hello SEO?

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Law Firm Hiring and Expansion

Legal Industry Awards and Recognition

DEI and Women in Law

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Key Tips for Strong Matter Descriptions

How to Get a Lawyer Ranked in Chambers

How Lawyers Can Move Up in Chambers Rankings

Key Takeaways for Crafting a Winning Chambers Submission

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Law School Recruiting

SUMMER ASSOCIATE PROGRAMS

NEW GRAD HIRES

Professional Legal Recruiting Services

Firm Website Careers Section

Networking:

Job Boards:

Social Media:

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Work-Life Timelines 

Marketing Effectiveness 

Attorney Development 

Recruiting Effectiveness 

Compensation and Incentives 

Policy Development 

Partnership or Operating Agreements 

Equity Transfer Processes 

Technology 

Trained and Motivated Staff 

Implementation 