SALARY GUIDE For the Legal Field

Transcription

1 2015 SALARY GUIDE For the Legal Field

2 Table of Contents From the Chairman... 1 Understanding the Salary Guide... 2 Hiring and Management Trends United States... 3 Salaries for Legal Professionals United States Adjusting Salaries for U.S. Cities Local Variances United States Hiring and Management Trends Canada Salaries for Legal Professionals Canada Adjusting Salaries for Canadian Cities Local Variances Canada Essential Interview Questions Reasons You Should Avoid Making a Counteroffer The Benefits of a Flexible Staffing Structure Working With a Legal Recruiter About Robert Half Legal Office Locations All trademarks contained herein are the property of their respective owners.

3 From the Chairman Dear colleague: Salary isn t the only factor determining your employees satisfaction on the job. But it s certainly one of the most important elements when it comes to recruiting the best people and convincing them to stay on board. It s crucial to ensure the compensation you offer is competitive with that of other firms in your industry and region. For that reason, every organization should periodically benchmark salaries. To help our clients do just that, Robert Half Legal releases a Salary Guide every year, complete with the most up-to-date information and advice on starting compensation for legal professionals, workplace trends and the current hiring outlook. We are pleased to present the 2015 Salary Guide, which forecasts compensation trends across a wide array of positions in the legal profession, based on our research and experience. As you grow and build your workforce this year, I hope you ll find the information in this guide useful. For more about compensation and staffing, please visit our Salary Center at roberthalflegal.com/salary-center. Sincerely, Max Messmer Chairman and CEO 1

4 Understanding the Salary Guide The Robert Half Legal 2015 Salary Guide is the most comprehensive and authoritative resource on projected starting salary and hiring trends in the legal field. It features salary ranges for more than 100 legal services positions. Companies have come to rely on the Salary Guide to set compensation levels for new employees, plan budgets and better understand the hiring climate. The Salary Guide is so highly regarded that the U.S. Department of Labor s Bureau of Labor Statistics has used it when compiling its Occupational Outlook Handbook. The salary figures are based on a range of sources, most notably the thousands of full-time, temporary and project placements that our staffing and recruiting professionals make each year. Our experts work with hiring managers and job seekers daily, which gives us unique, real-world insight into the latest compensation trends. Other sources include: Our frequent surveys of executives and hiring managers throughout North America An in-depth analysis of the hiring environment and an extrapolation of current trends into 2015 Local insights from our staffing and recruiting teams throughout our global branch networks The projected salary ranges for each position reflect starting pay only. Bonuses, incentives and other forms of compensation are not taken into account. The ranges represent national averages and can be adjusted for your market by using the local variance numbers beginning on Page 16 for the United States and Page 26 for Canada. You will also find in the guide a list of must-ask job interview questions; counteroffer guidance; tips on working with legal professionals on a project, temporary or consulting basis; and more hiring and managerial advice. Visit our Salary Center at roberthalflegal.com/salary-center for more information and resources. 2

5 Hiring and Management Trends United States Hiring in the legal field continues to accelerate, spurring competition among law offices for specialized talent. Law firms of all sizes are focused on meeting client demand for legal services and capitalizing on emerging business opportunities in an improving economy. Firms are adding highly skilled legal professionals to expand lucrative practice areas, including corporate and general business, compliance, litigation, intellectual property, and real estate law. In corporate legal departments, general counsel are expanding internal teams to handle more legal matters in-house and also to contain spending on outside counsel. To keep up with the volume of work in today s heavily regulated environment, general counsel are looking for professionals with strong backgrounds in compliance, as well as corporate transactional law and contract administration. In many markets, candidates who meet all requirements for open positions, including specialized skill sets and a stable work history, are receiving multiple employment offers and counteroffers. Employers, intent on hiring the right personnel for their organizations, are finding they must expedite the hiring process to avoid losing high-caliber candidates to competing firms. Retention also is a growing concern, given the costs and challenges associated with replacing team members who possess industry experience and institutional knowledge. While many employers are willing to increase compensation to attract and retain top talent, salaries have not returned to pre-recession levels. To boost recruitment efforts, law firms and companies are offering more benefits that aid work-life balance and professional development, including flexible schedules, telecommuting and subsidized training. Both corporate legal departments and law firms are engaging lawyers, paralegals and support staff on a project basis for major matters involving ediscovery, compliance and large-scale litigation. In addition to helping handle workload spikes, interim professionals often provide specialized expertise that does not exist internally within an organization. 3

6 Hiring and Management Trends United States Skills and Expertise in Demand Lawyers Law firms are recruiting associates with strong business development skills and three to seven-plus years of experience in high-growth practice areas. These professionals are able to assume full caseloads, bring in clients and target new business prospects. In particular, firms seek senior-level attorneys with portable books of business or consulting backgrounds. Corporate legal departments are actively hiring attorneys with previous law firm experience, business law backgrounds and knowledge of their organization s industry or sector. Hiring demand for first-year and newly minted associates has improved slightly but remains modest. Employers are looking for lawyers with specialty experience, stable work histories and proven track records. In addition, hiring managers value candidates who are comfortable with technology and possess exceptional interpersonal skills. Multinational law firms and corporations seek lawyers with international law experience 56% of lawyers said it is challenging for their law firms or companies to find skilled legal professionals today. Source: Survey of 200 lawyers among the largest law firms and corporations in the United States. The survey was commissioned by Robert Half Legal and conducted by an independent research firm. 4

7 Hiring and Management Trends United States Lawyers Identify the Best Retention Incentives for Legal Professionals* Increased compensation or bonus 50% Challenging work or variety of assignments 20% Professional development opportunities 11% Flexible work arrangements 12% *Only the top survey responses are shown. Source: Survey of 200 lawyers among the largest law firms and corporations in the United States. The survey was commissioned by Robert Half Legal and conducted by an independent research firm. and multilingual abilities. As law offices explore new business opportunities, they are on the lookout for patent attorneys with graduate or undergraduate degrees in engineering or other science-related disciplines and associates who possess an MBA or experience in banking and finance. As a result, these professionals are seeing increased job prospects and higher compensation. Given the competitive legal landscape, many law firms are adjusting their law practice management strategies to improve service levels and are placing a premium on associates with proven success managing client relationships. According to research conducted by Robert Half Legal for its annual Future Law Office project, firms are deploying client-facing teams composed of partners, associates and paralegals to establish and fortify relationships and win new business. (To learn more, visit futurelawoffice.com.) 5

8 Hiring and Management Trends United States Paralegals and Legal Support Professionals Law firms are actively hiring paralegals to perform multiple job functions and deliver quality results at cost-effective billing rates for clients. Companies seek paralegals with experience in compliance, contract and lease administration, and ediscovery to support corporate transactions and litigation matters. Paralegals with specialized knowledge and in-demand skill sets are commanding higher starting compensation and receiving multiple offers. Previous law firm experience is highly preferred. Insurance and financial services companies, real estate firms, and healthcare organizations are among the many businesses looking to capitalize on the varied skills of legal assistants. Employers have become more exacting with their requirements and are seeking paralegals with a four-year degree and a certificate of completion from an American Bar Association-approved paralegal education program. While the level of tenure sought by employers varies by market, the need for advanced technical skills is a common denominator. In addition to fluency in Microsoft Office, candidates should be experienced in litigation support, billing and case management software such as Summation, Relativity, TrialDirector and Time Matters and have the ability to learn other legal software platforms. 64% of lawyers said blended or hybrid paralegal/legal secretary positions are more common today than they were two years ago. Source: Survey of 200 lawyers among the largest law firms and corporations in the United States. The survey was commissioned by Robert Half Legal and conducted by an independent research firm. 6

9 Hiring and Management Trends United States Hybrid or blended paralegal/legal secretary roles are growing in popularity as organizations continue to revamp legal support structures and consolidate positions. In fact, formal hybrid paralegal training programs are now available through some paralegal associations and colleges. Legal secretaries are taking on a broader array of duties and supporting more attorneys than ever before. Lawyer-to-legal secretary ratios of five-to-one are not uncommon. For these roles, adaptability, resourcefulness and initiative are essential. Hiring is most active for legal support professionals who possess three to five-plus years of experience in a high-demand practice area. Lawyers Identify the Best Indicators of a Job Candidate s Potential for Success in Their Organizations* 49% Previous work experience or prestige of former law firm/company 21% Referral from current employee or member of network 11% Educational background 4% Work ethic 3% Personality/ability to fit in with others/corporate culture *Only the top survey responses are shown. Source: Survey of 200 lawyers among the largest law firms and corporations in the United States. The survey was commissioned by Robert Half Legal and conducted by an independent research firm. 7

10 Hiring and Management Trends United States In-Demand Practice Areas and Positions Litigation An increase in litigation is fueling demand for skilled litigation experts from document reviewers to nurse paralegals and trial lawyers at many law firms. Legal specialists with backgrounds in insurance defense, medical malpractice, commercial litigation and employment law are in greatest demand. General business and corporate law Legal professionals are needed to support commercial transactions related to renewed business activity, including contract administration, financial reporting, procurement, and more. Compliance also is a high-demand specialty due to federal mandates, such as the Dodd-Frank Act, and various state regulations. Healthcare A tremendous amount of legal work is stemming from compliance activities connected to the Affordable Care Act. Medical providers, insurance companies and government agencies are among the many organizations seeking lawyers and paralegals with in-depth knowledge of the healthcare and pharmaceutical industries. Intellectual property Protecting intellectual property is a priority for all companies, and the need is especially pronounced in the biotechnology and high-tech sectors. Legal departments and boutique law firms are actively hiring paralegals and patent lawyers to assist with patent filings and trademark infringements. Real estate As the economy continues to improve, the commercial and residential real estate markets are rebounding in many areas of the country. Companies and law firms are seeking lawyers and legal support professionals who can provide legal services related to commercial development, residential sales, property management and leasing. 8

11 Hiring and Management Trends United States Lawyers were asked, Which one of the following practice areas will offer the greatest number of job opportunities at your law firm/company in the next two years? Their responses:* 38% Litigation 19% General business/ commercial law 6% Healthcare 13% None/ don t know/ no answer 11% Other 6% Intellectual property 5% Personal/ family law 4% Labor and employment *Total percentage does not equal 100 due to rounding. Source: Survey of 200 lawyers among the largest law firms and corporations in the United States. The survey was commissioned by Robert Half Legal and conducted by an independent research firm. 9

12 Salaries for Legal Professionals United States Lawyer Lawyer (10+ years exp.) Large law firm $ 174,500 - $ 264,250 $ 185,250 - $ 270, % Midsize law firm $ 147,250 - $ 246,750 $ 153,250 - $ 258, % Small/midsize law firm $ 124,750 - $ 179,000 $ 134,000 - $ 184, % Small law firm $ 96,250 - $ 161,500 $ 101,000 - $ 166, % Lawyer (4-9 years exp.) Large law firm $ 150,750 - $ 213,250 $ 157,000 - $ 219, % Midsize law firm $ 124,750 - $ 187,500 $ 130,750 - $ 195, % Small/midsize law firm $ 91,500 - $ 162,250 $ 94,000 - $ 172, % Small law firm $ 71,750 - $ 132,000 $ 74,250 - $ 136, % Lawyer (1-3 years exp.) Large law firm $ 116,500 - $ 152,000 $ 119,000 - $ 156, % Midsize law firm $ 86,000 - $ 123,250 $ 89,250 - $ 126, % Small/midsize law firm $ 66,500 - $ 103,500 $ 68,500 - $ 107, % Small law firm $ 56,500 - $ 90,250 $ 58,500 - $ 92, % First-Year Associate Large law firm $ 110,750 - $ 136,500 $ 113,750 - $ 139, % Midsize law firm $ 78,250 - $ 106,750 $ 79,750 - $ 109, % Small/midsize law firm $ 61,000 - $ 86,250 $ 62,500 - $ 88, % Small law firm $ 53,750 - $ 75,250 $ 54,250 - $ 77, % Legal Management Administrator/Office Manager Large law firm $ 86,250 - $ 145,000 $ 88,500 - $ 148, % Midsize law firm $ 72,500 - $ 105,250 $ 74,250 - $ 108, % Small/midsize law firm $ 61,250 - $ 87,000 $ 63,000 - $ 89, % Small law firm $ 49,250 - $ 68,500 $ 50,500 - $ 70, % Paralegal/Legal Assistant Senior/Supervising Paralegal/Legal Assistant (7+ years exp.) Large law firm $ 64,250 - $ 91,750 $ 66,750 - $ 95, % Midsize law firm $ 62,750 - $ 77,250 $ 64,500 - $ 81, % Small/midsize law firm $ 55,250 - $ 69,750 $ 58,250 - $ 71, % Small law firm $ 48,000 - $ 63,250 $ 49,250 - $ 66, % Law Firm Definitions Large law firm 75+ lawyers Midsize law firm lawyers Small/midsize law firm lawyers Small law firm up to 10 lawyers Company Definitions Large company $250+ million in revenue Midsize company $25 million-$250 million in revenue Small company up to $25 million in revenue 10

13 Salaries for Legal Professionals United States Paralegal/Legal Assistant (continued) Midlevel Paralegal/Legal Assistant (4-6 years exp.) Large law firm $ 56,250 - $ 70,500 $ 59,500 - $ 72, % Midsize law firm $ 54,500 - $ 68,750 $ 55,750 - $ 73, % Small/midsize law firm $ 49,250 - $ 62,500 $ 51,250 - $ 64, % Small law firm $ 42,500 - $ 56,250 $ 43,500 - $ 58, % Junior Paralegal/Legal Assistant (2-3 years exp.) Large law firm $ 42,750 - $ 55,000 $ 43,750 - $ 57, % Midsize law firm $ 41,750 - $ 54,250 $ 42,500 - $ 56, % Small/midsize law firm $ 38,000 - $ 48,750 $ 39,000 - $ 50, % Small law firm $ 35,250 - $ 42,000 $ 36,250 - $ 43, % Case Clerk/Assistant (0-2 years exp.) Large law firm $ 33,250 - $ 43,000 $ 34,000 - $ 44, % Midsize law firm $ 32,250 - $ 42,250 $ 33,250 - $ 42, % Small/midsize law firm $ 30,500 - $ 37,250 $ 31,000 - $ 38, % Small law firm $ 28,750 - $ 33,500 $ 29,500 - $ 34, % Legal Secretary Senior/Executive Legal Secretary (12+ years exp.) Large law firm $ 57,250 - $ 71,750 $ 59,250 - $ 73, % Midsize law firm $ 55,000 - $ 68,750 $ 57,000 - $ 69, % Small/midsize law firm $ 49,500 - $ 63,250 $ 50,750 - $ 64, % Small law firm $ 45,250 - $ 58,500 $ 46,750 - $ 60, % Midlevel Legal Secretary (7-11 years exp.) Large law firm $ 54,750 - $ 66,000 $ 56,000 - $ 67, % Midsize law firm $ 50,250 - $ 63,250 $ 53,250 - $ 63, % Small/midsize law firm $ 45,250 - $ 59,500 $ 47,000 - $ 60, % Small law firm $ 43,500 - $ 54,750 $ 44,500 - $ 56, % Legal Secretary (3-6 years exp.) Large law firm $ 46,250 - $ 60,500 $ 47,750 - $ 61, % Midsize law firm $ 45,500 - $ 55,750 $ 46,000 - $ 57, % Small/midsize law firm $ 42,750 - $ 52,500 $ 43,500 - $ 54, % Small law firm $ 37,250 - $ 47,750 $ 38,750 - $ 48, % Adjusting for Local Markets In each job category, the salary ranges listed represent starting compensation only because hard-to-measure factors, such as seniority and job performance, can affect ongoing pay. Bonuses, incentives and other benefits are not taken into account. The figures on these pages are national averages. To adjust them for your local market, please see Page 15. A Robert Half Legal representative can offer additional assistance in creating compensation packages that are customized to your business and practice area. 11

14 Salaries for Legal Professionals United States Legal Secretary (continued) Junior Legal Secretary (1-2 years exp.) Large law firm $ 37,250 - $ 46,500 $ 38,000 - $ 47, % Midsize law firm $ 36,250 - $ 45,750 $ 37,250 - $ 46, % Small/midsize law firm $ 33,750 - $ 41,250 $ 34,500 - $ 41, % Small law firm $ 31,250 - $ 38,500 $ 31,500 - $ 39, % Legal Specialist Legal Specialist Lease Administrator $ 52,500 - $ 73,750 $ 55,000 - $ 77, % Docket/Calendar Clerk $ 33,500 - $ 50,750 $ 34,250 - $ 51, % Librarian $ 45,750 - $ 72,000 $ 46,500 - $ 73, % File/Records Clerk $ 28,250 - $ 38,750 $ 29,000 - $ 39, % Contract Administration Contract Manager $ 70,750 - $ 111,250 $ 75,000 - $ 116, % Contract Administrator (4+ years exp.) $ 64,500 - $ 105,250 $ 68,750 - $ 109, % Contract Administrator (1-3 years exp.) $ 49,000 - $ 68,750 $ 52,500 - $ 70, % Compliance Administration Compliance Director (10+ years exp.) Compliance Manager (7-9 years exp.) Compliance Analyst (4-6 years exp.) Compliance Analyst (1-3 years exp.) $ 101,750 - $ 129,000 $ 107,000 - $ 135, % $ 86,250 - $ 106,250 $ 91,750 - $ 110, % $ 64,000 - $ 80,750 $ 67,000 - $ 84, % $ 51,250 - $ 68,000 $ 52,500 - $ 71, % Litigation Support Litigation Support Director (10+ years exp.) $ 91,500 - $ 117,750 $ 97,250 - $ 121, % Litigation Support Manager (7-9 years exp.) $ 78,000 - $ 102,500 $ 81,250 - $ 108, % Litigation Support Manager (3-6 years exp.) $ 67,000 - $ 85,750 $ 69,500 - $ 89, % Litigation Support Specialist/ Analyst (1-2 years exp.) $ 50,250 - $ 62,500 $ 53,250 - $ 64, % Document Coder $ 28,000 - $ 38,250 $ 29,000 - $ 39, % Law Firm Definitions Large law firm 75+ lawyers Midsize law firm lawyers Small/midsize law firm lawyers Small law firm up to 10 lawyers Company Definitions Large company $250+ million in revenue Midsize company $25 million-$250 million in revenue Small company up to $25 million in revenue 12

15 Salaries for Legal Professionals United States Corporate Positions (In-House) In-House Counsel In-House Counsel (10+ years exp.) Large company $ 171,750 - $ 245,750 $ 179,000 - $ 251, % Midsize company $ 139,500 - $ 216,000 $ 143,500 - $ 225, % Small company $ 121,500 - $ 176,500 $ 126,250 - $ 181, % In-House Counsel (4-9 years exp.) Large company $ 148,250 - $ 204,500 $ 152,500 - $ 212, % Midsize company $ 129,750 - $ 180,250 $ 132,250 - $ 187, % Small company $ 106,750 - $ 149,500 $ 109,750 - $ 153, % In-House Counsel (0-3 years exp.) Large company $ 118,000 - $ 151,750 $ 121,500 - $ 156, % Midsize company $ 94,500 - $ 129,750 $ 97,750 - $ 132, % Small company $ 79,000 - $ 107,250 $ 81,500 - $ 109, % In-House Paralegal/Legal Assistant Senior/Supervising Paralegal/Legal Assistant (7+ years exp.) Large company $ 69,750 - $ 92,500 $ 71,250 - $ 96, % Midsize company $ 63,500 - $ 83,000 $ 64,750 - $ 86, % Small company $ 59,000 - $ 73,250 $ 60,500 - $ 75, % Midlevel Paralegal/Legal Assistant (4-6 years exp.) Large company $ 56,750 - $ 72,000 $ 58,250 - $ 74, % Midsize company $ 52,500 - $ 64,500 $ 54,500 - $ 66, % Small company $ 49,000 - $ 59,000 $ 50,750 - $ 60, % Junior Paralegal/Legal Assistant (2-3 years exp.) Large company $ 48,000 - $ 57,750 $ 49,250 - $ 59, % Midsize company $ 44,500 - $ 54,250 $ 45,500 - $ 55, % Small company $ 40,750 - $ 49,500 $ 41,250 - $ 51, % Adjusting for Local Markets In each job category, the salary ranges listed represent starting compensation only because hard-to-measure factors, such as seniority and job performance, can affect ongoing pay. Bonuses, incentives and other benefits are not taken into account. The figures on these pages are national averages. To adjust them for your local market, please see Page 15. A Robert Half Legal representative can offer additional assistance in creating compensation packages that are customized to your business and practice area. 13

16 Salaries for Legal Professionals United States In-House Paralegal/Legal Assistant (continued) Case Clerk/Assistant (0-2 years exp.) Large company $ 37,750 - $ 46,250 $ 38,500 - $ 47, % Midsize company $ 35,750 - $ 42,500 $ 36,000 - $ 44, % Small company $ 33,250 - $ 39,250 $ 33,750 - $ 40, % In-House Legal Secretary Senior/Executive Legal Secretary (7+ years exp.) Large company $ 60,500 - $ 75,250 $ 61,250 - $ 77, % Midsize company $ 56,250 - $ 68,500 $ 57,500 - $ 70, % Small company $ 52,000 - $ 63,250 $ 52,750 - $ 64, % Legal Secretary (3-6 years exp.) Large company $ 49,750 - $ 62,500 $ 50,500 - $ 65, % Midsize company $ 46,500 - $ 57,250 $ 46,750 - $ 59, % Small company $ 43,000 - $ 52,750 $ 43,250 - $ 54, % Junior Legal Secretary (1-2 years exp.) Large company $ 42,250 - $ 51,500 $ 43,000 - $ 52, % Midsize company $ 39,250 - $ 48,250 $ 40,000 - $ 49, % Small company $ 36,000 - $ 44,750 $ 36,250 - $ 46, % General Administrative General Administrative Legal Word Processor $ 41,750 - $ 55,000 $ 42,750 - $ 57, % Office Clerk $ 27,500 - $ 38,500 $ 28,000 - $ 39, % Legal Receptionist $ 28,500 - $ 38,750 $ 29,250 - $ 39, % Law Firm Definitions Large law firm 75+ lawyers Midsize law firm lawyers Small/midsize law firm lawyers Small law firm up to 10 lawyers Company Definitions Large company $250+ million in revenue Midsize company $25 million-$250 million in revenue Small company up to $25 million in revenue 14

17 Adjusting Salaries for U.S. Cities The salary ranges provided on the previous pages reflect the national averages for each position. Approximate salary ranges for your market can be calculated using the formula below and local variance numbers for specific cities (see Pages 16-17).* Our list of local variances features data for more than 135 U.S. cities. The average salary index for all U.S. cities is 100. To determine the estimated salary range for a position in your area, follow the process outlined below: Calculating the Local Salary Range Example First-year associate at a small law firm in Boston 1. Locate the position ( first-year associate, small law firm ) on the chart (Page 10) and the city s variance number. (The variance number for Boston is ) 2. Move the decimal point of the variance number two places to the left to create a percentage (1.330). 3. Multiply the low end of the national salary range ($54,250) by the percentage calculated in step two (1.330) to get $72, Repeat step three using the high end of the salary range ($77,500) to get $103, The approximate starting salary range for a first-year associate at a small law firm in Boston is $72,153 to $103,075. The variance numbers should be used as a guide in determining actual compensation. A number of factors including employee benefits, the candidate s skill set and current market conditions can impact starting salaries. Please contact a Robert Half Legal representative for help redefining salary packages to match local conditions. *Source: U.S. Department of Labor s Bureau of Labor Statistics and Robert Half Legal. Note that local variance numbers reflect all industries and are not specific to the legal market. Industry-specific issues, such as in-demand practice area expertise, also may impact salaries in your area. For more information on average starting salaries in your city, contact the Robert Half Legal office nearest you. 15

18 Local Variances United States Alabama Birmingham Huntsville Mobile Arizona Phoenix Tucson Arkansas Fayetteville Little Rock California Fresno Irvine Los Angeles Oakland Ontario Sacramento San Diego San Francisco San Jose Santa Barbara Santa Rosa Stockton Colorado Boulder Colorado Springs Denver Fort Collins Greeley Loveland Pueblo Connecticut Hartford New Haven Stamford Delaware Wilmington District of Columbia Washington Florida Fort Myers Jacksonville Melbourne Miami/ Fort Lauderdale Orlando St. Petersburg Tampa West Palm Beach Georgia Atlanta Macon Savannah Hawaii Honolulu Idaho Boise Illinois Chicago Naperville Rockford Springfield Indiana Fort Wayne Indianapolis Iowa Cedar Rapids Davenport Des Moines Sioux City Waterloo/ Cedar Falls Kansas Kansas City Kentucky Lexington Louisville Louisiana Baton Rouge New Orleans Maine Portland Maryland Baltimore Massachusetts Boston Springfield Michigan Ann Arbor Detroit Grand Rapids Lansing Minnesota Bloomington Duluth Minneapolis Rochester St. Cloud St. Paul

19 Local Variances United States Missouri Kansas City St. Joseph St. Louis Nebraska Lincoln Omaha Nevada Las Vegas Reno New Hampshire Manchester/ Nashua New Jersey Mount Laurel Paramus Princeton Woodbridge New Mexico Albuquerque New York Albany Buffalo Long Island New York Rochester Syracuse North Carolina Charlotte Greensboro Raleigh Ohio Akron Canton Cincinnati Cleveland Columbus Dayton Toledo Youngstown Oklahoma Oklahoma City Tulsa Oregon Portland Pennsylvania Harrisburg Philadelphia Pittsburgh Rhode Island Providence South Carolina Charleston Columbia Greenville Tennessee Chattanooga Cool Springs Knoxville Memphis Nashville Texas Austin Dallas El Paso Fort Worth Houston Midland/Odessa San Antonio Utah Salt Lake City Virginia Norfolk/ Hampton Roads Richmond Tysons Corner Washington Seattle Spokane Wisconsin Appleton Green Bay Madison Milwaukee Waukesha

20 Hiring and Management Trends Canada The legal job market in Canada is expected to see modest gains in the year ahead, with growth in the litigation and corporate law practice areas driving much of the hiring. Many law firms and corporate legal departments are taking a strategic approach when adding headcount. Law firms are looking for midlevel associates and law clerks with highly specialized qualifications to help them grow revenue in niche areas such as litigation, corporate law and commercial real estate. Corporate legal departments are hiring experienced legal professionals who do not require extensive training and can make immediate contributions to rising caseloads. Fifty-one percent of lawyers said it is challenging for their law firms or companies to find skilled legal professionals today.* To attract top talent, employers are offering performance-based and spot bonuses, flexible hours and immediate access to benefits. Regional Differences High-demand practice specialties can vary by city and province. In Ontario, Toronto-area law firms and companies seek applicants with industry expertise in financial services and real estate, for example. Senior-level associates with client contacts in corporate and commercial law are sought by midsize law firms focusing on business development in these areas. Legal professionals with compliance and litigation experience also are finding ample opportunities. Demand for legal expertise in Ottawa has increased, with government, technology and crown corporations fueling much of the hiring activity. Legal professionals with backgrounds in corporate law, litigation, intellectual property, and labor and employment law are highly marketable. Candidates with fluency in both English and French have a hiring advantage at law firms and with government agencies. *Source: Survey of 150 lawyers among the largest law firms and corporations in Canada. The survey was commissioned by Robert Half Legal and conducted by an independent research firm. 18