2015 SALARY GUIDE For the Legal Field
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... 10 Adjusting Salaries for U.S. Cities... 15 Local Variances United States... 16 Hiring and Management Trends Canada... 18 Salaries for Legal Professionals Canada... 21 Adjusting Salaries for Canadian Cities... 26 Local Variances Canada... 26 6 Essential Interview Questions... 27 5 Reasons You Should Avoid Making a Counteroffer... 28 The Benefits of a Flexible Staffing Structure... 29 Working With a Legal Recruiter... 31 About Robert Half Legal... 32 Office Locations... 33 All trademarks contained herein are the property of their respective owners.
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
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
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
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
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
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
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
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
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
Salaries for Legal Professionals United States Lawyer 2014 2015 Lawyer (10+ years exp.) Large law firm $ 174,500 - $ 264,250 $ 185,250 - $ 270,250 3.8% Midsize law firm $ 147,250 - $ 246,750 $ 153,250 - $ 258,750 4.6% Small/midsize law firm $ 124,750 - $ 179,000 $ 134,000 - $ 184,500 4.9% Small law firm $ 96,250 - $ 161,500 $ 101,000 - $ 166,250 3.7% Lawyer (4-9 years exp.) Large law firm $ 150,750 - $ 213,250 $ 157,000 - $ 219,000 3.3% Midsize law firm $ 124,750 - $ 187,500 $ 130,750 - $ 195,500 4.5% Small/midsize law firm $ 91,500 - $ 162,250 $ 94,000 - $ 172,000 4.8% Small law firm $ 71,750 - $ 132,000 $ 74,250 - $ 136,250 3.3% Lawyer (1-3 years exp.) Large law firm $ 116,500 - $ 152,000 $ 119,000 - $ 156,500 2.6% Midsize law firm $ 86,000 - $ 123,250 $ 89,250 - $ 126,500 3.1% Small/midsize law firm $ 66,500 - $ 103,500 $ 68,500 - $ 107,000 3.2% Small law firm $ 56,500 - $ 90,250 $ 58,500 - $ 92,750 3.1% First-Year Associate Large law firm $ 110,750 - $ 136,500 $ 113,750 - $ 139,000 2.2% Midsize law firm $ 78,250 - $ 106,750 $ 79,750 - $ 109,500 2.3% Small/midsize law firm $ 61,000 - $ 86,250 $ 62,500 - $ 88,250 2.4% Small law firm $ 53,750 - $ 75,250 $ 54,250 - $ 77,500 2.1% Legal Management 2014 2015 Administrator/Office Manager Large law firm $ 86,250 - $ 145,000 $ 88,500 - $ 148,250 2.4% Midsize law firm $ 72,500 - $ 105,250 $ 74,250 - $ 108,750 3.0% Small/midsize law firm $ 61,250 - $ 87,000 $ 63,000 - $ 89,500 2.9% Small law firm $ 49,250 - $ 68,500 $ 50,500 - $ 70,250 2.6% Paralegal/Legal Assistant 2014 2015 Senior/Supervising Paralegal/Legal Assistant (7+ years exp.) Large law firm $ 64,250 - $ 91,750 $ 66,750 - $ 95,500 4.0% Midsize law firm $ 62,750 - $ 77,250 $ 64,500 - $ 81,250 4.1% Small/midsize law firm $ 55,250 - $ 69,750 $ 58,250 - $ 71,750 4.0% Small law firm $ 48,000 - $ 63,250 $ 49,250 - $ 66,250 3.8% Law Firm Definitions Large law firm 75+ lawyers Midsize law firm 35-75 lawyers Small/midsize law firm 10-35 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
Salaries for Legal Professionals United States Paralegal/Legal Assistant (continued) 2014 2015 Midlevel Paralegal/Legal Assistant (4-6 years exp.) Large law firm $ 56,250 - $ 70,500 $ 59,500 - $ 72,750 4.3% Midsize law firm $ 54,500 - $ 68,750 $ 55,750 - $ 73,000 4.5% Small/midsize law firm $ 49,250 - $ 62,500 $ 51,250 - $ 64,250 3.4% Small law firm $ 42,500 - $ 56,250 $ 43,500 - $ 58,500 3.3% Junior Paralegal/Legal Assistant (2-3 years exp.) Large law firm $ 42,750 - $ 55,000 $ 43,750 - $ 57,000 3.1% Midsize law firm $ 41,750 - $ 54,250 $ 42,500 - $ 56,750 3.4% Small/midsize law firm $ 38,000 - $ 48,750 $ 39,000 - $ 50,250 2.9% Small law firm $ 35,250 - $ 42,000 $ 36,250 - $ 43,750 3.6% Case Clerk/Assistant (0-2 years exp.) Large law firm $ 33,250 - $ 43,000 $ 34,000 - $ 44,250 2.6% Midsize law firm $ 32,250 - $ 42,250 $ 33,250 - $ 42,750 2.0% Small/midsize law firm $ 30,500 - $ 37,250 $ 31,000 - $ 38,500 2.6% Small law firm $ 28,750 - $ 33,500 $ 29,500 - $ 34,250 2.4% Legal Secretary 2014 2015 Senior/Executive Legal Secretary (12+ years exp.) Large law firm $ 57,250 - $ 71,750 $ 59,250 - $ 73,000 2.5% Midsize law firm $ 55,000 - $ 68,750 $ 57,000 - $ 69,500 2.2% Small/midsize law firm $ 49,500 - $ 63,250 $ 50,750 - $ 64,750 2.4% Small law firm $ 45,250 - $ 58,500 $ 46,750 - $ 60,000 2.9% Midlevel Legal Secretary (7-11 years exp.) Large law firm $ 54,750 - $ 66,000 $ 56,000 - $ 67,750 2.5% Midsize law firm $ 50,250 - $ 63,250 $ 53,250 - $ 63,750 3.1% Small/midsize law firm $ 45,250 - $ 59,500 $ 47,000 - $ 60,250 2.4% Small law firm $ 43,500 - $ 54,750 $ 44,500 - $ 56,000 2.3% Legal Secretary (3-6 years exp.) Large law firm $ 46,250 - $ 60,500 $ 47,750 - $ 61,750 2.6% Midsize law firm $ 45,500 - $ 55,750 $ 46,000 - $ 57,500 2.2% Small/midsize law firm $ 42,750 - $ 52,500 $ 43,500 - $ 54,000 2.4% Small law firm $ 37,250 - $ 47,750 $ 38,750 - $ 48,250 2.4% 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
Salaries for Legal Professionals United States Legal Secretary (continued) 2014 2015 Junior Legal Secretary (1-2 years exp.) Large law firm $ 37,250 - $ 46,500 $ 38,000 - $ 47,750 2.4% Midsize law firm $ 36,250 - $ 45,750 $ 37,250 - $ 46,000 1.5% Small/midsize law firm $ 33,750 - $ 41,250 $ 34,500 - $ 41,750 1.7% Small law firm $ 31,250 - $ 38,500 $ 31,500 - $ 39,500 1.8% Legal Specialist 2014 2015 Legal Specialist Lease Administrator $ 52,500 - $ 73,750 $ 55,000 - $ 77,500 5.0% Docket/Calendar Clerk $ 33,500 - $ 50,750 $ 34,250 - $ 51,750 2.1% Librarian $ 45,750 - $ 72,000 $ 46,500 - $ 73,500 1.9% File/Records Clerk $ 28,250 - $ 38,750 $ 29,000 - $ 39,250 1.9% Contract Administration Contract Manager $ 70,750 - $ 111,250 $ 75,000 - $ 116,250 5.1% Contract Administrator (4+ years exp.) $ 64,500 - $ 105,250 $ 68,750 - $ 109,000 4.7% Contract Administrator (1-3 years exp.) $ 49,000 - $ 68,750 $ 52,500 - $ 70,250 4.3% 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 - $ 135,750 5.2% $ 86,250 - $ 106,250 $ 91,750 - $ 110,000 4.8% $ 64,000 - $ 80,750 $ 67,000 - $ 84,500 4.7% $ 51,250 - $ 68,000 $ 52,500 - $ 71,250 3.8% Litigation Support Litigation Support Director (10+ years exp.) $ 91,500 - $ 117,750 $ 97,250 - $ 121,750 4.7% Litigation Support Manager (7-9 years exp.) $ 78,000 - $ 102,500 $ 81,250 - $ 108,000 4.9% Litigation Support Manager (3-6 years exp.) $ 67,000 - $ 85,750 $ 69,500 - $ 89,750 4.3% Litigation Support Specialist/ Analyst (1-2 years exp.) $ 50,250 - $ 62,500 $ 53,250 - $ 64,000 4.0% Document Coder $ 28,000 - $ 38,250 $ 29,000 - $ 39,500 3.4% Law Firm Definitions Large law firm 75+ lawyers Midsize law firm 35-75 lawyers Small/midsize law firm 10-35 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
Salaries for Legal Professionals United States Corporate Positions (In-House) In-House Counsel 2014 2015 In-House Counsel (10+ years exp.) Large company $ 171,750 - $ 245,750 $ 179,000 - $ 251,500 3.1% Midsize company $ 139,500 - $ 216,000 $ 143,500 - $ 225,000 3.7% Small company $ 121,500 - $ 176,500 $ 126,250 - $ 181,000 3.1% In-House Counsel (4-9 years exp.) Large company $ 148,250 - $ 204,500 $ 152,500 - $ 212,250 3.4% Midsize company $ 129,750 - $ 180,250 $ 132,250 - $ 187,250 3.1% Small company $ 106,750 - $ 149,500 $ 109,750 - $ 153,500 2.7% In-House Counsel (0-3 years exp.) Large company $ 118,000 - $ 151,750 $ 121,500 - $ 156,500 3.1% Midsize company $ 94,500 - $ 129,750 $ 97,750 - $ 132,000 2.5% Small company $ 79,000 - $ 107,250 $ 81,500 - $ 109,250 2.4% In-House Paralegal/Legal Assistant 2014 2015 Senior/Supervising Paralegal/Legal Assistant (7+ years exp.) Large company $ 69,750 - $ 92,500 $ 71,250 - $ 96,250 3.2% Midsize company $ 63,500 - $ 83,000 $ 64,750 - $ 86,000 2.9% Small company $ 59,000 - $ 73,250 $ 60,500 - $ 75,250 2.7% Midlevel Paralegal/Legal Assistant (4-6 years exp.) Large company $ 56,750 - $ 72,000 $ 58,250 - $ 74,750 3.3% Midsize company $ 52,500 - $ 64,500 $ 54,500 - $ 66,000 3.0% Small company $ 49,000 - $ 59,000 $ 50,750 - $ 60,500 3.0% Junior Paralegal/Legal Assistant (2-3 years exp.) Large company $ 48,000 - $ 57,750 $ 49,250 - $ 59,000 2.4% Midsize company $ 44,500 - $ 54,250 $ 45,500 - $ 55,250 2.0% Small company $ 40,750 - $ 49,500 $ 41,250 - $ 51,000 2.2% 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
Salaries for Legal Professionals United States In-House Paralegal/Legal Assistant (continued) 2014 2015 Case Clerk/Assistant (0-2 years exp.) Large company $ 37,750 - $ 46,250 $ 38,500 - $ 47,250 2.1% Midsize company $ 35,750 - $ 42,500 $ 36,000 - $ 44,000 2.2% Small company $ 33,250 - $ 39,250 $ 33,750 - $ 40,500 2.4% In-House Legal Secretary 2014 2015 Senior/Executive Legal Secretary (7+ years exp.) Large company $ 60,500 - $ 75,250 $ 61,250 - $ 77,750 2.4% Midsize company $ 56,250 - $ 68,500 $ 57,500 - $ 70,000 2.2% Small company $ 52,000 - $ 63,250 $ 52,750 - $ 64,750 2.0% Legal Secretary (3-6 years exp.) Large company $ 49,750 - $ 62,500 $ 50,500 - $ 65,250 3.1% Midsize company $ 46,500 - $ 57,250 $ 46,750 - $ 59,250 2.2% Small company $ 43,000 - $ 52,750 $ 43,250 - $ 54,500 2.1% Junior Legal Secretary (1-2 years exp.) Large company $ 42,250 - $ 51,500 $ 43,000 - $ 52,750 2.1% Midsize company $ 39,250 - $ 48,250 $ 40,000 - $ 49,500 2.3% Small company $ 36,000 - $ 44,750 $ 36,250 - $ 46,000 1.9% General Administrative 2014 2015 General Administrative Legal Word Processor $ 41,750 - $ 55,000 $ 42,750 - $ 57,250 3.4% Office Clerk $ 27,500 - $ 38,500 $ 28,000 - $ 39,000 1.5% Legal Receptionist $ 28,500 - $ 38,750 $ 29,250 - $ 39,250 1.9% Law Firm Definitions Large law firm 75+ lawyers Midsize law firm 35-75 lawyers Small/midsize law firm 10-35 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
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 133.0.) 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 $72,153. 4. Repeat step three using the high end of the salary range ($77,500) to get $103,075. 5. 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
Local Variances United States Alabama Birmingham...95.0 Huntsville...93.0 Mobile...86.0 Arizona Phoenix...108.0 Tucson...102.0 Arkansas Fayetteville...95.0 Little Rock...95.0 California Fresno...90.0 Irvine...124.5 Los Angeles...127.0 Oakland...127.0 Ontario...115.0 Sacramento...101.5 San Diego...118.5 San Francisco...138.0 San Jose...135.0 Santa Barbara...125.0 Santa Rosa...118.1 Stockton...85.0 Colorado Boulder...115.3 Colorado Springs...90.5 Denver...103.7 Fort Collins...94.1 Greeley...84.6 Loveland...91.4 Pueblo...78.0 Connecticut Hartford...116.5 New Haven...112.0 Stamford...131.0 Delaware Wilmington...105.0 District of Columbia Washington...132.0 Florida Fort Myers...89.0 Jacksonville...94.5 Melbourne...89.5 Miami/ Fort Lauderdale.107.0 Orlando...99.0 St. Petersburg...95.5 Tampa...97.0 West Palm Beach...100.0 Georgia Atlanta...105.0 Macon...84.0 Savannah...84.0 Hawaii Honolulu...94.0 Idaho Boise...86.1 Illinois Chicago...123.0 Naperville...112.0 Rockford...80.0 Springfield...91.0 Indiana Fort Wayne...81.0 Indianapolis...94.0 Iowa Cedar Rapids...93.0 Davenport...93.0 Des Moines...100.0 Sioux City...82.0 Waterloo/ Cedar Falls...85.0 Kansas Kansas City...97.0 Kentucky Lexington...90.5 Louisville...92.0 Louisiana Baton Rouge...99.0 New Orleans...99.0 Maine Portland...95.0 Maryland Baltimore...103.0 Massachusetts Boston...133.0 Springfield...104.0 Michigan Ann Arbor...100.5 Detroit...100.0 Grand Rapids...85.5 Lansing...84.0 Minnesota Bloomington...105.5 Duluth...79.6 Minneapolis...106.0 Rochester...100.5 St. Cloud...82.0 St. Paul...102.0 16
Local Variances United States Missouri Kansas City...99.2 St. Joseph...91.0 St. Louis...100.3 Nebraska Lincoln...85.0 Omaha...96.0 Nevada Las Vegas...93.8 Reno...95.0 New Hampshire Manchester/ Nashua...112.0 New Jersey Mount Laurel...115.0 Paramus...130.0 Princeton...125.0 Woodbridge...126.5 New Mexico Albuquerque...90.5 New York Albany...97.0 Buffalo...95.0 Long Island...120.0 New York...139.0 Rochester...91.7 Syracuse...90.3 North Carolina Charlotte...101.5 Greensboro...100.0 Raleigh...104.0 Ohio Akron...89.0 Canton...82.0 Cincinnati...97.5 Cleveland...95.5 Columbus...96.5 Dayton...87.0 Toledo...84.5 Youngstown...76.0 Oklahoma Oklahoma City...91.7 Tulsa...92.0 Oregon Portland...106.5 Pennsylvania Harrisburg...95.0 Philadelphia...115.0 Pittsburgh...96.2 Rhode Island Providence...97.0 South Carolina Charleston...93.0 Columbia...93.5 Greenville...91.5 Tennessee Chattanooga...89.0 Cool Springs...99.0 Knoxville...88.0 Memphis...95.0 Nashville...98.5 Texas Austin...106.0 Dallas...107.5 El Paso...70.0 Fort Worth...107.0 Houston...107.5 Midland/Odessa...115.0 San Antonio...98.0 Utah Salt Lake City...101.0 Virginia Norfolk/ Hampton Roads...94.5 Richmond...98.0 Tysons Corner...132.0 Washington Seattle...118.9 Spokane...82.0 Wisconsin Appleton...85.0 Green Bay...86.5 Madison...97.5 Milwaukee...100.5 Waukesha...98.5 17
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
Hiring and Management Trends Canada Lawyers Identify the Best Retention Incentives for Legal Professionals* Challenging work or variety of assignments 34% Increased compensation or bonus 32% Professional development opportunities 9% Flexible work arrangements 17% *Only the top responses are shown. 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. Skills and Expertise in Demand Lawyers Law firms are expanding service offerings and seeking mid- and senior-level lawyers with client contacts in high-demand practice areas and proven business development skills to help them grow revenue. Firms also value lawyers who can help them deliver client services in more cost-effective ways. The market for recent law school graduates and articling students, in comparison, remains conservative. Law Clerks and Legal Support Professionals Law firms and corporate legal departments are hiring law clerks and legal assistants, particularly midlevel job candidates, who can take on expanding roles and support multiple teams. Proficiency in Microsoft Office and legal software, as well as industry-specific applications, is essential. 19
Hiring and Management Trends Canada 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:* 44% Litigation 25% General business/ corporate law 5% None/ don t know/ no answer 13% Other 5% Real estate 4% Labor and employment 3% Intellectual property 3% Privacy, data security and information law *Total percentage does not equal 100 due to rounding. 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. 20
Salaries for Legal Professionals Canada Lawyer 2014 2015 Senior Lawyer (10+ years exp.) Large law firm $ 192,500 - $ 282,000 $ 198,750 - $ 291,250 3.3% Midsize law firm $ 152,000 - $ 212,250 $ 159,000 - $ 222,750 4.8% Small/midsize law firm $ 128,500 - $ 185,500 $ 136,750 - $ 192,500 4.9% Small law firm $ 106,250 - $ 156,500 $ 110,000 - $ 161,250 3.2% Lawyer (4-9 years exp.) Large law firm $ 135,250 - $ 240,000 $ 140,250 - $ 247,250 3.3% Midsize law firm $ 115,000 - $ 202,250 $ 119,250 - $ 210,750 4.0% Small/midsize law firm $ 89,250 - $ 160,500 $ 93,250 - $ 165,750 3.7% Small law firm $ 73,000 - $ 130,250 $ 76,500 - $ 134,500 3.8% Lawyer (1-3 years exp.) Large law firm $ 90,500 - $ 124,500 $ 94,000 - $ 127,250 2.9% Midsize law firm $ 72,750 - $ 112,750 $ 74,250 - $ 117,500 3.4% Small/midsize law firm $ 70,500 - $ 103,500 $ 73,000 - $ 106,000 2.9% Small law firm $ 56,500 - $ 83,000 $ 56,750 - $ 86,250 2.5% First-Year Associate Large law firm $ 84,750 - $ 92,000 $ 85,750 - $ 95,750 2.7% Midsize law firm $ 66,500 - $ 79,750 $ 66,750 - $ 83,500 2.7% Small/midsize law firm $ 65,750 - $ 70,250 $ 66,250 - $ 73,000 2.4% Small law firm $ 50,000 - $ 66,750 $ 50,500 - $ 68,250 1.7% Legal Management 2014 2015 Administrator/Office Manager Large law firm $ 69,250 - $ 103,750 $ 72,000 - $ 106,250 3.0% Midsize law firm $ 64,500 - $ 78,750 $ 64,000 - $ 84,000 3.3% Small/midsize law firm $ 56,750 - $ 73,000 $ 58,250 - $ 75,250 2.9% Small law firm $ 45,250 - $ 64,500 $ 47,500 - $ 65,250 2.7% Note: All salaries listed on Pages 21-25 are in Canadian dollars. Law Firm Definitions Large law firm 75+ lawyers Midsize law firm 35-75 lawyers Small/midsize law firm 10-35 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 21
Salaries for Legal Professionals Canada Law Clerk/Paralegal 2014 2015 Senior/Supervising Law Clerk (7+ years exp.) Large law firm $ 63,500 - $ 93,000 $ 64,750 - $ 96,500 3.0% Midsize law firm $ 60,000 - $ 83,000 $ 61,000 - $ 83,500 1.1% Small/midsize law firm $ 53,250 - $ 71,250 $ 54,250 - $ 73,250 2.4% Small law firm $ 46,750 - $ 64,500 $ 46,750 - $ 64,750 0.2% Midlevel Law Clerk (4-6 years exp.) Large law firm $ 52,500 - $ 68,000 $ 53,500 - $ 71,250 3.5% Midsize law firm $ 51,750 - $ 64,750 $ 53,000 - $ 67,250 3.2% Small/midsize law firm $ 47,750 - $ 59,750 $ 48,500 - $ 61,750 2.6% Small law firm $ 46,250 - $ 53,500 $ 46,500 - $ 53,750 0.5% Junior Law Clerk (2-3 years exp.) Large law firm $ 42,500 - $ 49,500 $ 43,750 - $ 50,250 2.2% Midsize law firm $ 41,750 - $ 48,500 $ 42,500 - $ 49,000 1.4% Small/midsize law firm $ 37,500 - $ 46,250 $ 38,000 - $ 47,750 2.4% Small law firm $ 35,500 - $ 42,000 $ 35,750 - $ 42,250 0.7% Legal Assistant 2014 2015 Senior/Executive Legal Assistant (12+ years exp.) Large law firm $ 56,750 - $ 75,250 $ 57,000 - $ 76,250 1.0% Midsize law firm $ 53,250 - $ 62,250 $ 53,500 - $ 63,000 0.9% Small/midsize law firm $ 50,500 - $ 60,250 $ 50,750 - $ 61,250 1.1% Small law firm $ 47,250 - $ 54,500 $ 47,500 - $ 56,750 2.5% Midlevel Legal Assistant (7-11 years exp.) Large law firm $ 51,250 - $ 63,000 $ 52,500 - $ 64,500 2.4% Midsize law firm $ 48,250 - $ 58,250 $ 49,750 - $ 59,000 2.1% Small/midsize law firm $ 47,000 - $ 54,250 $ 48,250 - $ 55,500 2.5% Small law firm $ 41,500 - $ 49,750 $ 42,500 - $ 51,250 2.7% Legal Assistant (3-6 years exp.) Large law firm $ 44,750 - $ 52,250 $ 45,750 - $ 53,500 2.3% Midsize law firm $ 42,000 - $ 50,500 $ 43,250 - $ 51,500 2.4% Small/midsize law firm $ 39,250 - $ 49,500 $ 40,250 - $ 51,000 2.8% Small law firm $ 38,500 - $ 46,250 $ 38,750 - $ 47,000 1.2% 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 26. A Robert Half Legal representative can offer additional assistance in creating compensation packages that are customized to your business and practice area. 22
Salaries for Legal Professionals Canada Legal Assistant (continued) 2014 2015 Junior Legal Assistant (1-2 years exp.) Large law firm $ 36,000 - $ 40,250 $ 36,750 - $ 40,750 1.6% Midsize law firm $ 34,250 - $ 39,250 $ 34,750 - $ 39,500 1.0% Small/midsize law firm $ 33,000 - $ 38,750 $ 33,500 - $ 38,750 0.7% Small law firm $ 30,000 - $ 36,250 $ 30,250 - $ 36,500 0.8% Corporate Positions (In-House) In-House Counsel 2014 2015 In-House Counsel (10+ years exp.) Large company $ 168,500 - $ 269,750 $ 170,750 - $ 280,250 2.9% Midsize company $ 134,750 - $ 200,250 $ 137,000 - $ 207,750 2.9% Small company $ 130,000 - $ 174,500 $ 131,250 - $ 180,250 2.3% In-House Counsel (4-9 years exp.) Large company $ 140,250 - $ 230,500 $ 144,500 - $ 238,500 3.3% Midsize company $ 116,750 - $ 189,500 $ 118,750 - $ 196,000 2.8% Small company $ 101,750 - $ 180,250 $ 105,250 - $ 186,000 3.3% In-House Counsel (0-3 years exp.) Large company $ 100,250 - $ 144,500 $ 101,250 - $ 150,000 2.7% Midsize company $ 85,000 - $ 130,000 $ 86,250 - $ 133,500 2.2% Small company $ 75,250 - $ 119,750 $ 76,500 - $ 122,750 2.2% In-House Law Clerk 2014 2015 Senior/Supervising Law Clerk (7+ years exp.) Large company $ 83,500 - $ 135,500 $ 84,750 - $ 136,500 1.0% Midsize company $ 56,500 - $ 78,000 $ 57,000 - $ 78,500 0.7% Small company $ 51,250 - $ 66,250 $ 52,000 - $ 67,500 1.7% Law Clerk (continued) Midlevel Law Clerk (4-6 years exp.) Large company $ 55,250 - $ 67,500 $ 56,750 - $ 69,750 3.1% Midsize company $ 53,000 - $ 63,250 $ 53,750 - $ 65,500 2.6% Small company $ 49,500 - $ 60,250 $ 51,000 - $ 61,500 2.5% Law Clerk (continued) Junior Law Clerk (2-3 years exp.) Large company $ 45,000 - $ 49,500 $ 46,250 - $ 50,750 2.7% Midsize company $ 41,500 - $ 47,250 $ 43,250 - $ 47,750 2.5% Small company $ 37,750 - $ 44,000 $ 38,500 - $ 45,250 2.5% Law Firm Definitions Large law firm 75+ lawyers Midsize law firm 35-75 lawyers Small/midsize law firm 10-35 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 23
Salaries for Legal Professionals Canada In-House Legal Assistant 2014 2015 Senior/Executive Legal Assistant (7+ years exp.) Large company $ 54,500 - $ 66,250 $ 55,500 - $ 68,750 2.9% Midsize company $ 52,250 - $ 63,500 $ 53,500 - $ 65,000 2.4% Small company $ 49,000 - $ 59,500 $ 50,250 - $ 60,750 2.3% Legal Assistant (3-6 years exp.) Large company $ 44,000 - $ 56,750 $ 45,250 - $ 58,500 3.0% Midsize company $ 41,750 - $ 54,750 $ 42,250 - $ 56,500 2.3% Small company $ 38,500 - $ 51,000 $ 39,250 - $ 52,250 2.2% Junior Legal Assistant (1-2 years exp.) Large company $ 37,250 - $ 43,000 $ 37,750 - $ 44,250 2.2% Midsize company $ 34,750 - $ 39,250 $ 35,000 - $ 40,500 2.0% Small company $ 32,000 - $ 37,750 $ 33,000 - $ 38,250 2.2% Legal Specialist/Administrative 2014 2015 Legal Specialist/Administrative Lease Administrator $ 50,500 - $ 71,000 $ 52,500 - $ 73,250 3.5% Legal Word Processor $ 37,000 - $ 45,750 $ 37,250 - $ 46,500 1.2% Office Clerk $ 27,750 - $ 37,250 $ 28,000 - $ 38,000 1.5% File/Records Clerk $ 28,000 - $ 38,500 $ 28,250 - $ 39,250 1.5% Legal Receptionist $ 29,250 - $ 41,000 $ 30,000 - $ 41,250 1.4% Compliance Administration Compliance Director (10+ years exp.) $ 166,500 - $ 210,000 $ 167,000 - $ 225,750 4.3% Compliance Manager (7-9 years exp.) $ 141,250 - $ 183,750 $ 146,250 - $ 192,000 4.1% Compliance Analyst (4-6 years exp.) $ 71,250 - $ 100,000 $ 74,250 - $ 104,000 4.1% Compliance Analyst (1-3 years exp.) $ 54,500 - $ 69,750 $ 58,250 - $ 72,000 4.8% 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 26. A Robert Half Legal representative can offer additional assistance in creating compensation packages that are customized to your business and practice area. 24
Salaries for Legal Professionals Canada Legal Specialist/Administrative (continued) Contract Administration 2014 2015 Contract Manager $ 64,250 - $ 91,000 $ 65,750 - $ 96,000 4.2% Contract Administrator (4+ years exp.) Contract Administrator (1-3 years exp.) $ 49,000 - $ 78,750 $ 51,000 - $ 81,500 3.7% $ 44,500 - $ 59,500 $ 45,750 - $ 61,750 3.4% Litigation Support Litigation Support Director (10+ years exp.) $ 89,750 - $ 116,500 $ 92,000 - $ 123,750 4.6% Litigation Support Manager (7-9 years exp.) $ 76,250 - $ 102,250 $ 78,500 - $ 107,500 4.2% Litigation Support Manager (3-6 years exp.) $ 66,500 - $ 84,750 $ 69,500 - $ 88,000 4.1% Litigation Support Specialist/ Analyst (1-2 years exp.) $ 50,250 - $ 60,000 $ 52,500 - $ 62,000 3.9% Document Coder $ 28,000 - $ 37,750 $ 28,500 - $ 38,000 1.1% Law Firm Definitions Large law firm 75+ lawyers Midsize law firm 35-75 lawyers Small/midsize law firm 10-35 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 25
Adjusting Salaries for Canadian 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 below).* The average salary index for all Canadian cities is 100. To determine the estimated salary range for a position in your area, follow the process outlined below: Example First-year associate at a small law firm in Ottawa 1. Locate the position ( first-year associate, small law firm ) on the chart (Page 21) and the local variance number. (The number for Ottawa is 100.2.) 2. Move the decimal point of the variance number two places to the left to create a percentage (1.002). 3. Multiply the low end of the national salary range ($50,500) by the percentage calculated in step two (1.002) to get $50,601. 4. Repeat step three using the high end of the salary range ($68,250) to get $68,387. 5. The approximate starting salary range for a first-year associate at a small law firm in Ottawa is $50,601 to $68,387. The local variance numbers should be used as a guide in determining actual compensation. A number of factors including employer 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. Local Variances Canada Alberta Calgary...105.1 Edmonton...103.2 British Columbia Fraser Valley...98.1 Vancouver...103.5 Victoria...96.2 Manitoba Winnipeg...90.5 Ontario Kitchener- Waterloo...95.8 Ottawa...100.2 Toronto...104.9 Quebec Montreal...102.9 Quebec City...90.0 Saskatchewan Regina...93.9 Saskatoon...95.6 *Note that the local variance numbers reflect all industries and are not specific to the legal market. Industryspecific 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. 26
6 Essential Interview Questions Hiring is a high-stakes endeavor. When a new hire doesn t work out, it costs you and your legal organization time and money. That s why it s critical to identify the right person the first time around. While resumes and reference checks matter, the job interview is the most pivotal part of the hiring process because it provides the best insight into whether someone is a good fit for your law firm or company. To get the best insights, you need to ask interviewees the right questions and know what to listen for in their answers. Here are six good questions to ask: 1. What do you know about our organization, and why do you want to work here? Strong applicants will answer with enthusiasm. They ll also show they ve done their homework by providing beyond-the-basics information about your organization. Be wary of applicants who give lackluster responses or few details. 2. What skills and strengths can you bring to this position? This question also helps uncover a candidate s level of interest and preparedness. Promising applicants won t just rattle off a random list of skills; they ll be able to make the connection between the job requirements and their relevant abilities and attributes. 3. Can you tell me about your current job? In addition to shedding light on the candidate s most recent professional experiences, this question also helps you evaluate the person s communication abilities. Are answers straightforward or unfocused and confusing? An ideal response will include a concise summary of the person s primary responsibilities and notable accomplishments. 4. What could your current company do to be more successful? This is a clever big-picture question. An astute job candidate will have previously identified areas ripe for improvement and be able to diplomatically discuss sound solutions. A person who struggles to answer may be lacking critical thinking abilities. 5. Can you tell me about a time when you had a disagreement with a boss or colleague and how you handled the situation? Stellar interpersonal skills are essential today. This behavioral-based question can help you assess the interviewee s approach to conflict resolution. Look for team-oriented candidates who offer compelling anecdotes that show their adaptability and ability to maintain professional relationships. 6. Do you have any questions for me? This simple final query gives candidates a great opportunity to close the interview on a high note. A savvy applicant will respond by asking several pertinent and well-thought-out questions that demonstrate a genuine interest in the job opportunity. 27
5 Reasons You Should Avoid Making a Counteroffer Employers rarely enjoy receiving resignation letters. Upon learning a top performer plans to accept a job with another organization, many managers reflexively begin preparing a counteroffer. But it s important to think long and hard before trying to beat or match a competing law firm or company s compensation package. Here are five reasons to resist the temptation to counteroffer: 1. It s not a long-term solution. Providing a competitive salary, excellent benefits, frequent recognition and clear career paths are effective employee retention strategies. Offering a counteroffer, on the other hand, is often just a costly way to delay the inevitable. Many employees who accept counteroffers end up leaving their firms sooner rather than later anyway. 2. You set a bad precedent. What happens when word spreads that you sweetened the pot for one employee? It s likely other team members will expect similar treatment in the future. It could even prompt some employees to explore the job market as a renegotiation tool. 3. Morale can suffer. Fair or not, extending a counteroffer can lead to claims of favoritism. Tension and resentment could arise if team members become jealous of the employee you bent over backward to keep. Your legal team also might interpret your actions as a sign that it takes a resignation threat not dedication and hard work to get your attention and, ultimately, get ahead. 4. It can be difficult to re-establish trust. If a bump in salary persuades the employee to stay with your firm, your first reaction might be one of relief. But once you move beyond the initial crisis, doubts about the employee s loyalty will likely surface. 5. The employee s performance won t likely improve. Paying a person more won t necessarily yield better work. If particular employees come to believe that they are now deemed indispensable, there s little incentive to step up their game. 28
The Benefits of a Flexible Staffing Structure Change and lots of it is the only constant today. The law firms and companies most poised for success are those that remain agile in responding to an ever-evolving business environment. This is especially true in the way they staff their operations. The perennial job of adjusting employee headcount to match business opportunities is best handled with a flexible staffing plan. Creating a dynamic mix of full-time employees and highly skilled legal professionals on a project, contract or temporary basis enables firms of all sizes to nimbly staff up or down based on caseload demands. While this staffing approach has been popular for decades, more law firms and companies began embracing flexible staffing structures during the Great Recession, and the lessons they learned have been lasting ones. This costeffective approach to managing personnel resources has become the new normal a permanent part of many firms human resources plans. The number of legal professionals at all levels choosing to work on a temporary or project basis also is rising. The result? Employers can leverage the wealth of experience and knowledge these skilled workers possess without taking on the fixed costs of a full-time hire for every personnel need. A flexible staffing structure will enable you to: Quickly and easily adjust staffing levels, keeping overhead costs under control year-round. Ease the burden on core staff members who are spread too thin. Access a deep talent pool of legal professionals who possess specialized skills that aren t available in-house when and for as long as you need them. Avoid the damaging cycle of overstaffing followed by layoffs. As a result, you can increase the job stability and morale of your full-time employees. Reduce recruiting time (and the associated costs) if you identify a longer-term need. 29
The Benefits of a Flexible Staffing Structure Lawyers were asked, For which of the following circumstances might your law firm/company use lawyers on a project, contract or temporary basis? Their responses:* 57% To work on large projects that require more resources than currently exist 43% To work on cases or matters requiring a specific type of expertise 21% 26% To evaluate a candidate for a possible full-time position To fill in for full-time lawyers who are on extended leave 4% Other 22% Don t use lawyers on a project, contract or temporary basis 2% Don t know *Multiple responses were permitted. Source: Survey of 350 lawyers among the largest law firms and corporations in the United States and Canada. The survey was commissioned by Robert Half Legal and conducted by an independent research firm. 30
Working With a Legal Recruiter Most law firms and companies that request the assistance of a specialized recruiter are dealing with one of two situations: They don t have the time or expertise to recruit highly skilled legal professionals effectively on their own, or their recruiting efforts haven t yet led them to the right employee. Either circumstance would be reason enough. But there are other, less obvious benefits of working with a staffing firm. A good legal recruiter can: Provide a quick solution to a staffing shortfall. The best recruiters don t need to go out and search for people who might be a good match for your job opening. They already have access to a large pool of legal professionals and can swiftly pull together a set of candidates for you to choose from, expediting the hiring process. Handle the time-consuming elements of hiring. Staffing firms will place legal job postings, sort through resumes, and perform initial interviews and skills evaluations for you. With those kinds of cumbersome tasks out of the way, you can focus on the day-to-day operation of the organization, rather than the time-consuming business of recruiting. Reduce the risk of a bad hire. Many firms these days hire new workers on a temporary-to-full-time basis. This gives them time to evaluate a candidate s fit before making a full-time offer. Good recruiters usually offer a replacement guarantee if, after a certain period of time, you decide that a new employee isn t the right match for the position or your organization. Provide valuable staffing advice. The most experienced recruiters can help you figure out what kind of employee you need full time, part time or temporary. Savvy staffing professionals can help you adjust your approach so you find the right applicant. And they have access to passive candidates those professionals who aren t actively looking for a new legal job but who might be interested in making a move for the right opportunity. 31
About Robert Half Legal Robert Half is the world s leading specialized staffing service. Our Robert Half Legal division specializes in placing legal professionals on a temporary, fulltime and project basis. The company also offers a full suite of legal staffing and consulting services. The right talent, right on time Our legal staffing professionals excel at making smart matches from our extensive network of experienced job candidates. We make sure they re ready from day one to help keep your business running at full speed. Recruitment, from beginning to end We handle all aspects of the hiring process for you: Our legal staffing professionals conduct face-to-face interviews, technical skills evaluations, select reference checks and soft skills assessments with our candidates. We evaluate their fit with your law firm or corporate legal department environment so that we re making the right placement the first time. A personal touch Technology is no replacement for personal service. We use the latest technology tools and our professional networks to quickly find you the best available candidates. We also provide one-on-one service tailored to your hiring needs. In other words, we don t rely solely on e-solutions. Options to fit your needs Whether you require a temporary professional during peak workloads, a full-time employee or a team of consultants to assist with a special project, our staffing professionals can provide you with a range of options based on your criteria. Experience and reputation Robert Half has been in the staffing business for more than 65 years. In that time, we ve learned how to read the job market in all economic climates, and we ve developed a reputation for offering sound advice and highly skilled candidates, no matter the current conditions. Contact Robert Half Legal at roberthalflegal.com or 1.800.870.8367 to learn more about how we can help you with your staffing needs. 32
Office Locations United States Arizona Phoenix California Los Angeles Oakland Palo Alto San Diego San Francisco San Jose Westwood Colorado Denver District of Columbia Washington Florida Miami Georgia Atlanta Illinois Chicago Maryland Baltimore Massachusetts Boston Michigan Detroit/Southfield Minnesota Minneapolis Missouri St. Louis New York New York Ohio Columbus Pennsylvania Philadelphia Texas Dallas Houston Washington Seattle International Belgium Brussels Brazil São Paulo Canada Ottawa Toronto France Paris Germany Frankfurt United Arab Emirates Abu Dhabi Dubai Call 1.800.870.8367 or visit roberthalflegal.com/office-locations to contact the office nearest you. 33
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