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Employee benefits may be a technical topic, but the best Employee Benefits Lawyers do more than know the rules. They help employers, plan fiduciaries, deal teams, and executives make decisions that hold up. This is why ERISA experience carries real weight in the lateral market. The U.S. Department of Labor describes ERISA as the federal law that sets minimum standards for most private-sector retirement and health plans.

Work for trusts and estates asks attorneys to bring legal precision into some of the most personal conversations a client will ever have. A surviving spouse, family business owner, or fiduciary may arrive with legal questions shaped by grief, control, family tension, or long-term legacy concerns. For lateral trusts and estates attorneys, the best opportunities often go to lawyers who can show practical judgment as clearly as credentials.

From advising on privacy regulations and data breach response to navigating governance, compliance, and emerging technology issues, cybersecurity law has quickly become one of the legal profession’s fastest-evolving practice areas. For attorneys looking to expand their expertise or explore new career opportunities, developing knowledge in cybersecurity can provide a valuable competitive advantage in an increasingly digital world.

Environmental, Social, and Governance (ESG) considerations have become an increasingly important part of corporate decision-making, influencing everything from regulatory compliance and corporate governance to employment practices and risk management. For attorneys with corporate, securities, compliance, employment, or governance experience, ESG represents a growing area of opportunity to expand their expertise and provide valuable legal counsel.

Relocating attorneys powered our 1st quarter with four of our six placements hailing from outside of Chicago. In January we replaced a litigation associate from North Carolina in a Chambers recognized Chicago litigation boutique. In February we placed a University of Chicago Law School educated commercial finance associate from Washington, D.C. in the Chambers ranked finance practice at Chapman and Cutler LLP. In early March we placed a Harvard Law School educated corporate associate from New York at Kirkland & Ellis and at the end of the month we placed a soon to be announced Employees Benefits and Executive Compensation associate from outside of Chicago. We also placed two Chicago based litigation associates, (University of Chicago Law School and University of Michigan Law School) in separate Chambers ranked platforms.

While not quite “astronomic”, legal hiring is on the rise. Decision cycles remain long with many firms opting for multiple rounds of interviews and vetting various candidates before making a hiring decision. Fortunately, a few firms can pull the trigger when presented with a star. In January we placed three such bright lights (two litigation and one finance) at a Chambers and Partners’ ranked litigation boutique and in the Chambers and Partners’ ranked Corporate Finance group of a renowned finance focused Am Law 200 law firm.

Diversity and inclusion are more than just buzzwords; they are essential components of successful legal practices. As legal recruiters, we wield significant influence in shaping the makeup of legal teams. Our role extends beyond filling positions; it involves strategically identifying and advocating for candidates who not only meet the technical requirements of the job but also enhance the diversity of perspectives, experiences, and backgrounds within the firms we serve.

Wait for it, Wait for it, GO! While we were fortunate to begin the year with two 2023 Partner placements starting in January at MoloLamken and UB Greensfelder respectively, January and February recruiting activity was beyond slow. That changed rapidly in March with 3 litigation offers from Kirkland & Ellis (Partner, Mid-level Associate and Junior Associate) and an offer from Sidley for a relocating Capital Markets / Finance Senior Associate.

Evaluating cultural fit is paramount in the meticulous process of recruiting the ideal candidate for your law firm. Beyond assessing legal expertise and professional accomplishments, understanding how a potential hire aligns with your firm’s core values, work environment, and team dynamics plays a crucial role in fostering long-term success and satisfaction on both ends. This emphasis is supported by broader workforce research: a Glassdoor study found that organizations that prioritize cultural fit during hiring experience approximately 20% lower turnover rates, underscoring the tangible retention benefits of hiring for alignment, not just credentials.

Attracting top legal talent goes beyond the mere listing of job vacancies; it’s an intricate process deeply intertwined with an organization’s brand perception in the legal community. Legal recruiters play a pivotal role in shaping and communicating an employer’s brand, serving as the crucial link between prospective candidates and the firm’s culture, values, and aspirations. Their expertise and strategies in employer branding can significantly influence a firm’s ability to attract, engage, and retain the legal industry’s best, turning opportunities into strategic hires that propel an organization forward.