Boutique firms compete for the same associates as big law and as every other boutique, with a shorter bench and less room to absorb a hire that does not work out. This guide covers what the traditional route costs, why the candidate you want is so hard to find, and the recruitment strategies firms are using instead.
What's inside
On hiring at a boutique firm, from what an associate really costs to the ethics rules that govern remote help. Here are eight of its nine sections; the PDF has the salary data and the strategies in full.
Why traditional hiring is slow enough to impede the growth of a firm.
Hiring a traditional associate is expensive, and it has only got more so.
How the hiring wars in big law reshaped pay across the industry after the pandemic.
Partners have long set their own schedules. That flexibility does not always pass down.
What firm leaders have been hearing about hiring over the past 12 to 24 months.
How teams are being built now that firms have adopted new technologies and tools.
Years in practice, complexity of the work, and what governs billing for remote help.
Building a hiring strategy that widens who the firm can attract.
Remote options are especially important to young lawyers, 44% of whom said they would leave their jobs for a greater ability to work remotely.
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