4 Steps to Attract and Retain Top Legal Talent

Attracting top talent to any organization is easier said than done. In a recent survey of General Counsel conducted by BarkerGilmore, most respondents reported that attracting and retaining talent, especially at the mid-level, is the biggest challenge a legal department faces.

Hiring Strategies to Attract In-House Counsel

The consultants and advisors at BarkerGilmore, an executive search firm specializing in the in-house placement of General Counsel, chief compliance officers, and mid-level attorneys, use the experiences and skills required to provide clients with pragmatic and creative solutions to hiring challenges. Based on these experiences, here are some hiring strategies for executives to consider when expanding legal teams.

1. Competitive and Creative Compensation Packages

In today’s competitive market, compensation remains the major focus of most candidates deciding to make career moves. If the goal is to transform the legal department into a profit center, expect to pay a premium for candidates with top qualifications.

Paying top dollar may not be enough, however. Competitors can match job offers in terms of dollar signs, but organizations need to consider creative solutions to meet the financial demands of prospective hires that can get them to the “yes.” Consider including the following in a job offer:

• Sign-on bonus: Industry standard is a sign-on bonus, but if a large up-front bonus is not in the budget, consider offering a guaranteed milestone bonus to be paid out a year from the proposed start date.
• Add an equity component: Adding an equity component to an offer will give a candidate an investment in the organization’s success and provide an element of long-term compensation at a comparatively small cost.
• Relocation expenses: Covering relocation costs is another expected element of a compensation package. To attract top talent, consider going beyond just moving expenses; assist with home sales and purchases as well.
• Prestige: Lawyers, particularly young lawyers, may have been attracted to benefits found at some large law firms, such as a premium office, a decoration budget, an assigned executive assistant, and a reserved parking space. If the amount of potential compensation is fixed, consider offering the candidate a more prestigious title to make the job opportunity more attractive.

BarkerGilmore’s 2022 In-House Counsel Compensation Report can provide even more details on attracting and retaining great talent in this area.

2. Company Brand and Culture

Company brand and culture are significant considerations for a candidate assessing a career move. A top reputation as a diversified legal team with a demonstrated commitment to social justice can help an organization distinguish itself in an already competitive market.

In 2021, more than 65% of BarkerGilmore’s placements were women or members of historically marginalized communities. Although much work remains to be done in this area, successful placements like these reflect the widespread recognition by prospective hires that a diversified team enriches company culture and work experience. To attract top candidates, consider the following tips:

• Promote community involvement: To demonstrate an organizational investment in diverse leadership, consider funding attendance to relevant networking events or conferences.
• Support access to justice initiatives: Company-supported “access to justice” initiatives afford lawyers the opportunity to develop valuable legal skills, meet pro bono hourly recommendations and requirements, and contribute to the local community.
• Personal contact: Do not underestimate the effect of an individualized touch. A job offer signed or extended by individual members of the executive team can persuasively demonstrate the organization’s interest in and commitment to a prospective hire.
• Mind the Generational Gap: Younger candidates may appreciate the opportunity to meet young leaders in the organization so they can learn directly from peers about opportunities available at the company for growth and development.

3. Flexibility

Work-life balance is a major concern for most prospective hires. And with higher interest rates and a competitive housing market, relocation requirements are a bigger hurdle to jump than ever before. The obvious solution to these challenges is to provide flexibility through remote or hybrid work.

The organization, too, can benefit from offering remote or hybrid work. Roles that are entirely remote provide a hiring committee with an expanded talent pool and can result in a faster hire. Further, candidates given the option to work from home or on a hybrid basis typically have fewer other demands than those negotiating for an exclusively in-the-office work opportunity. An organization may be able to attract and retain top candidates by providing this flexibility.

Many executives, however, are not willing to compromise on the collaboration that happens in person, in the office. If relocation is required to fill a role, consider (in addition to covering relocation expenses) the following tips:

• Professional network: Offer to connect new hires with a network of local attorneys to use as a resource through their career transition. An existing network can help a new hire develop professional relationships and put down roots in the local legal community.
• Relocation specialist: Help a top candidate get comfortable with the prospect of relocation through the assistance of a relocation specialist. A relocation specialist can provide a candidate with information about where to live and social opportunities in a new location.
• Focus on the family: For candidates with a family, arrange a call with another parent on the legal team to discuss school districts, playgroups, and after-school activities.
• Highlight the benefits of in-office work: Face time matters. Describe the additional doors that will open by working in the office alongside the business and executive teams. Remote attorneys can lack the same upward mobility as colleagues who work physically in the office with the leadership of the organization.

4. Learning and Growth Opportunities

Learning and growth opportunities are two of the most important considerations for candidates assessing a potential career move. This was confirmed in a recent webinar hosted by David Yawman, BarkerGilmore Senior Advisor and former Executive Vice President, General Counsel & Corporate Secretary of PepsiCo, Inc. Earn the excitement of the candidate by highlighting the opportunities at the organization for personal and professional growth.

• Business development: Emphasize the candidate’s ability to learn about all aspects of the business. Discuss the opportunities to work directly with executive leadership and prominent clients.
• Managerial experience: If there are multiple layers of management on the legal team, talk through the path to promotion, discuss opportunities to learn new areas of the law, and describe the training and managerial experience the candidate will receive by progressing in the organization. For the right candidate, consider restructuring the legal department to afford a direct report to the General Counsel or another leading attorney in the organization.
• Mentorship: Take advantage of existing leadership by providing a mentor committed to the new hire’s personal and professional development.

For additional creative hiring solutions, contact the experts at BarkerGilmore for General Counsel, chief compliance officer, and mid-level attorney placements. With more than 30 years of experience, BarkerGilmore has a history of success placing specialized attorneys in even the most unique or niche roles. With a 97% search completion rate, there are few roles that our team of executive search consultants cannot fill.