This year, in-house counsel reported unprecedented rates of compensation satisfaction, with over 62% of lawyers unlikely to look for a new job and almost 60% believing their compensation is appropriate in comparison to peers. Our search consultants and advisors observe this contentedness in the market daily. With the legal function constantly evolving to include business advisory and leadership roles, especially at the General Counsel and Managing Counsel levels, organizations have made compensation packages more compelling and use counter offers to retain high-performers tempted to leave. In turn, in-house counsel are well-paid, enjoy the law department culture, experience comradery and business challenges, and are bound by golden handcuffs due to rich stock packages and a bull market.READ FULL ARTICLE
As in-house legal departments continue to grow and legal leadership continues to enjoy a greater scope and influence within the business, the legal team is, conversely, expected to do more with less.
According to the latest Acritas global survey of senior in-house counsel, the proportion of an organization’s legal budget allocated internally has increased from 37 percent in 2013 to 43 percent in 2017.READ FULL ARTICLE
As in all companies, internal expectations vary between business units. Of these various relationships, one of the most dynamic and complex exists between business and legal, sometimes leading to occasions where the business places unrealistic expectations on the law department. To navigate this incongruity, I reached out to several sitting General Counsels from organizations of all sizes and compiled some of the issues and solutions below. In the end, communication and a strong relationship with the business prove to be most valuable.READ FULL ARTICLE
When it comes time to hire, what are the most important criteria to use when selecting someone who will thrive in your organization? While credentials, work experience, and great references are important, they only scratch the surface of hiring the ideal candidate. What else should you consider when making the final hiring decision? To answer this question, I surveyed successful GCs from multiple industries across the country for their perspectives. A special thanks to those who shared their insights for this article. Read on for some of their tried-and-true evaluation metrics.READ FULL ARTICLE
One of the most important responsibilities of a General Counsel and other managing counsel is building a team. Get it right and you will have a team that delivers significant value to the organization. Get it wrong and the negative impact on your productivity and reputation can be significant.
As an executive search consultant, my job is to deliver a diverse slate of exceptional candidates who all have the qualifications necessary to meet the needs of the role, and, as best as possible, the personality that will fit within the culture of the organization. Once I have presented the candidates to my client, it is then their responsibility to interview and ultimately select who they want to hire.READ FULL ARTICLE
Within the last year, uncovering compensation information has become increasingly difficult as states and cities across the country began passing legislation that bans employers from questioning potential hires on salary history. States like California and Massachusetts have already approved the legislation, along with New York City, Philadelphia, and other major cities. The purpose of these new restrictions is to eliminate the gender pay gap existing in the U.S. today.READ FULL ARTICLE