By Maria Dinzeo | May 9, 2023
"Lawyers have been buying into this since they went to law school. You're in the club, so why let anybody else in?" said Sean Burke, a partner at the in-house recruiting firm Whistler Partners.
The Legal Intelligencer | News
By Amanda O'Brien | April 20, 2023
Cessar will succeed Timothy Hudak at the start of May. He's looking to continue the firm's competitive rates and lean staffing of cases.
By Emily Saul | April 13, 2023
The Law Department is actively hiring to staff its new ethics and compliance and risk management divisions.
By Trudy Knockless | April 4, 2023
GCs and consultants say stunts such as no-meeting Mondays or free-pizza Fridays aren't what win over millennials and Gen Zers. Instead, what they want is integrity and transparency—and the tools and support to do good work.
The Legal Intelligencer | News
By Amanda O'Brien | March 27, 2023
After seven months in temporary space, the Indianapolis-rooted firm has moved into 7,200 square feet in Logan Square.
The Legal Intelligencer | News
By Amanda O'Brien | March 16, 2023
Kristen Del Sole and John McIntyre replace Tim Gallagher, who was part of a 12-partner exit earlier this month.
By Andrew Maloney | March 13, 2023
Am Law 200 firms have widened the gap between entry-level and lateral associates in 2022, making about 1,765 more associate hires on the lateral market.
The Legal Intelligencer | News
By Amanda O'Brien | March 9, 2023
"Daniel O'Brien is a fantastic example of a partner candidate that is ideally suited for a law firm like ours," said Michael Pierson, the global corporate practice head of the distributed firm.
The Legal Intelligencer | Commentary
By Shannon Duffy Lombardo | March 9, 2023
Lateral attorneys are encouraged to be empowered in actively partnering in, and better yet actively contributing to, their integration efforts. Do your part to ensure a fruitful integration and, more importantly, a happy and fulfilling new professional chapter.
By Chris O'Malley | March 3, 2023
"Bonuses and discretionary awards if not transparent could allow for one-sided deals. Favored employees could still come out ahead of others and biases could lead to inequities in pay," said Katerina Bezrukova, a management professor at the University of Buffalo.
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