Hiring For Succession

Kathy Fortin

January 30, 2017

Hiring can be a gamble, no matter the field or the position. For small law firm founders, hiring a lawyer is no different. Giving consideration for a successor is more challenging. The key is to recognize the differences between hiring another lawyer and hiring with succession in mind.

 In our consulting experience, most small or mid-sized law firms often have a history of hiring several associates. (Many experience losing them, also.) As a practice grows and becomes busier, the founder reaches a point when the decision is made to hire a lawyer. The objective is simple- hire a worker-bee to pick up the workload. Fast forward ten years, and that same founder, perhaps reaching age sixty or older, realizes he (or she) would like a successor to take over the firm, but the current associate is not the right candidate. This is a common occurrence we see when asked to assist with creating a plan for succession. It serves to illustrate there is a vast difference between a lawyer who desires a 9 to 5 job and one who has the entrepreneurial spirit, ambition and other unique qualities to run the firm. Recognize that there is a huge difference and seek the right candidate. Look for someone who may not be able to fill your shoes exactly, but the right person who can carry the firm forward.

 


Comments:

Leave a Reply



(Your email will not be publicly displayed.)

Please type the letters and numbers shown in the image.Captcha CodeClick the image to see another captcha.