Author Archives: Marianne Purzycki

Cautious Optimism Prevails: AmLaw’s Law Firm Leaders Forecast for 2013

Despite weakening demand in a law firm market that continues to struggle, 75 percent of surveyed AmLaw 200 leaders are either somewhat (64%) or very optimistic (11%) with respect to their firms when looking ahead to 2013.  This finding (barely changed from last year’s 73 percent) and additional results are reported in The American Lawyer’s 10th annual Law Firm Leaders survey, which counted 113 managing partners and chairs as participants.

In terms of predicting how the U.S. economy will perform in 2013, law firm leaders are a fairly optimistic group – while 59 percent of respondents believe that the pace of the recovery will remain the same, a healthy 29 percent believe that recovery efforts will speed up.  Only 15 percent believe that it will slow down.

Europe, however, is another story. Firm leaders are far more bearish when asked to predict how the European economy will perform next year. There is an almost even split between those that foresee a decline (43%) or no change (47%), with only 10 percent expecting the European economy to improve.  Even so, only 1 percent of respondents indicated that they plan to close any European offices.  As Ralph Baxter, chair of Orrick, Herrington & Sutcliffe, summed it up, “The European economy is foundering, and so it’s a less productive setting.  But it’s mission-critical to be able to service clients in Europe and do cross-border transactions.”

Other topics that were explored in this wide-ranging survey include practice areas, hiring, firm finances, clients and billing.

Practices

As the global M&A market continues to be plagued by lackluster performance, it is no surprise that 40 percent of firm leaders expect their corporate practices to be the most financially challenged in 2013, a 12 percent increase from a year ago.  Second-most challenging was real estate (22%), followed by bankruptcy/restructuring (19%) and litigation (15%).

Despite the challenges ahead in at least some of these areas, practices* that expect to add lateral partners in 2013 include litigation (80%), corporate (68%), intellectual property (57%) and real estate (16%).

Intellectual property has been one of the few bright spots for firms over the past year, as reported by Thomson Reuters’ Peer Monitor Index (PMI).  However, even IP litigation – a strong performer of late – saw a decline in growth for the first time in nearly two years in the third quarter of 2012, according to the most recent PMI.

Nonetheless, John Murphy, chair of Shook, Hardy & Bacon reports that “Intellectual property litigation is booming.  There’s uncertainty out there, but our clients, particularly those in software, are as committed as ever to protecting their intellectual property.”

Firm Finances

Most respondents expect their firm’s profits to increase next year.  The majority of firms (44%) expect profits per partner to grow 5 percent or less next year, while 32 percent expect more than 5 percent growth.  The remainder are looking at flat growth (20%) or a decrease by 5 percent or less (4%).  And nearly half of firms plan to use de-equitization, one tactic to boost profits per partner next year.  Fifty-four percent of firms have no plans to de-equitize partners, but 46 percent plan to do so, an 8 percent increase from a year ago.

Not surprisingly, given the collapse of Dewey & LeBoeuf earlier this year, firms are concerned about maintaining fiscal discipline and healthy balance sheets.  Most firms have managed to keep their debt load low.  When asked about each firm’s current bank and other third-party debt as a percentage of its total assets, 78 percent of respondents said that it represented no more than 5 percent.  When queried about capital calls, only 23 percent indicated that their firms were likely to make a call in 2013.

Clients and Billing

Because the industry has seen clients demand more value for their legal spend over the past few years, firm leaders were asked about what changes they were currently seeing in client behavior.  Seventy-five percent responded* that more clients are requesting discounts, 68 percent said that more clients are asking for alternative fee arrangements and 49 percent said that clients are seeking deeper discounts.  In addition, 48 percent said that clients are paying bills later than they have in the past.

Finally, to cope with weak demand in some practices, a wide variety of alternative staffing arrangements* were used over the past year.  Secondments were the most popular (77%), followed by contract lawyers employed at the firm or onsite at the client’s legal department (67%).  Less well utilized was outsourcing, either to a third party and handled by lawyers (23%) or to a third party and handled by non-lawyers (16%).

For more survey results, please click here.

Posted by Marianne Purzycki

*Multiple responses were allowed.

Mega-Mergers Transform the Canadian Legal Market

In a market that some might have described a few years ago as less than vibrant and rather confined within the country’s borders, * the Canadian legal market could now more accurately be described as “red-hot.”

Similar to the recent transformation of the Australian legal market, Canada has recently undergone a wave of mergers involving international law firms that has dramatically changed the upper tier of the country’s legal landscape.  The largest firms, ranging from approximately 600 to 800 lawyers, such as Gowlings and McCarthy Tétrault, are now competing against global giants, four to five times their size, with major operations in Canada as well as global networks that can provide a significant competitive advantage.

Cross-Border Mergers

Marking the beginning of this new wave of mega-mergers, Norton Rose Group combined with Ogilvy Renault and South African law firm Deneys Reitz, in a three-way arrangement in June 2011.

Six months later, in January 2012, Norton Rose added Calgary-based Macleod Dixon to the Group, building additional depth in the firm’s mining and energy practices.  The move created a firm with more than 2,900 lawyers around the globe, 700 of which are part of the firm’s Canadian operation known as Norton Rose Canada LLP, and ranking it as one of the largest legal practices in Canada.  In addition to Macleod’s lawyers based in Canada, the merger also gave Norton Rose** a significant presence in Latin America (60 lawyers in Venezuela and Colombia), a 13-lawyer office in Almaty (Kazakhstan) and a team of lawyers in Moscow.

The most recent combination shaking up Canada’s legal industry is that among US & UK-based SNR Denton and Canada’s top-ranked Fraser Milner Casgrain (FMC) as well as Paris-based Salans.  The three-way SNR Denton/Salans/FMC combination will rank the firm as one of the largest law firms in the world with more than 2,500 lawyers. Rebranded as Dentons, the combination is expected to go live in the first quarter of 2013.

FMC has no lawyers or offices outside of Canada, but has strong energy and mining practices – the firm has over 100 lawyers in its Calgary office.  The merger will enable the firm to have a greater global reach that will undoubtedly help FMC’s clients conducting business in major international markets. “It really is an opportunity for transformational change for our firm and we think frankly it’s a transformational step in the evolution of the Canadian legal profession,” Chris Pinnington, FMC’s chief executive officer, said in an interview with The Globe and Mail before the firms’ partners voted to approve the merger.

Canadian Law Firm Mergers Announced from 2008 to YTD 2012

By announcement date; Source: Thomson Reuters’ MergerWatch

By announcement date; Source: Thomson Reuters’ MergerWatch

 Smaller Cross-Border Deals

In a similar but smaller combination, Fasken Martineau, which already had a small outpost in South Africa, announced in October that it was merging next February with Johannesburg-based law firm Bell Dewar.  Primarily driven by its work for mining industry clients as they seek investment opportunities throughout the continent, the firm believes that the addition of the 76-lawyer Bell Dewar team gives Fasken Martineau the largest international footprint of any Canadian-based law firm.  The firm, which has offices across Canada, will have almost 800 lawyers in total,  approximately 170 outside its borders, including a substantial presence in London (the result of its 2007 merger with Stringer Saul) and an office in Paris.

And while work in the mining, infrastructure, energy and project finance sectors may be driving many of these deals, insurance work has also been a factor in some of the smaller cross-border mergers. For example, UK firm DAC Beachcroft, which is well-known for its insurance practice capability, and insurance specialist firm McCague Borlack (Toronto) agreed to a formal association this past May, a precursor to a full merger in 2014.

In 2011, another Canadian insurance firm, Nicholl Paskell-Mede (Montreal), joined forces with Clyde & Co, a UK-based global insurance and reinsurance practice powerhouse.

Domestic Mergers

Domestically, most of the mergers were small to moderate in size over the last five years. The largest merger was the combination last year between McMillan and Lang Michener, combining under the single name, McMillan, and creating a firm with close to 400 lawyers across Canada and with a presence in Hong Kong.

Other examples include Toronto’s Miller Thomson, which merged with Balfour Moss, a 24-lawyer firm in Saskatchewan 2010; Halifax-based McInnes Cooper, which acquired New Brunswick law firm Clark Drummie, also in 2010; and McCarthy Tétrault, which expanded its office in Calgary by absorbing Venn Law, a boutique energy firm, in 2011.

Posted by Marianne Purzycki

* Many of the top Canadian firms have had small offices in key international markets such as London and New York for some time, and more recently in China and the Middle East. Very few international firms have branch offices in Canada – Baker & McKenzie, Shearman & Sterling and Skadden Arps are among the handful. 

 ** In mid-November, Norton Rose announced yet another combination.  Confirming long-held rumors, the firm reported that it will combine with Houston-based Fulbright & Jaworski on June 1, 2013 to form 3,800-lawyer Norton Rose Fulbright.

Korean Office Round-Up

Last week, Baker & McKenzie was the most recent name in a long line of firms that have been beating a path to South Korea now that the country has begun to liberalize its legal market.  Currently, at least 16 U.S. and U.K. firms have either opened branches in Korea or have announced that they intend to do so.

What a difference a year makes!  It was just a year ago that Cleary Gottlieb became the first U.S. firm to announce plans to enter the market, after the US-Korea free trade agreement resulted in the Korean legal services market opening for the first time to U.S.-based firms.  Cleary’s disclosure was quickly followed by similar announcements from Sheppard Mullin and Simpson Thacher to open offices in Seoul in 2012. All three firms are now open for business in South Korea — Sheppard Mullin in August; Cleary Gottlieb and Simpson Thacher in October.

In February, McDermott Will & Emery signaled its intention to open an office and there was also a flurry of activity in March – the first time that international firms could actually begin applying for approval to set up offices.  Covington & Burling, Paul Hastings, Ropes & Gray, and Squire Sanders, all submitted applications to South Korea’s Ministry of Justice.  Ropes & Gray’s office opened in July, followed by McDermott’s office in September, Squire Sanders’ office in October, and in November, the offices of both Covington & Burling and Paul Hastings.

In June, O’Melveny & Myers signaled its intention to open an office, filing an application with the Korean Ministry of Justice; the office subsequently opened in November.  It was also reported in June by Thomson Reuters News & Insight that DLA Piper, K&L Gates, and McKenna Long & Aldridge had applied to open offices.  K&L Gates was granted approval for its office in mid-November and pending registration with the Korean Bar Association, the firm intends to formally launch in January 2013.

New York boutique Cohen & Gresser also joined the drive into Korea, launching its first overseas office in October.  The firm focuses on complex litigation and corporate transactions, counting Samsung Electronics and Hyundai Rotem among its Korean clients.

So far, Clifford Chance is the only U.K. firm to open an office in Korea.  One of the reasons for the lag in branch office openings by U.K. firms may be due to demographics. According to a report in The Asian Lawyer, U.S. firms have an edge in meeting the requirement that foreign firms have a representative qualified to practice in South Korea, due to the number of Korean immigrants to the U.S.

However, it has been reported that Ashurst is gearing up to launch in Seoul, and firms such as Allen & Overy and Linklaters are known to be active with Korea work.  And recently, Norton Rose chief executive Peter Martyr, shared plans for the further expansion of the firm following the announcement of its merger with Fulbright & Jaworski.  These plans include South Korea as well as other markets such as Brazil, Turkey and the expansion of the New York office.

Posted by Marianne Purzycki

Ignore the Consumerization of IT at Your Peril?

The American Lawyer released its annual law firm technology survey last week, which revealed that (can it really be true?) “consumer-friendly technology is in; enterprise-centric gear is out.”  In a big break from the past, firms are acknowledging that smartphones and tablets now have a place at the table alongside laptops and BlackBerries.  In one of the survey’s most surprising results, nearly 90% of the firms surveyed expect fewer BlackBerry users in the next 12 months at the expense of Android- and Apple-based devices, the use of which is expected to grow.

“The marketplace has spoken,” says Dana Isaacoff, chief information officer at Williams Mullen, which had approximately 500 BlackBerry users a few years ago and now has about 40. “Consumers have learned that smartphones are more attuned to their needs, and it would be irresponsible for us to stand in the way of that. To the contrary, we want to usher in an era of user-friendly, flexible devices.”

Another big change from just a year ago is the sudden proliferation of tablet computers.  Last year, when firms were asked if they supplied their lawyers with tablets, a resounding 93% said no.  This year, when firms were queried about their plans for new hardware, 37% of respondents plan to include a tablet into the mix, either in combination with a desktop (25%) or a laptop (12%).

The survey, which gathered responses from 83 AmLaw 200 CIOs and technology heads, indicates that security continues to be a concern for firms, especially as they grapple with the proliferation of mobile devices, both personal as well as those issued by the firm.  For firms that allow users to bring their own devices to work, 82% said that data security was their chief concern.  Even so, in a seeming contradiction, only 19% of firms restrict application downloads to mobile devices.

The same confidence is not exhibited, however, in cloud-based storage services used on mobile devices.  Sixty-five percent of firms prohibit the use of cloud-based storage and file synchronization services such as Dropbox and iCloud.

But firms themselves are making more use of cloud computing, with 74% of firms responding in the affirmative this year, up from 65% in last year’s survey.  The biggest uses have been for e-discovery and litigation support (63%); email management (38%) and human resources (37%), with cloud-based storage (13%) and document management (8%) taking a back seat, in results that were startlingly similar to the findings of last year’s survey.  For firms that have embraced the cloud, security is a top challenge (68%) as well as for those firms that have not adopted any cloud technology,  91% of which cite security as a concern.

And the deployment of Windows 8, Microsoft’s new attempt to straddle both the PC and tablet environments, can wait.  A stunning 93% of firms are not planning to migrate to Microsoft’s new operating system in the next 12 months.  One reason cited is the touchscreen-centric design, which “A lot of people won’t go to it until they actually have a [Windows 8] notebook with a touchscreen,” notes Ken Kroeger, CIO at Kutak Rock.  In addition, many firms have recently migrated to Windows 7 and are not ready to upgrade to the new version of Windows so soon.

In keeping up with the ever-changing technology employed by firms, firms were surveyed for the first time about a relatively new type of application known as Mobile Device Management (MDM).  This type of software from providers such as AirWatch, MobileIron and Zenprise, enables firms to manage the large-scale deployment of a diverse fleet of mobile devices.  The software gives firms the ability to configure and update device settings, enforce security policies, and enable secure mobile access to firm resources.  Sixty-eight percent of firms use MDM software, and of those users, only 27% report a positive experience and another 27% report a “somewhat” positive experience, possibly reflecting a few kinks in the new applications that still need to be smoothed out.

For more survey results, including responses to questions on CIO compensation, technology budgets, and social media click here

Posted by Marianne Purzycki

Lateral Hiring Needs a Strategy, Too

Lateral hiring can bring great rewards to a firm.  Conventional wisdom dictates that the quickest way to generate revenue is to hire a lateral partner with a strong book of business.  Opportunistic hiring, however, does not make for sound long-term strategy.  It can be a risky move, not to mention costly, if the new hire does not live up to expectations.

However, that has certainly not deterred firms in recent years, as the lateral hiring boom shows no signs of letting up.  Lateral hiring rebounded in 2011, according to data from The American Lawyer* as well as NALP**, indicating that despite the stagnant economy, firms were willing to risk the addition of new talent.  In addition, in a recent survey of 79 leaders of AmLaw 200 firms, 96% of survey respondents indicated that their firms plan to hire laterals over the next two years as a growth strategy.  Almost 75% said their firms expect the increase to extend over the next five years.

The dissolution of Howrey in 2011 contributed somewhat to this increased activity, as the former firm’s partners sought new homes.  However, more often the cause was “cherry-picking” by firms seeking top performers to build market share and increase profits.  Hiring high performing partners can lead to more premium work and thus higher profits.  But lateral hiring also presents real challenges for firms, in terms of both retaining lateral hires and finding ways to recreate their prior success.

Even when a firm has performed thorough due diligence on a potential lateral hire, there are multiple risks involved in the transition.  There is the risk that the partner will not become fully integrated into the firm’s culture, the risk that the partner will not perform as hoped, and the risk that a lateral will leave for still greener pastures. In addition, if the firm “got it wrong,” there is the risk to the firm’s reputation.

A recent article in Global Legal Post by consultants Marc Bartel and Caroline Vanovermeire of executive search firm Heidrick & Struggles suggests that firms need a talent strategy, not simply a generic onboarding program, to reduce the failure rate of lateral hires.  In their experience, only about one in three law firms follow a talent strategy that supports the business.  They contend that firms typically tend to be opportunistic in hiring with a strong focus on the technical skills of the practitioner, not always on the cultural fit.

There is also the risk that star recruits may not be able to replicate their stellar performance – or not replicate it quickly enough – once they have changed firms.  Research by Heidrick & Struggles, including a joint study by Winmark, reveals that it takes almost two years for laterals to perform up to expectations.

[I]t takes between 18 and 24 months for lateral hires to perform to a desired standard. However, people want to see signs within six to 12 months of people thriving in their new environment. The attitude is “we paid you a lot of money, now it is up to you to prove you are worth it”,  leaving it up to the individual to make it work and underestimating the crucial role of the firm in making the new hire  successful.

To create an environment in which new partners will be successful, Bartel and Vanovermeire suggest that law firms employ a “holistic approach” to their lateral recruiting and hiring, basing their decisions on “risk mitigation and pragmatism in order to avoid the pitfalls and huge costs involved in getting it wrong.”  They suggest the following:

  • Articulate the talent strategy of the firm and take a more proactive, rather than opportunistic, approach to hiring.  Focus on portability of talent to match the firm’s strategic talent needs.
  • Conduct in-depth risk assessments that take into account not only skills and experience, but also factors linked to culture.
  • Tailored professional onboarding programs, guided by intelligence acquired during the risk assessment process, are critical.  Firms should also consider setting up a support team for the new hire that would include a coach, senior firm and practice management, as well as a senior HR representative.

Firms would do well to develop a more proactive talent strategy that supports the overall business strategy of the firm.  More work on the front end of the process will help to identify the best fit for the particular position as well as the best fit for the firm overall.  New partner hires, in turn, will benefit greatly from the support they receive as they are being integrated into their new roles, enabling them to get up to speed faster, thus meeting the firm’s business expectations faster as well.

Posted by Marianne Purzycki

*The American Lawyer’s annual lateral survey reported that for the 12 months ending September 30, 2011, there was a 22% increase in lateral partner hiring from 2010.  Even when accounting for the March dissolution of Howrey, which added 208 partners into the mix, there was still a 16% increase in partner moves when compared to the prior year.

**NALP reports that overall, based on aggregate hiring of over 2,800 lateral lawyers in 2011, the volume of hiring was up by 48% compared with 2010.