CASE STUDY
Improving the Lateral Partner Interviewing Process
Designing and rolling out an interview process that facilitates lateral partner growth
An AmLaw 200 client approached us with the intention of facilitating lateral partner growth, a key component of the firm’s strategic plan. Specifically, the firm was looking to us to help improve its partners’ interviewer skills generally, and to address and correct for ineffective behaviors that had been observed.
What we’re solving for
Services
Lateral Partner Hiring
Our Process
After consulting with the recruiting team and practice groups leaders to learn what was getting in the way of the creation of consistent and seamless candidate-centric interview experiences, we worked with the firm to create a uniform understanding of how partners should represent the firm to lateral partner candidates. Building on this consensus, we developed and rolled out a multifaceted training experience. This included a facilitated discussion with partners to solicit input and share ideas about branding and interviewing techniques.
With each participant, we used mock one-on-one interviews to assess their interviewing approach and provided them with personalized feedback and micro trainings.
Throughout the process we managed perceptions and expectations via a strategic communication plan ensuring participants knew their perspective was valued and knew the framework for what came next.
Result
Using what we learned during the pilot program, we cleaned up the firm’s interviewing process and, with the support of the pilot participants, rolled out an interviewing skills training program for all partners. This helped the firm to transform the experience that lateral partner candidates have and led to improved outcomes in terms of the firm’s assessment of candidates.