Last week, our legal operations team at Wadkins Associates visited our New York contacts to discuss the evolution of legal practice management within the AM Law 100. We explored how teams are structuring themselves to support attorneys and how firms are strategizing to attract candidates to a niche yet growing pool of talent.
Practice Management professionals effectively serve as Chief of Staff to Practice Group Chairs, albeit without that specific title. They are typically involved in all aspects of managing a practice group, supporting Practice Group Leaders (PGLs) in driving strategic initiatives, and overseeing both business and financial operations.
Depending on the specific needs of a practice and the partners’ understanding of the role, firms generally seek talent with expertise aligned to one or two key areas within the broad scope of practice management. Some firms prioritize candidates skilled in attorney development, personnel management, and staffing, while others focus on acquiring talent with expertise in practice analytics and financial performance.
The specific needs of a practice group often dictate the type of profile a firm seeks to hire. In our experience, candidates with a practicing attorney background excel in roles emphasizing talent management, development, and staffing. Conversely, those with a traditional business services background tend to perform better in practice management roles with a stronger focus on financial management and analytics.
During our trip, we met with over 40 practice management professionals and examined the varying structures of Practice Group Management (PGM) departments across the AM Law 100. Many firms are in the early stages of developing their practice management capabilities, often resulting in relatively flat organizational structures. The most common setup involves assigning a dedicated practice manager to each group, with a dotted-line report to the PGL and a primary reporting line to a Director of Administration, Director of Practice Management, or Chief Practice/Legal Operations or Innovation Officer.
In contrast, firms with more established practice management functions tend to adopt hierarchical structures. These typically include positions at the specialist, manager, senior manager, director, and chief levels.
Such hierarchical setups, which offer clear progression opportunities and junior-level support for administrative tasks, tend to have higher retention rates. They also attract talent seeking long-term career growth within the firm.
If you would like to discuss the market in further detail, please get in touch.
Executive Search Consultant
Email: John.mckechnie@wadkinsassociates.co.uk
Tel: +44 7774 742 793
