Slides of Jules Miller's presentation at 206 Clio Cloud Convention.

1. HIRING TRENDS:
What Law Practices Can
Learn from Silicon Valley
@ ClioCloud
By Jules Miller

2. GOAL: Be inspired to hire differently.
AGENDA.
1. What we can learn from Silicon Valley about hiring
2. How law practices are like Silicon Valley tech
companies…and how they’re not
3. Building a culture that attracts top talent
4. Retaining talent so you spend less time hiring

3. Why am I Here Talking About Hiring?
12+ years working with enterprises and law practices on
hiring and innovative talent solutions. I love this stuff!

4. What Can We Learn from Silicon Valley?

5. They Spend A LOT of Time & Energy Hiring
Rapid Growth
Constant hiring
“Fit” is critical A war for the
best talent
Every person
has an impact
Retention is
critical

6. The Unicorns are On To Something

7. Tech company employees
work incredibly long hours
…just like law firms
Tech companies are highly
competitive environments
…just like law firms
The stakes are high
…just like law firms And yet…
How Law Firms are Like Tech Companies

8. Law Firm Tech Co
Long Hours, high Stress, high Stakes ✔ ✔
Opportunity to make a difference (world or company) ✗ ✔
Practical skills tests ✗ ✔
Feeling like voice is heard ✗ ✔
Collaboration with “rock stars” &
flatter management structures ✗ ✔
Non-monetary perks
(Often demonstrating trust + appreciation) ✗ ✔
Emphasis on cultural fit + employee ✗ ✔
…And How They’re Not

9. Shut Up and Take My Money!

10. 77% of associates leave a firm by year 5
Highest attrition rates: years 2 & 3
50% of law firms reported increases in alternative career paths,
non-partner track & flexible attorney programs
Associate Attorney was the
unhappiest job in America*
Attorneys now are more willing
to trade salary for intangibles.
“
”
“
”
*beating out customer services associates & clerks…. Ouch!
It’s Not Working.

11. Study after study shows desire for:
1. Work environment, culture & reputation
• Hiring process that emphasizes culture
• Company reputation and pride
2. Job resources
• Non-monetary perks
• Prioritization of employee happiness
• Latest tech tools
3. Opportunities + meaningful goals
• Leadership opportunities
• Belief that they are changing the world
4. Autonomy + control over work
• Flexibility
• Voice heard in management
• Collaborative opportunities
Attorneys who enjoy practicing the law
but hate the culture are leaving law
practices and exploring other paths
that offer these “intangibles.”
Attorneys Want More

12. It All Comes Down to CULTURE

14. How do you build a
culture that attracts
top talent?

15. First, Look Within.

16. Why Would the Perfect Candidate Want to
Work for You? They Have Options.

17. Define Your Unique Culture

18. The Talent Solution
Overall
Company
Vision
•Big Picture
Mission
•Should be
motivating and
inspirational
•Longer term (~5
year) goal
Articulate
Values
•Specific list (3 –
10) of values
unique to your
company
• Include as many
people from the
team as possible
in the process
Make
Decisions
Based on
Values
• Every decision
you make must be
in line with values
– your culture
depends on it!
• Lead by example.
• Enforce this with
all managers
Hire an Fire
Based on
Values
• Prioritize values in
the hiring process
• Include a "culture
interview”
• Do not put up with
behavior that
counters your
values - make a
statement by
taking action
Reward Cultural
Ambassadors
• Encourage living
of values with real
rewards – put
your money where
your mouth is!
• When certain
people embody
your values, make
them a cultural
ambassador
Creating a Culture Takes Commitment

19. This is Not A Differentiated Culture
Most Law Firm Values Look Like This
(if they have them at all):
• Integrity
• Client Focus
• Intellectual Rigor
• Collaboration
• Excellence
Which Law Firm is this??
Unique
Specific
Differentiated
Identifiable

20. This is Pretty Darn Good
Customer Success Comes First
• We know the customer and know the product. No exception.
• We build amazing products that make our customers happy and successful.
• We earn the love and trust of our customers and never take them for granted.
• We're humbly Canadian - but we're also damn proud of it.
Thrive as #TeamClio
• We win together and lose together as ONE team.
• We put the team's needs before our needs. No egos.
• We respect each other and the Company, and strive to always do the right thing.
• We balance what we give with what we take.
Draw the Fuc[redacted] Owl
• We are aligned to common goals and empowered to make things happen.
• We seek solutions when we find problems, wherever we find them.
• We ask questions when we don't have answers.
• We go above and beyond. Always.
Live a Learning Mindset
• We are curious and always striving to improve ourselves.
• We aren't afraid to fail.
• We give each other real-time, honest, and actionable feedback, and likewise,
we're open to receiving feedback in order to grow.
No Doors, Only Windows
• We're open and accessible.
• We're free to be ourselves and to be genuine with each
other. Clio's culture is enriched through diversity.
• We're encouraged to say what's on our mind and ask
questions. Good, bad, or ugly.
• We communicate openly, broadly, and frequently.
Work Hard, Be Agile
• We love deadlines. We live deadlines.
• We don't punch clocks. We're measured by the
contributions we make.
• We support each other to get things done fast and more
efficiently.
• We do not view quality and velocity as opposing ideals.
• We embrace change - and we're not afraid of it.
Stay Fit, Have Fun
• We nurture our physical and mental health.
• We laugh. A lot.
• We always strive to be present, mindful, and in the moment.
• We have a fun and enthusiastic work environment.

21. Silicon Valley Tech Companies:
• Establish values and stick to them
• Are serious about living and breathing their
defined culture
• Never compromise on cultural fit in hiring
• Reward alignment with culture
• Fire people who violate the culture
• Spend time helping new team members
understand the culture
“For individuals, character is
destiny. For organizations,
culture is destiny.”
~Tony Hsieh
“The thing I have learned
at IBM is that culture is
everything.”
~Louis Gerstner, former CEO of IBM
“It's about getting the best
people, retaining them,
nurturing a creative
environment & helping to
find a way to innovate.”
~Marissa Mayer, CEO of Yahoo!
Cultish about Culture

22. This is just the start.
Hiring is not over
when the candidate
accepts the job.

23. The Best Hiring Tip Ever
Focus on Retaining Talent
Once the right people are on your team, do
everything possible to keep them at your
company. The longer they are there, the
stronger your culture will become and the less
you will have to hire – the best people who are a
good cultural fit will come to you proactively!

24. One year of paid leave for
new mothers and fathers.
Covers the costs of freezing
eggs and fertility assistance.
Annual stipend of $2,000 to travel anywhere in the world.
3 free meals a day,
on-site acupuncture
and improv classes
Compensated for
seeing a life coach.
Reimbursement for daycare
and adoption fees and
$4,000 “baby cash”
Relaxation lounges with video games,
onsite hair cuts and monthly poker
tournaments. Bring your dog to work.
100% medical, dental and
vision coverage to employees
and dependents.
Unlimited vacation policy w/
$1,000 in spending money
for employees who take a
vacation longer than a week.
Retain Talent With Benefits & Perks
High level of transparency.
Anyone can ask Travis, the CEO,
a question at a weekly meeting.
20% of time to work on
independent projects
Six days of paid volunteer time off and up to
$1,000 to donate to a charity of their choice.

25. Law Firms are stepping it up with startup-inspired
programs and perks:
• Free monthly massages (Benesch, Friedlander, Copland & Aronoff)
• Dance-offs, karaoke, table tennis, ice cream sundaes, and weekly beer and
pizza gatherings celebrate team and individual successes. (Cooley)
• Telecommute 25% of the time (Hogan Lovells)
• Meditation classes (Kirkland & Ellis)
• Massages, fresh fruit delivery, yoga classes (Hanson Bridgett)
• Telecommute up to two days a week (WilmerHale)
• A dedicated Happiness Committee (Perkins Coie)
• On-staff mental health professionals and coaches (Fried, Frank, Harris,
Shriver & Jacobson)
• Wine parties (Crowell & Moring)
A good start, but we can do better!
1. Identify firm’s unique perks
and align with core values
2. Connect the values
promoted by those perks
3. Evaluate perks appeal to
candidates/potential hires
4. Market and promote perks as
evidence of firm’s values and
culture points
Law Practices Showing Some Progress

26. Example: Aloha Friday’s @ Salesforce.
• CEO Mark Benioff loves Hawaii and took a
sabbatical there before starting the
company
• Employees wear Hawaiian shirts on Fridays
to “spread the aloha spirit” and bond as a
team
• Offices pop with bright colors and prints
• Conference rooms have names like Maka
Launa and Hala Kahiki
• Embodies culture of philanthropy 1/1/1
model: 1% time, 1% product, 1% equity
It Doesn’t Have to Cost A Lot of $$

27. “I have never felt more valued by any other company.
Management supports promotions to ensure you're reaching
your highest potential. I love my job!”
“I started as an hourly employee and the company has
rewarded me for hard work and creativity by allowing and
encouraging me to work in a variety of roles.”
Personal and professional development funds.
“Slack really wants you to grow as a person”
“I feel like Pinterest genuinely cares about me as a person.”
If not, there is still more work to be done on your culture.
Do Your Employees Say This?

29. THANK YOU!
Jules Miller
Co-Founder & Managing Director
Evolve Law
jules@evolvelawnow.com