Partner Placement

Partner Placement

Your trusted advisors.

SeltzerFontaine has over 25 years of experience helping partners and practice groups maximize their potential by seeking new law firm affiliations.

We are on the short list of preferred recruiters of virtually every premier law firm with offices in California. Our clients include global, national, regional, and local law firms from the international giants to select boutiques. We communicate directly with law firm leaders and decision makers; thus, we understand their growth strategies, what they seek in terms of lateral partner candidates and practices, and what will spark their interests for an “opportunistic” hire.

Click the link below for some of the high-level partner searches we currently are engaged to fill. But, don’t forget, we have access to many more hidden partner and practice group opportunities which comprise the vast majority of the lateral partner market.

See Candidate Services below for the specialized array of services we offer our lateral partner candidates. Don’t make a move before talking to us!

Search Our Listed Opportunities

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LATERAL PARTNER QUESTIONNAIRE

The LPQ: What law firms want to know about lateral candidates. Beyond assessing practice and cultural fit, law firms gather relevant data to verify your book of business, avoid client conflicts, and manage risks. Click here for details on what information prospective law firm employers expect you to provide during the interview and vetting process, and to download our sample form.

LATERAL FIRM QUESTIONNAIRE

The LFQ: What lateral candidates want to know about law firms. Just as firms request information from prospective laterals in an LPQ, partner candidates also should ask questions of the firms they are considering. Click here for our advice on what to ask and how to conduct your own due diligence in order to make an informed decision, and to download our sample form.

CANDIDATE SERVICES

We advise senior candidates regarding search strategies, practice evaluation, competitive platform assessment, market dynamics, and individual law firm business practices and economic posture. We can assist you with drafting your business plan, completing LPQs, gathering “inside intelligence”, evaluating offers, and negotiating all aspects of your compensation package.

Blog Articles Regarding Partnership

  • Watch for Red Flags When Hiring Lateral Partners!

    One key to lateral hiring success is understanding and mitigating any red flags that crop up throughout the recruiting process. These warning signs can differ dramatically from firm to firm, depending upon each firm’s people, hiring process, and history. They’re also easily overlooked, either because they’re subtle, or because the…

  • The Post-Pandemic Job Interview Part Two: What Candidates Should be Asking Now

    Originally posted on LawJobs.com. Due diligence into their target law firms by lateral candidates is even more important in the post-COVID era. The way a law firm handled the economic shutdown and reopening, as well as its management and financial posture afterward, are vital considerations when determining which firm would…

  • The Post-Pandemic Job Interview Part One: What Prospective Employers Should be Asking Now

    Originally published on LawJobs.com. There’s no question that COVID-19 changed the world and your interviewing strategy should reflect this new reality. Prospective employers can learn much about the candidates under consideration by exploring how they handled the resultant business shutdown. Digging deeper into lateral prospects’ work experience during the pandemic…

  • Competing for Diverse Talent

    As corporate clients more often consider the diversity and inclusion policies of law firms when selecting counsel to represent them, competition to recruit minority talent is fierce. To satisfy their desire for outside counsel that meet their desired diversity and inclusion goals, general counsel expand their searches to include smaller,…

  • The Evolving Diversity Conversation

    The conversation around diversity and inclusion in the legal profession changed over the past several decades. When the principals of SeltzerFontaineLLC entered the legal search profession in the early 1980s, diversity was a topic we brought up to the hiring authorities at major law firms and corporate legal departments rather…

  • Resume Writing: Cut to the Chase

    Objective statements are a waste of time and valuable resume space. Don’t squander those precious resources with meaningless words. You have just a few seconds of a hiring authority’s scanning time to entice them to read further before they set your resume aside. Prospective employers want to know immediately whether…

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Telephone: (310) 839-6000

E-mail:  info@seltzerfontaine.com

2999 Overland Avenue, Suite 120

Los Angeles, CA 90064