The Alexander Group specializes in C-level recruitment for boutique law firms, having conducted management searches since 1987. With unmatched experience in this space, we have worked longer and more successfully than any other executive search firm in the country. While we are best known for recruiting C-Suite leaders for AMLaw 100 firms, the fastest-growing segment of our law firm administrative practice is for firms with less than 300 attorneys.
John Mann’s Perspective on Boutique Law Firm Leadership Hiring
Managing Director John Mann has identified and recruited C-level leaders for regional and boutique law firms across the country for more than twenty years. We are proud of our impact in recruiting talent for these clients—talent that impacts a firm’s profitability, efficiency, and growth while contributing to a firm’s evolving culture.
John shares his expertise and perspective on the executive leadership recruiting process for law firms with fewer than 300 attorneys and the best boutique law firm leadership hiring practices.
Q: How does C-level recruitment for boutique law firms differ from an AMLaw 100 firm?
A: Many mid-size and boutique firms have been successful because of a practice area or their attorneys; however, some are not known for their operational efficiencies. Some of our clients have initially depended on their partners to manage non-legal areas of the firm. At some point, it becomes untenable. Many of our law firm clients come to us because they have grown to the point where their chairman or managing partner can’t devote the time it takes to manage all the administrative and operational details of growing the firm.
We often recruit the firm’s first administrative executive leader. Sometimes, it is a chief financial officer, and other times, it is an executive director or chief operating officer. Regardless of the position, the goal is to allow lawyers to focus on building and maintaining client relationships—in short, to practice law.
Q: What influences a law firm to hire its first COO?
A: The significant change we often see is a newly elected managing partner or chairman succeeding a long-time managing partner. The newly elected managing partner/chairman would like to put their stamp on the role, focus more on strategy and growth, and have an experienced professional focus on support functions. Law firms that have dedicated functional leadership beyond the expertise of the executive committee/managing partner clearly have a competitive advantage.
Q: How do you recruit a COO or administrative leadership for your clients?
A: Every hire is important but none more so than a firm’s COO or administrative leader. Our clients trust us to get it right. To do so, we spend time getting to know our clients and gain an understanding of their culture and what is important to them. We also work with clients to craft a go-to-market strategy. Some firms seek to hire leaders to meet anticipated growth; others hire leaders to reduce costs and increase operating efficiencies. Some firms want a slate of candidates from outside the legal industry. Every firm is different in their needs.
We believe that not all potential candidates are found in a database. We pair our robust database with the best research team in the business. This allows us to present a slate of candidates that meet our client’s needs, whether they are home to 30 lawyers or 300 lawyers.
Q: You mention that some law firms want to consider candidates outside the legal industry.
What are examples of this?
A: One of our clients is less than ten years old, yet they have established themselves as one of the nation’s largest specialty firms. Over the last five years, the firm has retained us to staff their entire executive team. Some are seasoned law firm pros, yet their CFO came from a Fortune 500 retailer. A 100-attorney firm in Michigan retained us to recruit an entrepreneurial Chief Executive Officer who could think about ancillary practice areas. The success came from a global consumer products company.
Q: Does a firm’s location matter?
Can a firm not based in a major metropolitan area recruit top talent?
A: We have successfully recruited leadership throughout the United States. One thing the pandemic taught us is not all roads lead to major metropolitan cities.
We have recently completed searches including Portland, Maine, Cleveland, Ohio, Grand Rapids, Michigan, Indianapolis, Indiana, and Greenville, South Carolina.
About The Alexander Group
The Alexander Group excels in C-Level executive recruitment for law firms, offering tailored solutions that drive growth, efficiency, and cultural transformation. With decades of experience and a proven track record in identifying and securing top law firm COO and administrative leadership, we are the trusted partner for boutique and regional firms seeking to redefine their leadership and operational success.