McCormack Schreiber Legal Search

Did you know that expressing gratitude can boost workplace happiness, productivity, and retention? A study by researchers at Harvard and Wharton found that employees who received a simple “thank you” from their manager increased their productivity by more than 50%. Yet gratitude is one of the least practiced behaviors in workplaces. We know that recruiting isn’t just about placing talented candidates. It’s about creating meaningful connections that last. Taking a moment to celebrate the wins—whether it’s a milestone achieved, a colleague who went above and beyond, or simply showing up with your best effort—shifts the dynamic. This isn’t just good for morale; it’s good for business because employees who feel valued are more likely to stay, collaborate effectively, and bring their best selves to work. In legal recruiting, where relationships are everything, a culture of gratitude isn't just nice, it’s essential. Here are some ways to build a culture of gratitude in the workplace: ☑ Start small but meaningful. A quick thank you email or shout-out in a meeting can go a long way. ☑ Celebrate accomplishments. Whether big or small, acknowledging milestones fosters a sense of value. ☑ Make it a habit. You don't have to wait for anyone else, a daily gratitude journaling practice can get your day off on the right foot. So, as we head into the holiday season, let’s commit to making gratitude not just an annual practice but a daily one. Thank your team, your clients, your peers—because appreciation doesn’t cost a thing but can mean everything. #gratitude #appreciation #msls #thelawrecruiters #legalrecruiting By: Rosa Lopez

Making a career move takes time. What used to feel like a sprint now feels like a marathon, with more diligence, more interviews, and more preparation at every step.

Remember the PSA from the 1970s - “It’s 10pm. Do you know where your children are?” If you are a partner considering a lateral move, the PSA should be, It’s time for a search. Do you know where your current partnership agreement is? I’ve seen brilliant partners jeopardize career moves because they skipped a couple of important steps: reading their current partnership agreements and talking to counsel first. It usually happens when an attorney is excited about a new opportunity. The interviews went well. The offer looks great. Then, somewhere between resignation and onboarding, someone finally reads the fine print. That’s when the surprises show up: return of capital, notice provisions, repayment obligations, bonus eligibility for current work, and non-solicitation clauses - the kind of details that can turn an easy transition into months of frustration. Also, when you’re preparing to leave a firm, confidentiality isn’t just a courtesy. It’s a legal and ethical boundary that protects both you and your reputation. Often, I hear stories of partners who start quiet outreach to clients and co-workers before officially announcing their departure. They mean well, but they’re walking into risky territory. Fiduciary guidelines and partnership agreements often define when and how you can contact clients and current associates. Ignore them and you could face real consequences. I always tell people to pause before they act. Review your agreement. Get advice from someone who knows this area of law. Do it the right way, not the fast way.

In the world of law firm partners, charisma gets attention, but competence keeps clients. I’ve seen this play out in every corner of the legal world. The lawyers who consistently grow their books of business aren’t necessarily the most outgoing or the smoothest talkers. They’re the ones who know how to build quiet trust. That trust doesn’t come from a handshake at a conference or a clever line in a pitch meeting. It comes from the day-to-day things that make clients feel seen and supported - like returning calls, following through, explaining complex issues without making people feel small. Those are the traits that turn one engagement into a ten-year relationship. What’s interesting is how predictable this pattern is. I’ve met lawyers who could light up a room but struggled to retain clients after the first project, and I’ve met others who barely say five words in a networking event, yet have loyal followings built on decades of steady work and good judgment. Particularly in a city like Chicago, people appreciate authenticity. We value work ethic and straight answers over polish and theatrics. Flashy will get you noticed, but reliability keeps you relevant. So if you’re focused on building your career or your client base, stop worrying about being memorable for the wrong reasons. Be the one who answers quickly, listens carefully, and delivers work people trust. The spotlight fades. The reputation stays.

Every Halloween, I think about the little things that make recruiters and hiring managers shiver. Not horror-movie scary, more like “please don’t make me open this file” scary. A fright that is near the top of my list: outdated email addresses. If you’re still using Hotmail, Yahoo, or anything with a nickname from college, it’s time to let it rest in peace. Next comes the Zoom name that reads “Mom’s iPad.” It’s 2025. Your name should not require interpretation. Then there are the frightening fonts - oh, the fonts. I've seen Comic Sans, Papyrus, even a few WordArt headers that should have retired decades ago. Your resume doesn't need personality through typography. Clean and readable wins every time. Another personal favorite is the clever email signature that goes a little too far. If your sign-off includes a quote about excellence, destiny, or hustle, I’m already scared. Finally, and this may just be a personal pet peeve, I am haunted by resumes that start with “Seasoned” ______(fill in the blank). Generally, you are either too junior to use that adjective - or you are in fact senior and screaming that you are very, very senior (like my 89 year old Dad senior). Either way, this adjective is not helping. Leave seasoning to the cookbooks. In recruiting, I meet so many interesting characters, but the best know how to keep it simple, polished, and human. Leave the fright for Halloween night. Keep your professional presence ghost free. Do you have any tips for avoiding a scary professional presence?

Every recruiter has a story that makes you shake your head. This one still stands out. A candidate was scheduled for a long morning and early afternoon of interviews with a firm. He wasn’t offered food or beverages - or really even breaks. By the time he reached the final meeting with the partner to whom he would report, the partner opened his own lunch and started eating while asking questions. The candidate had to sit there and respond while the interview unfolded between bites. On the surface, this is funny. But moments like this are also telling. They reveal more about the culture of a workplace than any recruiting brochure ever could. Interviews aren’t just about evaluating the candidate. They are about the candidate evaluating the firm. How people show up in that meeting says a lot about what life will be like inside those walls. That is why I tell candidates to pay attention. The little things you notice in an interview often turn out to be the big things that define the experience of working there. Do you have any funny interview red flag stories?

What are the signs that it's time to look? For most attorneys, that decision doesn’t happen quickly. Most attorneys don’t wake up one morning and decide to leave. The decision builds slowly, often over months of “something just feels off.” The reasons vary, but here are some that I hear most often: - Your firm has shifted its strategic focus, and your practice feels sidelined - Philosophical differences are creating friction - Cultural or management changes have altered the environment - Compensation structures aren’t aligned with your contributions - Billing rates are putting pressure on your ability to grow and maintain clients Sometimes it’s one of these factors, sometimes it’s several at once. What matters is recognizing when your current position no longer gives you the best opportunity to succeed and asking whether another environment might allow you to thrive. Starting the conversation early, even just to explore what’s out there, can make all the difference.

Chicago litigators! Our client, a highly regarded litigation boutique, is looking for an experienced commercial litigation attorney (10+ years) from a large or mid-size law firm to join its dynamic team as Senior Counsel or Partner. The position offers challenging, sophisticated work and the chance to be part of a collegial, well-respected and thriving team. No portable business is required for this excellent opportunity. DM or email me (nancy@thelawrecruiters.com) in confidence for more information.