How Healthy is Your Firm?

In a competitive legal market, hiring the right people isn’t just about checking a box, it’s about building a strong, lasting team. And yet, many firms still lean on surface-level numbers like time-to-fill or how many resumes they’ve reviewed to gauge success. Sure, those figures show how fast you’re hiring, but they don’t say much about whether you’re hiring well.

If you really want to understand your firm’s health, it’s time to dig deeper.

Start by looking at your year-end headcount. How many attorneys did you hire this year? How many left? And maybe more importantly—why did they leave? Tracking your net gain or loss is a simple but powerful way to get a sense of momentum, and flag any areas where something might be off.

Then, look at the trends within practice groups. Are certain teams consistently growing, while others are struggling to retain people? Is a specific group experiencing more departures than hires? That tells a story, and it’s worth listening to.

It also helps to look at how well new hires are doing. Are they staying past that first critical year? Are they contributing, connecting, and thriving? High turnover is expensive, not just financially, but culturally and professionally. The firms that retain talent tend to be the ones investing in mentorship, clear communication, and long-term fit.

And what about the attorneys who never made it through the door? If strong candidates are declining your offers, it might be time to take a closer look at your compensation package, internal culture, or even how you’re presenting the opportunity.

Lastly, don’t overlook diversity and inclusion. It’s not just about who you hire, it’s about who stays, who grows, and who feels like they belong.

In the end, firm health isn’t about how quickly you fill a role. It’s about whether the people you bring in are set up to succeed, and whether they want to stick around. The numbers can help, but it’s the story behind them that really matters.