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Temporary placement of lawyers has been around for a long time. When Axiom was founded in 2008 it started a full on industry with many companies vying for a place in the segment. Some focus exclusively on lawyer temp placement (like HireAnEsquire and Priori) where others (like FlexLegal) focus on paralegals. Also a number of Alternative Legal Service Providers like Cognia and Elevate have built offerings that are very attractive to their customers.

Temporary Placement

This category covers everything to do with a law firm's or in-house department's biggest asset, its people. This has always been an important topic but given the recently increasing war on talent and the large number of people who leave the law, this category has become more important. In addition to traditional recruiting, retention, professional development and performance management, the other topic that has become very important is diversity, equity and inclusion.

People

Performance management involves setting goals, measuring performance against goals and determining a roadmap for lawyers performance. A popular solution is Litera Objective Manager, a 2021 acquisition by Litera that will see its adoption in the USA increase.

Appraisals

Professional development is an important component of lawyer satisfaction and retention. Most younger lawyers when given the choice between a salary increase and better training will choose the training (obviously up to a point). This category also includes Continuing Legal Education (CLE) Providers. The market for professional development was long dominated by the Practising Law Institute, West Academic and certain solutions by LexisNexis. More recently, Hotshot has become very popular among law firms (mostly Am Law 100 and 200 firms) due to their approach of offering short videos that can also be used to earn CLE.

Professional Development

There are a myriad of recruiting tools in the market. They vary from list of lawyers in firms with potential candidates and associated workflow tools (e.g., Leopard Solutions) to solutions that help assess candidates for fit (such as Decipher). The availability of recruiting tools has also shifted some recruiting in-house. Some firms contronted with a huge demand for lawyers have hired in-house recruiters in addition to working with external recruitment agencies.

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Recruitment agents continue to be an important part of the recruitment toolkit. For the time being Legaltech Hub only lists recruitment agents that specifically recruit legal technology people and innovation people.

Recruitment Agents

<p>Diversity, Equity and Inclusion (DEI) has always been important, but more recently law firms and in-house counsel pay a lot more attention to this. In-house counsel set minimum standards for diversity on the teams that work for them. Law firms have become much active in hiring and promoting diverse candidates. In particular, the introduction of the Mansfield Rule has supported better practices on DEI. Under the Mansfield Rule (result of a 2016 Women in Law hackathon) and supported by Diversity Labs firms that subscribe to it, require that law firms consider at least 30% women, LGBTQ+ and minority lawyers for significant leadership roles. Among the tools in this category, Leopard Solutions provides objective data on DEI. Diversity Labs is the main driver behind the Mansfield Rule.</p>

Diversity and Inclusion