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As we have seen in our discussions of succession, the single biggest obstacle is often not money or clients, but people.  For suburban and small firms, the challenge of hiring quality lawyers is especially acute.  In many smaller markets, candidates are reluctant to leave the higher salaries and perceived prestige of large Manhattan or Westchester firms. Geography plays a role, too, as commuting to Rockland can be difficult.  As a result, small Rockland firms often find them

As we have explored in prior columns, when thinking about how to exit, lawyers nearing retirement should add the possibility of selling...

With my continuing focus on building my law firm’s value, I think it’s important to know how that value will be calculated. During our...

In our continuing series about law firm exit planning, we have explored some alternatives already - - lateral firm movement and internal...

In our continuing discussion of law firm exit planning, we turn to the idea of internal successors. Having an internal successor could be...