It is clear that, while one size does not fit all, there are three perspectives any firm that is reviewing its capitalization should consider: financing operations, financing strategic initiatives and financing unanticipated events.
Financing Operations
Most law firms finance their operations through a combination of two sources: partner capital and bank debt. Partner capital typically comes through a cash contribution (possibly a bank loan that the firm guarantees) and/or accumulated undistributed earnings. The procedure by which the firm calculates how much each individual needs to contribute varies significantly, and could well be the subject of a lengthy article on its own.
Regardless, in law firms, capital planning is often done with an eye towards financing the firm’s current, expected operating needs. These needs vary by firm, but may include financing the firm’s billing and collection cycle, fixed asset purchases, extraordinary expenses (office relocation for example) and possibly the creation of a cash cushion to cover short-term cash flow mismatches.
Of course, these costs can add up quickly, and firms rarely rely on partners to fund everything. Instead, firms look to bank financing to support some portion of operations, particularly when the expenditure is related to the acquisition of fixed assets or funding of extraordinary expenses.
Incurring debt to finance these items is almost an industry standard, and, when the loan is amortized as the asset is depreciated, repaying the debt is rarely a financial burden on the firm.
At one time, firms used “rules of thumb” when setting operating capital targets. One popular rule was setting the target equal to a certain number of months of operating expenses (two to three months was common). For some firms, this process probably worked well (and may still); however, as firms have grown and their geographic reach has expanded, relying on a rule of thumb to set capital has become increasingly risky. Quite simply, the connection between the capital needed to support a growing law firm and a rule of thumb based on firm expenses is tenuous, at best.
As we have seen over the past year or so, certain practices that were profitable and active have struggled to keep lawyers operating at anywhere near full capacity. Firms that were not interested in cutting off funding to the slower practices used existing capital to prop up the practices, with the hope that the lawyers would soon return to full capacity. Those firms that did not have adequate capital fell more quickly into a cash flow crunch when busy practices slowed down. They also tended to eliminate attorneys.
Now, rather than rely on rules of thumb, firms are beginning to set their capital targets based on firm expectations and planned strategic initiatives.
Strategic Initiatives
A firm’s strategic initiatives often include planned growth, which, in turn, means more attorneys, more infrastructure costs and, possibly, more offices.
While such moves should pay for themselves in the long run, the start-up costs of adding a group of laterals or opening a new office can be significant. In the case of lateral hires, since the individuals joining the firm rarely bring their work-in-process and accounts receivable with them, the acquiring firm needs to finance the group’s operations for some time.
Consequently, a firm’s capital plan should consider the firm’s strategic growth initiatives. In the case of a lateral expansion, many firms use bank financing to pay for any additional infrastructure, such as furniture and equipment. This is consistent with the use of debt to fund ongoing operations and is not inappropriate. Some firms will also use bank financing to fund the start-up costs for the new group. This can cause problems. While incurring a small amount of short-term debt to pay the start-up costs may be acceptable in certain instances, stronger firms use existing capital to fund these costs.
Too often, we see firms dip into bank loans to fund start-up costs, only to see that they cannot repay the loan anytime soon. Ultimately, this can limit future initiatives since partners have an appetite for only so much debt, particularly if it comes with personal guarantees.
The Unanticipated
Too many firms set capital policies and targets that focus solely on expected operations and fail to plan for unexpected cash needs. The nature of these unanticipated events can range from the loss of a key client to the departure of a group of lawyers, even to weathering a recession.
In each instance, there is a lot to be said for maintaining some sort of capital cushion to help the firm get past the difficulty. Take the loss of the key client, for example, which can have significant ramifications for the firm’s operations. While it is likely that the collections from the client will not dry up immediately, the firm needs to be prepared for reduced revenue in the future.
Yet the firm’s ongoing operating expenses may not shrink as much as revenues may decline. To ensure that the firm continues to meet its financial obligations, it can take on bank debt or, hopefully, fall back on a strong capital position.
Those firms that lose a major client and then take on bank debt to prop up operations are truly taking a gamble that they will be able to regenerate their business before the loan comes due.
The firm would be in a far better position if it had adequate capital to weather the storm and then, if business did not pick up, consider other alternatives free of unplanned bank debt.
Conclusion
Today, not only is it necessary for firms to have clearly established capital policies, it is also important to have an institutional understanding and support for the roles of capital and debt.
At the end of 2001, it became apparent that law firms were taking on more debt than they had in the late 1990s. This was due partly to strategic growth initiatives and partly to a reaction to reduced productivity.
A few firms have gotten themselves into trouble by borrowing far too much money and then using it to support partner compensation. We have seen the nasty backlash of such actions before and may see more within the next year or so.
Too often, we have seen thinly capitalized firms kick themselves for not being able to capitalize on (read afford) an acquisition opportunity and finance the operations by taking on additional bank debt.
It is such firms that worry us most. After all, at some point in the future, these firms will need to repay their “acquisition” debt. Unlike the repayment of debt used to purchase fixed assets (which should amortize relatively consistently and be cashflow-neutral), the only way to repay acquisition debt is by reducing partner distributions.
In more than one firm, such reductions—perhaps combined with an under-performing lateral group—have created internal dissent and second-guessing of the acquisition.
In contrast, the firm that is better capitalized can usually take on the lateral group with little, if any, additional debt - thereby eliminating the need to reduce partner distributions in the future.
Quite simply, the better-capitalized firm plans not only for what it anticipates in the short term, but also for what it cannot anticipate.
How to Hire a Legal Recruiter for Your Law Firm: How Law Firms Recruit Attorneys Using Legal Recruiters |
About Harrison Barnes
No legal recruiter in the United States has placed more attorneys at top law firms across every practice area than Harrison Barnes. His unmatched expertise, industry connections, and proven placement strategies have made him the most influential legal career advisor for attorneys seeking success in Big Law, elite boutiques, mid-sized firms, small firms, firms in the largest and smallest markets, and in over 350 separate practice areas.
A Reach Unlike Any Other Legal Recruiter
Most legal recruiters focus only on placing attorneys in large markets or specific practice areas, but Harrison places attorneys at all levels, in all practice areas, and in all locations-from the most prestigious firms in New York, Los Angeles, and Washington, D.C., to small and mid-sized firms in rural markets. Every week, he successfully places attorneys not only in high-demand practice areas like corporate and litigation but also in niche and less commonly recruited areas such as:
- Immigration Law
- Workers Compensation
- Insurance
- Family Law
- Trust and Estate
- Municipal law
- And many more...
This breadth of placements is unheard of in the legal recruiting industry and is a testament to his extraordinary ability to connect attorneys with the right firms, regardless of market size or practice area.
Proven Success at All Levels
With over 25 years of experience, Harrison has successfully placed attorneys at over 1,000 law firms, including:
- Top Am Law 100 firms such including Sullivan and Cromwell, and almost every AmLaw 100 and AmLaw 200 law firm.
- Elite boutique firms with specialized practices
- Mid-sized firms looking to expand their practice areas
- Growing firms in small and rural markets
He has also placed hundreds of law firm partners and has worked on firm and practice area mergers, helping law firms strategically grow their teams.
Unmatched Commitment to Attorney Success - The Story of BCG Attorney Search
Harrison Barnes is not just the most effective legal recruiter in the country, he is also the founder of BCG Attorney Search, a recruiting powerhouse that has helped thousands of attorneys transform their careers. His vision for BCG goes beyond just job placement; it is built on a mission to provide attorneys with opportunities they would never have access to otherwise. Unlike traditional recruiting firms, BCG Attorney Search operates as a career partner, not just a placement service. The firm's unparalleled resources, including a team of over 150 employees, enable it to offer customized job searches, direct outreach to firms, and market intelligence that no other legal recruiting service provides. Attorneys working with Harrison and BCG gain access to hidden opportunities, real-time insights on firm hiring trends, and guidance from a team that truly understands the legal market. You can read more about how BCG Attorney Search revolutionizes legal recruiting here: The Story of BCG Attorney Search and What We Do for You.
The Most Trusted Career Advisor for Attorneys
Harrison's legal career insights are the most widely followed in the profession.
- His articles on BCG Search alone are read by over 150,000 attorneys per month, making his guidance the most sought-after in the legal field. Read his latest insights here.
- He has conducted hundreds of hours of career development webinars, available here: Harrison Barnes Webinar Replays.
- His placement success is unmatched-see examples here: Harrison Barnes' Attorney Placements.
- He has created numerous comprehensive career development courses, including BigLaw Breakthrough, designed to help attorneys land positions at elite law firms.
Submit Your Resume to Work with Harrison Barnes
If you are serious about advancing your legal career and want access to the most sought-after law firm opportunities, Harrison Barnes is the most powerful recruiter to have on your side.
Submit your resume today to start working with him: Submit Resume Here
With an unmatched track record of success, a vast team of over 150 dedicated employees, and a reach into every market and practice area, Harrison Barnes is the recruiter who makes career transformations happen and has the talent and resources behind him to make this happen.
A Relentless Commitment to Attorney Success
Unlike most recruiters who work with only a narrow subset of attorneys, Harrison Barnes works with lawyers at all stages of their careers, from junior associates to senior partners, in every practice area imaginable. His placements are not limited to only those with "elite" credentials-he has helped thousands of attorneys, including those who thought it was impossible to move firms, find their next great opportunity.
Harrison's work is backed by a team of over 150 professionals who work around the clock to uncover hidden job opportunities at law firms across the country. His team:
- Finds and creates job openings that aren't publicly listed, giving attorneys access to exclusive opportunities.
- Works closely with candidates to ensure their resumes and applications stand out.
- Provides ongoing guidance and career coaching to help attorneys navigate interviews, negotiations, and transitions successfully.
This level of dedicated support is unmatched in the legal recruiting industry.
A Legal Recruiter Who Changes Lives
Harrison believes that every attorney-no matter their background, law school, or previous experience-has the potential to find success in the right law firm environment. Many attorneys come to him feeling stuck in their careers, underpaid, or unsure of their next steps. Through his unique ability to identify the right opportunities, he helps attorneys transform their careers in ways they never thought possible.
He has worked with:
- Attorneys making below-market salaries who went on to double or triple their earnings at new firms.
- Senior attorneys who believed they were "too experienced" to make a move and found better roles with firms eager for their expertise.
- Attorneys in small or remote markets who assumed they had no options-only to be placed at strong firms they never knew existed.
- Partners looking for a better platform or more autonomy who successfully transitioned to firms where they could grow their practice.
For attorneys who think their options are limited, Harrison Barnes has proven time and time again that opportunities exist-often in places they never expected.
Submit Your Resume Today - Start Your Career Transformation
If you want to explore new career opportunities, Harrison Barnes and BCG Attorney Search are your best resources. Whether you are looking for a BigLaw position, a boutique firm, or a move to a better work environment, Harrison's expertise will help you take control of your future.
Submit Your Resume Here to get started with Harrison Barnes today.
Harrison's reach, experience, and proven results make him the best legal recruiter in the industry. Don't settle for an average recruiter-work with the one who has changed the careers of thousands of attorneys and can do the same for you.
About BCG Attorney Search
BCG Attorney Search matches attorneys and law firms with unparalleled expertise and drive, while achieving results. Known globally for its success in locating and placing attorneys in law firms of all sizes, BCG Attorney Search has placed thousands of attorneys in law firms in thousands of different law firms around the country. Unlike other legal placement firms, BCG Attorney Search brings massive resources of over 150 employees to its placement efforts locating positions and opportunities its competitors simply cannot. Every legal recruiter at BCG Attorney Search is a former successful attorney who attended a top law school, worked in top law firms and brought massive drive and commitment to their work. BCG Attorney Search legal recruiters take your legal career seriously and understand attorneys. For more information, please visit www.BCGSearch.com.
Harrison Barnes does a weekly free webinar with live Q&A for attorneys and law students each Wednesday at 10:00 am PST. You can attend anonymously and ask questions about your career, this article, or any other legal career-related topics. You can sign up for the weekly webinar here: Register on Zoom
Harrison also does a weekly free webinar with live Q&A for law firms, companies, and others who hire attorneys each Wednesday at 10:00 am PST. You can sign up for the weekly webinar here: Register on Zoom
You can browse a list of past webinars here: Webinar Replays
You can also listen to Harrison Barnes Podcasts here: Attorney Career Advice Podcasts
You can also read Harrison Barnes' articles and books here: Harrison's Perspectives
Harrison Barnes is the legal profession's mentor and may be the only person in your legal career who will tell you why you are not reaching your full potential and what you really need to do to grow as an attorney--regardless of how much it hurts. If you prefer truth to stagnation, growth to comfort, and actionable ideas instead of fluffy concepts, you and Harrison will get along just fine. If, however, you want to stay where you are, talk about your past successes, and feel comfortable, Harrison is not for you.
Truly great mentors are like parents, doctors, therapists, spiritual figures, and others because in order to help you they need to expose you to pain and expose your weaknesses. But suppose you act on the advice and pain created by a mentor. In that case, you will become better: a better attorney, better employees, a better boss, know where you are going, and appreciate where you have been--you will hopefully also become a happier and better person. As you learn from Harrison, he hopes he will become your mentor.
To read more career and life advice articles visit Harrison's personal blog.