Our process is built for Philadelphia skill-signature failure modes—second-chair inflation, late book verification, and hospital or insurer conflicts walls—not volume outreach. We open with a written mandate: practice economics, target portable-revenue band, non-negotiable opposing-party and institutional walls, guarantee authority and committee timeline. Only then do we map the addressable Litigation & Disputes partner set from the ~7,500 lawyers we map in Philadelphia, filtered by docket type, first-chair ownership and known platform constraints.
Approach is confidential and sequential. We validate interest, three-year originations, first-chair calendars and reason for move before names reach the client. Conflicts grids run early—often before first-round partner interviews—so a late-stage payor or panel wall does not waste executive-committee time. Comp discussions stay inside the firm's real guarantee and capital authority; we do not float packages the partnership will not ratify. Counter-offer coaching and start-date planning around live trials or depositions are part of close support, not an afterthought.
Close and integration matter as much as the offer letter. We stay on the file through acceptance, resignation management, counter-offer navigation and a 90-day check on docket transition. Over the trailing three years that discipline produced 15 completed Philadelphia Partner Recruiting searches at a 94% completion rate and a 5-month median timeline. The same research programme that anchors our 250 structured interviews keeps the method honest: partners tell us when first-chair ownership—not cash—is the real skill signature, and we treat that as diligence, not a failure of persuasion.