At Thompson Hine, we firmly believe that your success is our success so we place a high priority on the integration of our laterals. We have created a formal, and very thorough, lateral integration process to meet our goal of ensuring that all of the necessary steps are taken to support and expand a new lateral’s practice, while at the same time making them feel like a valued member of the partnership.
We are proud of our process, which has received national recognition. According to a survey of lateral partners, Lateral Partner Satisfaction: A Decade of Perspective, Thompson Hine ranked among the top four firms in the country (firms of fewer than 500 lawyers) both in general satisfaction and in integration effectiveness.
Our successful integration process includes a customized integration plan created for each new lateral partner focusing on:
Logistics – ensuring a smooth transition to our Firm so that client service can continue without interruption, including client transfer assistance, establishing files and billing records, filing necessary paperwork, etc. – A structured orientation process designed to create a seamless operational and functional transition. – Staff resources available to support the process. – Strategic trips to other offices providing formal introduction to key lawyers, including the individuals with whom you will practice, as well as Client Service Team leaders and Practice Group leaders.
Practice – identifying service opportunities for the current client base of a lateral lawyer as well as providing access to current Firm clients who may benefit from the services that you can provide. Networking with others in the Firm with similar backgrounds and clients. – An opportunity to be introduced to clients of the Firm while providing you with the necessary resources to introduce the Firm’s lawyers to your clients. – Lateral Spotlights in print and in person to showcase your experience. – Understanding the vision and goals of your practice group and how your practice can support and be supported by these goals.
Culture – providing an atmosphere of congeniality and trust in the workplace to foster internal relationships as the lateral assimilates into the Firm and the community. – Welcome events. – Ongoing support and involvement of the lateral’s Practice Group leader and the Executive Committee. – An introduction to the Firm and its culture, including its Client Service Pledge. – Encouragement and support to become involved in Firm committees, events, etc.
Search Firm Guidelines
We do not accept unsolicited resumes. We consider any resume (a) received without prior approval from a Legal Talent Manager or (b) sent to anyone at the firm outside the Talent Management department, to be unsolicited, and we will not pay a fee to the agency for that submission. If you know a candidate who might be a good fit for our firm, please send an e-mail to the office e-mail address listed below, or contact the Legal Talent Manager directly, and describe the candidate without revealing his or her name, after which the member of the Talent Management department who manages the recruiting activities for that office will be in touch with you. In addition, please do not call or e-mail any attorney at Thompson Hine without prior approval from a Legal Talent Manager. Thank you in advance for respecting our process.
Cincinnati, Cleveland, Columbus and Dayton: Julia Zerman, Director of Legal Talent
Atlanta, Chicago: Mary Bosworth, Manager of Legal Talent
New York and Washington, D.C.: Alon Donohue, Senior Manager of Legal Talent