Why Many Lawyers Start Solo Practices—And Their Biggest Struggle
Most lawyers launch solo practices for greater control over their schedules and workload. However, the most common complaint among solo and small firm owners is the exact opposite—they feel they have no control over their time.
Despite their best intentions, many solo practitioners find themselves overworked, juggling legal work, business management, IT, marketing, scheduling, accounting, and more. What started as a quest for independence can quickly turn into an exhausting, all-consuming burden.
If this sounds familiar, it’s time to build a team. And just like any other aspect of your practice, hiring is much smoother when you have a clear process. A structured hiring approach makes finding the right help far less stressful.
The Key Steps to a Successful Hiring Process
1. Identify WHY You’re Hiring
Before bringing someone on board, clarify your reasons for hiring. Are you looking to reduce your workload? Free up time for higher-value tasks? Expand your client base or revenue? Defining your goals will help you determine the type of role you need to fill.
2. Determine WHAT Your New Hire Will Do
To identify which tasks to delegate, track your daily activities for a week. Categorize them into four groups:
- Tasks only you can do (high-value work in your expertise)
- Tasks you dislike but someone else could handle
- Tasks you enjoy but could be delegated
- Tasks that don’t add value and should be eliminated
The tasks in the second and third categories should form the foundation of the job description for your new hire.
3. Define WHO Has the Right Skills
Once you know what needs to be done, consider the skill set required. For administrative tasks, an assistant may be sufficient. For legal work, a paralegal, legal assistant, or associate might be necessary.
Pro Tip: You don’t need to start with a full-time hire. Even a few hours per week can free up significant time for billable work. If you charge $300 per hour and spend two hours daily on admin tasks, you’re losing $600 per day. Hiring an assistant for a fraction of that cost allows you to focus on revenue-generating work.
4. Plan HOW to Find Candidates
Write a clear job posting and share it where your ideal candidates are looking—job boards, networking sites, paralegal training programs, or staffing agencies. Instead of listing an overwhelming number of skills, focus on the essential qualifications required to offload your key tasks.
5. Assess Candidates Effectively
Prepare standardized interview questions and practical tests. Ask candidates to complete relevant tasks, such as drafting a document, responding to an email, or answering a call. This helps evaluate their skills and ability to follow instructions.
Making Hiring Easier and More Effective
Expanding your team can be daunting, especially when you’re already busy and accustomed to working solo. By following the Why-What-Who-How approach, you can make strategic hires that truly support your practice.
Once you bring new team members on board, an effective onboarding process is key to getting them up to speed quickly—stay tuned for next month’s article on that topic!
