LAW FIRM RECRUITING & DEVELOPMENT SURVEY

CONTENTS The Participants... 3 Professional Responsibilities... 5 Finding Talent... 11 Satisfaction... 18 Salary & Bonus... 22 Survey Questions... 34 Respondents Profile... 13 INTRODUCTION We at Major, Lindsey & Africa recognize that the scope of responsibilities of recruiting and development professionals varies widely from firm to firm. In order to provide factual data about these functions we established the Law Firm Recruiting and Development Survey. The results of this survey provide information about the differences across firm size, functions and compensation scales. METHODOLOGY The survey was developed by Major, Lindsey & Africa and data was collected using an online questionnaire. Invitations to participate were sent to attendees of the National Association for Law Placement (NALP) 2016 Annual Education Conference as well as Major, Lindsey & Africa Law Firm Management Practice group clients and candidates. The invitation contained a link which participants could use to access the online survey. A total of 1042 emails were sent out. 69 responses were received. For each calculation, only those who answered all questions are included in the percentages reported. LAW FIRM RECRUITING & DEVELOPMENT SURVEY i

THE PARTICIPANTS 68 people provided their work titles. These were then divided into four functional categories: Answered: 68 Chief Director Senior Manager/ Manager Coordinator/ Administrator Respondents represented 18 different states with the majority coming from the District of Columbia, New York, California, and Illinois. Answered: 67 (1) (1) (9) (13) (1) (2) (9) (1) (4) (3) (2) (1) (1) (12) (2) (2) (2) (1) (# OF RESPONSES) LAW FIRM RECRUITING & DEVELOPMENT SURVEY 3

For respondents as a whole, the majority (62.3%) work in firms of 201 to 1000 people 27.5% in firms of 201-500 and 34.8% in firms of 501-1000. Answered: 69 ATTORNEYS 1-50 51-200 201-500 501-1,000 1000-1500 1500+ BY FUNCTION The majority of Directors work in firms of 201-500, while the majority of Managers work in firms of 501-1000 attorneys. Interestingly, Chiefs are equally divided among the top four firm size ranges. ATTORNEYS Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 4

PROFESSIONAL RESPONSIBILITIES We asked our survey takers about the scope of their responsibilities and analyzed their responses as a group and by functional category based on their provided title. Answered: 67 When asked about geographic scope of responsibility, the numbers with Regional and National coverage are very similar 34.4% and 35.8%, respectively while slightly fewer have International responsibility (29.9%). REGIONAL 34.3% (23 RESPONSES) NATIONAL 35.8% (24 RESPONSES) INTERNATIONAL 29.9% (20 RESPONSES) LAW FIRM RECRUITING & DEVELOPMENT SURVEY 5

OVERALL RESPONSIBILITIES When asked about job responsibilities in addition to recruiting: The majority of respondents also handle integration and the summer program A third also handle training and professional development A small percentage handle alumni relations Answered: 68 Recruiting Integration Summer associate program Training and/or professional development Alumni relations Other BY FUNCTION When looked at by function, Coordinator/Administrators are most heavily involved in recruiting and the summer associate program. Those at the Director level are most heavily involved in recruiting and integration. Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 6

PROFESSIONAL DEVELOPMENT For those that handle professional development and training, the majority are responsible for associate professional development More than one-half handle counsel and staff attorney, and one-half do partner as well Answered: 24 A much smaller percentage do professional development for contract/temporary attorneys and management and administrative professionals Partner Associate Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Management/Administrative Other (Rounds to <0.02%) BY FUNCTION All Chiefs surveyed are involved in partner professional development. All those at the Director and Senior Manager/ Manager levels are involved in associate professional development. Some at the Director level position are also responsible for professional development among all groups in the firm. Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Mgmt/ Administrative Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 7

INTEGRATION The majority of respondents do both partner and associate integration Slightly more than half also handle counsel/staff attorney Answered: 43 Partner Associate Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Management/Administrative Other BY FUNCTION All Chiefs who responded are responsible for both associate and counsel/staff attorney. Only half (50%) are involved in partner integration. Coordinator/Administrators are involved in integration for partner, associate, and counsel/staff attorneys. Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Mgmt/ Administrative Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 8

RECRUITING More than half of the respondents do partner as well as associate recruiting, which is more prevalent in firms of 201-1000 rather than in the largest sized firms The majority of respondents also do counsel/staff attorney recruiting One-third handle contract and temporary attorneys A significantly smaller percentage handle management and administrative recruiting Answered: 64 Partner Associate Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Management/Administrative Other Not surprisingly, the majority of those responsible for partner recruiting have been in their current role for 10+ years. Interestingly, the same percentage (23.1%) of people who have been in their current role for 1-2 and 3-5 years are also responsible for partner recruiting. INDIVIDUALS RESPONSIBLE FOR PARTNER RECRUITING VS. SIZE OF FIRM INDIVIDUALS RESPONSIBLE FOR PARTNER RECRUITING VS. YEARS IN CURRENT ROLE ATTORNEYS LAW FIRM RECRUITING & DEVELOPMENT SURVEY 9

BY FUNCTION Functionally, Chiefs are involved in partner, associate, and counsel/staff attorney recruiting. Directors, Managers, and Coordinators are involved in all levels of recruiting. Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Mgmt/ Administrative Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 10

Answered: 65 FINDING TALENT Following are questions we asked about identifying talent for the firm. What is your primary source for leads? Answered: 65 LEGAL RECRUITER 81.5% SOCIAL MEDIA SUCH AS LINKEDIN 23.1% REFERRAL 67.7% JOB POSTINGS IN LEGAL PUBLICATIONS 18.5% JOB POSTINGS ON YOUR FIRM S WEBSITE 49.2% How do you publicize job postings? Answered: 65 LEGAL RECRUITER 78.1% SOCIAL MEDIA SUCH AS LINKEDIN 40.6% PERSONAL NETWORK 32.8% JOB POSTINGS IN LEGAL PUBLICATIONS 42.2% JOB POSTINGS ON YOUR FIRM S WEBSITE 81.3% On average how long does it take you to fill a position after the job is posted? OTHER 90 DAYS 60 DAYS 30 DAYS 7.9% 23.8% 58.7% 9.5% Answered: 63 LAW FIRM RECRUITING & DEVELOPMENT SURVEY 11

Have you set diversity goals for recruiting at your firm? Answered: 61 NO 27.9% 72.1% YES Have you met those diversity goals? Answered: 46 SEE IMPROVEMENT YEAR OVER YEAR 67.4% 23.9% 8.7% IN THE LAST YEAR IN THE LAST 3-5 YEARS LAW FIRM RECRUITING & DEVELOPMENT SURVEY 12

RESPONDENTS PROFILE Our respondents answered the following questions about themselves and the structure of their firms. How many people do you manage? Include administrative staff. Answered: 67 PEOPLE None 1-3 4-8 9-15 15+ BY FUNCTION Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 13

Are the recruiting and professional development functions handled by the same department at your firm? Answered: 66 NO 51.5% YES 48.5% To whom do you report? Answered: 56 LAW FIRM RECRUITING & DEVELOPMENT SURVEY 14

Are you... Answered: 66 MALE 10.6% FEMALE 89.4% LAW FIRM RECRUITING & DEVELOPMENT SURVEY 15

How long have you been in your current role? Answered: 67 YEARS 1-2 3-5 6-10 10+ BY FUNCTION Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 16

How many years have you been at your current law firm in total? Answered: 66 YEARS 1-5 6-10 11-20 20+ BY FUNCTION Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 17

SATISFACTION We asked our participants questions about their professional goals and how satisfied they are in their careers. When looked at by a variety of measures, we found them to be overwhelmingly very satisfied or moderately satisfied. Increased responsibilities beat out increased compensation 2:1 as the reason for joining their current firm and as their next professional goal. What was the primary reason for your move to your current firm? Answered: 39 How satisfied are you in your career? Answered: 60 51.7% VERY SATISFIED 43.3% MODERATELY SATISFIED 3.3% 1.7% SLIGHTLY SATISFIED NOT AT ALL SATISFIED LAW FIRM RECRUITING & DEVELOPMENT SURVEY 18

CAREER SATISFACTION BY FUNCTION Very Satisfied Moderately Satisfied Slightly Satisfied Not At All Satisfied CAREER SATISFACTION BY FIRM SIZE ATTORNEYS Very Satisfied Moderately Satisfied Slightly Satisfied Not At All Satisfied LAW FIRM RECRUITING & DEVELOPMENT SURVEY 19

CAREER SATISFACTION BY YEARS IN CURRENT ROLE Answered Both: 60 Very Satisfied Moderately Satisfied Slightly Satisfied Not At All Satisfied CAREER SATISFACTION BY YEARS AT CURRENT FIRM Answered Both: 59 Very Satisfied Moderately Satisfied Slightly Satisfied Not At All Satisfied LAW FIRM RECRUITING & DEVELOPMENT SURVEY 20

SATISFACTION BY SALARY RANGE Answered: 57 Very Satisfied Moderately Satisfied Slightly Satisfied Not At All Satisfied The majority of respondents would like to stay at their current firm with either increased responsibilities or increased compensation Interestingly enough, the desire for increased responsibilities exceeds increased compensation by more than 20% Your next professional goal Answered: 52 LAW FIRM RECRUITING & DEVELOPMENT SURVEY 21

SALARY & BONUS Base Salary Answered: 58 We asked respondents for their base salary and then compared them by function, years in current role, years at current firm, and firm size. Chiefs were primarily in the $300K range Directors are all over the board in terms of salary The majority of Managers fall into the $75K-100K or $101K-130K range Coordinators/Administrators for the most part fall at $100K or less Directors with International scope had significantly higher salaries ($300K+) than those with Regional or National responsibility Interestingly no trend appears to indicate those who are responsible for training and development receive higher salaries. For example, Manager salaries sit in the $75K-$160K range whether they are responsible for development or not There appears to be a slight trend of higher salary ranges ($131K+) at the Director level at larger firms of 201+ and at the Manager level at firms of 1,000+ - more salaries are above $130K $75K-$100K $161K-$200K $300K+ BASE SALARY BY FUNCTION $101K-$130K $131K-$160K $201K-$250K $251K-$300K LAW FIRM RECRUITING & DEVELOPMENT SURVEY 22

BASE SALARY BY YEARS IN CURRENT ROLE $75K-$100K $101K-$130K $131K-$160K $161K-$200K $201K-$250K $251K-$300K $300K+ BASE SALARY BY YEARS AT CURRENT FIRM $75K-$100K $101K-$130K $131K-$160K $161K-$200K $201K-$250K $251K-$300K $300K+ LAW FIRM RECRUITING & DEVELOPMENT SURVEY 23

BASE SALARY BY FIRM SIZE $75K-$100K $101K-$130K $131K-$160K $161K-$200K $201K-$250K $251K-$300K $300K+ LAW FIRM RECRUITING & DEVELOPMENT SURVEY 24

In the following charts, we look at salary by function, recruiting responsibility, and firm size. BASE SALARY BY FUNCTION AND GEOGRAPHIC SCOPE OF RECRUITING RESPONSIBILITY CHIEF º DIRECTOR International (4) International (8) National (9) Regional (6) $75K-$100K 25.0% $75K-$100K 0.0% $75K-$100K 11.1% $75K-$100K 16.7% $101K-$130K 0.0% $101K-$130K 0.0% $101K-$130K 11.1% $101K-$130K 50.0% $131K-$160K 0.0% $131K-$160K 37.5% $131K-$160K 33.3% $131K-$160K 16.7% $161K-$200K 0.0% $161K-$200K 12.5% $161K-$200K 11.1% $161K-$200K 0.0% $201K-$250K 0.0% $201K-$250K 25.0% $201K-$250K 22.2% $201K-$250K 0.0% $251K-$300K 0.0% $251K-$300K 0.0% $251K-$300K 11.1% $251K-$300K 16.7% $300K+ 75.0% $300K+ 25.0% $300K+ 0.0% $300K+ 0.0% MANAGER International (5) $75K-$100K 20.0% $101K-$130K 80.0% $131K-$160K 0.0% $161K-$200K 0.0% $201K-$250K 0.0% $251K-$300K 0.0% $300K+ 0.0% National (11) $75K-$100K 18.2% $101K-$130K 36.4% $131K-$160K 27.3% $161K-$200K 18.2% $201K-$250K 0.0% $251K-$300K 0.0% $300K+ 0.0% Regional (8) $75K-$100K 50.0% $101K-$130K 37.5% $131K-$160K 12.5% $161K-$200K 0.0% $201K-$250K 0.0% $251K-$300K 0.0% $300K+ 0.0% ADMINISTRATOR* National (2) $75K-$100K 50.0% $101K-$130K 50.0% $131K-$160K 0.0% $161K-$200K 0.0% $201K-$250K 0.0% $251K-$300K 0.0% $300K+ 0.0% Regional (5) $75K-$100K 80.0% $101K-$130K 20.0% $131K-$160K 0.0% $161K-$200K 0.0% $201K-$250K 0.0% $251K-$300K 0.0% $300K+ 0.0% *No International No National ºNo Regional LAW FIRM RECRUITING & DEVELOPMENT SURVEY 25

BASE SALARY BY FUNCTION AND RESPONSIBILITY FOR TRAINING AND DEVELOPMENT CHIEF DIRECTOR Responsible (2) Not Responsible (2) Responsible (9) Not Responsible (13) $75K-$100K 0.0% $75K-$100K 50.0% $75K-$100K 0.0% $75K-$100K 15.4% $101K-$130K 0.0% $101K-$130K 0.0% $101K-$130K 33.3% $101K-$130K 7.7% $131K-$160K 0.0% $131K-$160K 0.0% $131K-$160K 33.3% $131K-$160K 30.8% $161K-$200K 0.0% $161K-$200K 0.0% $161K-$200K 0.0% $161K-$200K 15.4% $201K-$250K 0.0% $201K-$250K 0.0% $201K-$250K 0.0% $201K-$250K 23.1% $251K-$300K 0.0% $251K-$300K 0.0% $251K-$300K 22.2% $251K-$300K 7.7% $300K+ 100.0% $300K+ 50.0% $300K+ 11.1% $300K+ 0.0% MANAGER ADMINISTRATOR Responsible (6) Not Responsible (18) Responsible (1) Not Responsible (6) $75K-$100K 16.7% $75K-$100K 33.3% $75K-$100K 100.% $75K-$100K 66.7% $101K-$130K 50.0% $101K-$130K 44.4% $101K-$130K 0.0% $101K-$130K 33.3% $131K-$160K 33.3% $131K-$160K 22.2% $131K-$160K 0.0% $131K-$160K 0.0% $161K-$200K 0.0% $161K-$200K 0.0% $161K-$200K 0.0% $161K-$200K 0.0% $201K-$250K 0.0% $201K-$250K 0.0% $201K-$250K 0.0% $201K-$250K 0.0% $251K-$300K 0.0% $251K-$300K 0.0% $251K-$300K 0.0% $251K-$300K 0.0% $300K+ 0.0% $300K+ 0.0% $300K+ 0.0% $300K+ 0.0% LAW FIRM RECRUITING & DEVELOPMENT SURVEY 26

If a firm size or salary range is not listed, there were no responses for that category. BASE SALARY BY FUNCTION AND FIRM SIZE CHIEF Attorneys Salary Range Percentage 201-500 $300K+ 100.0% (1) 501-1000 $300K+ 100.0% (1) 1000-1500 $300K+ 100.0% (1) 1500+ $75K-$100K 100.0% (1) DIRECTOR Attorneys Salary Range Percentage 1-50 $101K-$130K 100.0% (1) 51-200 $75K-$100K 33.3% (1) $101K-$130K 33.3% (1) $131K-$160K 33.3% (1) 201-500 $75K-$100K 11.1% (1) $101K-$130K 22.2% (2) $131K-$160K 44.4% (4) $161K-$200K 11.1% (1) $201K-$250K 11.1% (1) 501-1000 $131K-$160K 37.5% (3) $161K-$200K 12.5% (1) $201K-$250K 37.5% (3) $251K-$300K 12.5% (1) 1000-1500 $300K+ 100% (1) 1500+ $251K-$300K 50.0% (1) $300K+ 50.0% (1) MANAGER Attorneys Salary Range Percentage 51-200 $75K-$100K 33.3% (1) $101K-$130K 66.7% (2) 201-500 $75K-$100K 60.0% (3) $101K-$130K 20.0% (1) $131K-$160K 20.0% (1) 501-1000 $75K-$100K 33.3% (3) $101K-$130K 66.7% (6) 1000-1500 $101K-$130K 50.0% (1) $161K-$200K 50.0% (1) 1500+ $101K-$130K 25.0% (1) $131K-$160K 50.0% (2) $161K-$200K 25.0% (1) ADMINISTRATOR Attorneys Salary Range Percentage 51-200 $75K-$100K 100.0% (2) 501-1000 $75K-$100K 100.0% (3) 1500+ $101K-$130K 100.0% (2) LAW FIRM RECRUITING & DEVELOPMENT SURVEY 27

Annual Bonus Last Year PERCENTAGE OF ANNUAL SALARY: 5%-10% 11%-15% 16%-20% 21%+ Respondents provided bonus information which we analyzed by function, firm size, years in current role, and years at current firm. Chief bonuses are highly variable from 5-10% up to >21% of salary Director bonuses also vary with the largest number in the 5-10% range Answered: 49 For Managers, the majority are within the 5-10% range Coordinators and Administrators all fall within the 5-10% range No meaningful trend in bonus amounts based on geographic responsibility With the exception of Chiefs, the majority of all bonuses sits in the 5-10% range There is no discernible trend with regard to professional development and training responsibilities; the majority of bonuses sit in the 5-10% range There is no discernible trend regarding bonuses and firm size, though there seems to be slightly higher bonuses in the smaller firms (1-200) at the Director level How does your firm determine your bonus? Answered: 60 BONUS POOL 7.4% 3.7% REVENUE % ALL OF THE ABOVE 29.6% 59.3% PERFORMANCE-BASED LAW FIRM RECRUITING & DEVELOPMENT SURVEY 28

ANNUAL BONUS BY FUNCTION Percentage of annual salary: 5%-10% 11%-15% 16%-20% 21%+ ANNUAL BONUS BY FIRM SIZE ATTORNEYS Percentage of annual salary: 5%-10% 11%-15% 16%-20% 21%+ LAW FIRM RECRUITING & DEVELOPMENT SURVEY 29

ANNUAL BONUS BY YEARS IN CURRENT ROLE Percentage of annual salary: 5%-10% 11%-15% 16%-20% 21%+ ANNUAL BONUS BY YEARS AT CURRENT FIRM Percentage of annual salary: 5%-10% 11%-15% 16%-20% 21%+ LAW FIRM RECRUITING & DEVELOPMENT SURVEY 30

In the following charts, we look at bonus by function, recruiting responsibility, and firm size. ANNUAL BONUS BY FUNCTION AND GEOGRAPHIC SCOPE OF RECRUITING RESPONSIBILITY CHIEF º DIRECTOR MANAGER ADMINISTRATOR* International (4) International (8) International (5) National (1) 5%-10% annual salary 25.0% 5%-10% annual salary 41.3% 5%-10% annual salary 80.0% 5%-10% annual salary 100.0% 11%-15% 25.0% 11%-15% 25.0% 11%-15% 0.0% 11%-15% 0.0% 16%-20% 0.0% 16%-20% 12.5% 16%-20% 20.0% 16%-20% 0.0% 21%+ 50.0% 21%+ 25.0% 21%+ 0.0% 21%+ 0.0% National (9) National (8) Regional (2) 5%-10% annual salary 55.6% 5%-10% annual salary 87.5% 5%-10% annual salary 100.0% 11%-15% 22.2% 11%-15% 12.5% 11%-15% 0.0% 16%-20% 11.1% 16%-20% 0.0% 16%-20% 0.0% 21%+ 11.1% 21%+ 0.0% 21%+ 0.0% Regional (5) Regional (6) 5%-10% annual salary 40.0% 5%-10% annual salary 66.7% 11%-15% 20.0% 11%-15% 33.3% 16%-20% 0.0% 21%+ 20.0% 16%-20% 0.0% 21%+ 0.0% *No International No National ºNo Regional ANNUAL BONUS BY FUNCTION AND RESPONSIBILITY FOR TRAINING AND DEVELOPMENT CHIEF DIRECTOR MANAGER ADMINISTRATOR Responsible (2) Responsible (8) Responsible (6) Responsible (0) 5%-10% annual salary 0.0% 5%-10% annual salary 62.5% 5%-10% annual salary 66.7% 5%-10% annual salary -- 11%-15% 50.0% 11%-15% 12.5% 11%-15% 33.3% 11%-15% -- 16%-20% 0.0% 16%-20% 0.0% 16%-20% 0.0% 16%-20% -- 21%+ 50.0% 21%+ 25.0% 21%+ 0.0% 21%+ -- Not Responsible (2) Not Responsible (15) Not Responsible (13) Not Responsible (3) 5%-10% annual salary 50.0% 5%-10% annual salary 40.0% 5%-10% annual salary 84.6% 5%-10% annual salary 100.0% 11%-15% 0.0% 11%-15% 26.7% 11%-15% 7.7% 11%-15% 0.0% 16%-20% 0.0% 16%-20% 13.3% 16%-20% 7.7% 16%-20% 0.0% 21%+ 50.0% 21%+ 20.0% 21%+ 0.0% 21%+ 0.0% LAW FIRM RECRUITING & DEVELOPMENT SURVEY 31

If a firm size or annual bonus range is not listed, there were no responses for that category. ANNUAL BONUS BY FUNCTION AND FIRM SIZE CHIEF Attorneys Bonus % of annual salary Percentage 201-500 11%-15% 100.0% (1) 501-1000 21%+ 100.0% (1) 1000-1500 21%+ 100.0% (1) 1500+ 5%-10% 100.0% (1) DIRECTOR Attorneys Bonus % of annual salary Percentage 1-50 21%+ 100.0% (1) 51-200 5%-10% 66.7% (2) 16%-20% 33.3% (1) 201-500 5%-10% 44.4% (4) 11%-15% 44.4% (4) 21%+ 11.1% (1) 501-1000 5%-10% 57.1% (4) 11%-15% 14.3% (1) 16%-20% 14.3% (1) 21%+ 14.3% (1) 1000-1500 21%+ 100.0% (1) 1500+ 5%-10% 50.0% (1) 21%+ 50.0% (1) MANAGER Attorneys Bonus % of annual salary Percentage 51-200 5%-10% 100.0% (1) 201-500 5%-10% 75.0% (3) 16%-20% 25.0% (1) 501-1000 5%-10% 85.7% (6) 11%-15% 14.3% (1) 1000-1500 5%-10% 50.0% (1) 11%-15% 50.0% (1) 1500+ 5%-10% 66.7% (2) 11%-15% 33.3% (1) ADMINISTRATOR Attorneys Bonus % of annual salary Percentage 501-1000 5%-10% 100.0% (1) 1500+ 5%-10% 100.0% (1) LAW FIRM RECRUITING & DEVELOPMENT SURVEY 32

ABOUT MAJOR, LINDSEY & AFRICA Founded in 1982, Major, Lindsey & Africa is the largest and most experienced legal search firm in the world. With more than 25 offices worldwide, Major, Lindsey & Africa has earned recognition for its track record of successful general counsel, corporate counsel, partner, associate and law firm management placements. The firm also provides law firms and companies with highly specialized legal professionals on project, interim and temporary-topermanent hire basis. Combining local market knowledge and a global recruiting network, Major, Lindsey & Africa recruiters are dedicated to understanding and meeting client and candidate needs while maintaining the highest degree of professionalism and confidentiality. The firm considers every search a diversity search and has been committed to diversity in the law since its inception. Major, Lindsey & Africa is an Allegis Group company, the global leader in talent solutions. ABOUT MAJOR, LINDSEY & AFRICA S LAW FIRM MANAGEMENT PRACTICE Our Law Firm Management Practice focuses exclusively on recruiting senior management talent who can excel in rapidly shifting marketplace conditions, demanding new regulations and ever-intensifying competition. We understand both the unique environment of law firms and the qualities necessary for a professional to thrive and succeed in these positions and build leadership teams from the ground up. LEARN MORE AT: www.mlaglobal.com AMY B. MALLOW Managing Director amallow@mlaglobal.com 213.225.0624 AMANDA K. BRADY Global Practice Leader abrady@mlaglobal.com 713.425.1627 LAW FIRM RECRUITING & DEVELOPMENT SURVEY 33

MAJOR, LINDSEY & AFRICA SURVEY OF LAW FIRM RECRUITING CHIEFS, DIRECTORS, MANAGERS AND COORDINATORS 1. What is your title? 2. In what city and state are you located? 3. How large is your law firm? 1-50 attorneys 51-200 attorneys 201-500 attorneys 501-1,000 attorneys 1000-1500 attorneys 1500+ attorneys 4. What is the geographic reach of your responsibility? Regional National International 5. What is your primary responsibility? Select as many as apply. Recruiting Integration Summer associate program Training and/or professional development Alumni relations Other (please specify) 6. If you selected Professional Development (in #5 above) as a primary responsibility, for which populations are you responsible? Select as many as apply. Partner Associate Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Management/Administrative Other (please specify) 7. If you selected Integration (in #5 above) as a primary responsibility, which population are you responsible for integrating into the firm? Select as many as apply. Partner Associate Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Management/Administrative Other (please specify) 8. If you selected Recruiting (in #5 above) as a primary responsibility, for which population do you recruit? Select as many as apply. Partner Associate Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Management/Administrative Other (please specify) 9. What is your primary source for leads? Legal recruiter Social media such as LinkedIn Referral Job postings on legal publications Job postings on your firm s website 10. How do you publicize job postings? Legal recruiter Social media such as LinkedIn Personal network Job listings in legal publications Job posting s on your firm s website 11. On average, how long does it take you to fill a position after the job is posted? 30 days 60 days 90 days Other (please specify in days) 12. Have you set diversity goals for recruiting at your firm? Yes No 13. Have you met those diversity goals? In the last year In the last 3-5 years See improvement year over year Comments 14. How many recruiting professionals are in your firm? Chief Director Manager Coordinator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 34

15. How many people do you manage? Include administrative staff. None 1-3 4-8 9-15 More than 15 21. What was the primary reason for your move to your current firm? Increased responsibilities Increased compensation Desire to work for a larger law firm More senior level position Other (please specify) 16. Are the recruiting and professional development functions handled by the same department at your firm? Yes No 17. To whom do you report? Attorney recruiting committee Attorney professional development committee Chief/Director of Recruiting or Professional Development Chief Human Relations Officer of Chief Talent Officer COO/Executive Director Other (please specify) 18. Are you... Female Male 19. How long have you been in your current role? 1-2 years 3-5 years 6-10 years More than 10 years 20. How many years have you been at your current law firm in total? 1-5 years 6-10 years 11-20 years More than 20 years 22. How satisfied are you in your career? Very Satisfied Moderately Satisfied Slightly Satisfied Not At All Satisfied 23. What is your next professional goal? Select all that apply. Increased responsibilities at my current firm Increased compensation at my current firm Move to a larger firm Other (please specify) 24. What is your base salary? $75,000 to $100,000 $101,000 to $130,000 $131,000 to $160,000 $161,000 to $200,000 $201,000 to $250,000 $251,000 to $300,000 $300,000+ 25. What was your annual bonus last year? 5-10% of annual salary 11-15% of annual salary 16-20% of annual salary More than 21% of annual salary 26. How does your firm determine your bonus? Bonus pool Revenue % Performance-based All of the above Other (please specify) LAW FIRM RECRUITING & DEVELOPMENT SURVEY 35