RobertHalf 2015 Legal Salary

2015
SALARY GUIDE
For the Legal Field
Table of Contents
From the Chairman.................................................................................... 1
Understanding the Salary Guide.................................................................. 2
Hiring and Management Trends — United States.......................................... 3
Salaries for Legal Professionals — United States......................................... 10
Adjusting Salaries for U.S. Cities................................................................ 15
Local Variances — United States................................................................ 16
Hiring and Management Trends — Canada............................................... 18
Salaries for Legal Professionals — Canada................................................ 21
Adjusting Salaries for Canadian Cities....................................................... 26
Local Variances — Canada....................................................................... 26
6 Essential Interview Questions.................................................................. 27
5 Reasons You Should Avoid Making a Counteroffer................................... 28
The Benefits of a Flexible Staffing Structure................................................. 29
Working With a Legal Recruiter.................................................................. 31
About Robert Half Legal............................................................................ 32
Office Locations........................................................................................ 33
All trademarks contained herein are the property of their respective owners.
From the Chairman
Dear colleague:
Salary isn’t the only factor determining your
employees’ satisfaction on the job. But it’s certainly
one of the most important elements when it comes
to recruiting the best people and convincing them
to stay on board.
It’s crucial to ensure the compensation you offer is
competitive with that of other firms in your industry
and region. For that reason, every organization
should periodically benchmark salaries. To help
our clients do just that, Robert Half Legal releases a
Salary Guide every year, complete with the most up-to-date information and
advice on starting compensation for legal professionals, workplace trends and
the current hiring outlook.
We are pleased to present the 2015 Salary Guide, which forecasts compensation
trends across a wide array of positions in the legal profession, based on our
research and experience. As you grow and build your workforce this year,
I hope you’ll find the information in this guide useful.
For more about compensation and staffing, please visit our Salary Center at
roberthalflegal.com/salary-center.
Sincerely,
Max Messmer
Chairman and CEO
1 | 2015 Salary Guide • Robert Half Legal

Understanding the Salary Guide
The Robert Half Legal 2015 Salary Guide is the most comprehensive and
authoritative resource on projected starting salary and hiring trends in the
legal field. It features salary ranges for more than 100 legal services positions.
Companies have come to rely on the Salary Guide to set compensation levels
for new employees, plan budgets and better understand the hiring climate. The
Salary Guide is so highly regarded that the U.S. Department of Labor’s Bureau of
Labor Statistics has used it when compiling its Occupational Outlook Handbook.
The salary figures are based on a range of sources, most notably the thou-
sands of full-time, temporary and project placements that our staffing and
recruiting professionals make each year. Our experts work with hiring managers
and job seekers daily, which gives us unique, real-world insight into the latest
compensation trends. Other sources include:
• Our frequent surveys of executives and hiring managers throughout
North America
• An in-depth analysis of the hiring environment and an extrapolation of
current trends into 2015
• Local insights from our staffing and recruiting teams throughout our
global branch networks
The projected salary ranges for each position reflect starting pay only. Bonuses,
incentives and other forms of compensation are not taken into account. The
ranges represent national averages and can be adjusted for your market by
using the local variance numbers beginning on Page 16 for the United States
and Page 26 for Canada.
You will also find in the guide a list of must-ask job interview questions;
counteroffer guidance; tips on working with legal professionals on a project,
temporary or consulting basis; and more hiring and managerial advice.
Visit our Salary Center at roberthalf legal.com/salary-center

for more information and resources.

Hiring and Management Trends —
United States
Hiring in the legal field continues to accelerate, spurring competition among
law offices for specialized talent.
Law firms of all sizes are focused on meeting client demand for legal services
and capitalizing on emerging business opportunities in an improving economy.
Firms are adding highly skilled legal professionals to expand lucrative practice
areas, including corporate and general business, compliance, litigation, intel-
lectual property, and real estate law.
In corporate legal departments, general counsel are expanding internal
teams to handle more legal matters in-house and also to contain spending on
outside counsel. To keep up with the volume of work in today’s heavily regulated
environment, general counsel are looking for professionals with strong backgrounds
in compliance, as well as corporate transactional law and contract administration.
In many markets, candidates who meet all requirements for open positions,
including specialized skill sets and a stable work history, are receiving multiple
employment offers and counteroffers. Employers, intent on hiring the right
personnel for their organizations, are finding they must expedite the hiring
process to avoid losing high-caliber candidates to competing firms. Retention
also is a growing concern, given the costs and challenges associated with replac-
ing team members who possess industry experience and institutional knowledge.
While many employers are willing to increase compensation to attract and
retain top talent, salaries have not returned to pre-recession levels. To boost
recruitment efforts, law firms and companies are offering more benefits that
aid work-life balance and professional development, including flexible sched-
ules, telecommuting and subsidized training.
Both corporate legal departments and law firms are engaging lawyers, para-
legals and support staff on a project basis for major matters involving eDiscovery,
compliance and large-scale litigation. In addition to helping handle workload
spikes, interim professionals often provide specialized expertise that does not
exist internally within an organization.

Hiring and Management Trends — United States
Skills and Expertise in Demand

Lawyers
Law firms are recruiting associates with strong business development skills
and three to seven-plus years of experience in high-growth practice areas.
These professionals are able to assume full caseloads, bring in clients and
target new business prospects. In particular, firms seek senior-level attorneys
with portable books of business or consulting backgrounds.
Corporate legal departments are actively hiring attorneys with previous law firm
experience, business law backgrounds and knowledge of their organization’s
industry or sector. Hiring demand for first-year and newly minted associates
has improved slightly but remains modest.
Employers are looking for lawyers with specialty experience, stable work histories
and proven track records. In addition, hiring managers value candidates who are
comfortable with technology and possess exceptional interpersonal skills. Multina-
tional law firms and corporations seek lawyers with international law experience
56% of lawyers said it is challenging for their law firms or

companies to find skilled legal professionals today.
Source: Survey of 200 lawyers among the largest law firms and corporations in the United States.
The survey was commissioned by Robert Half Legal and conducted by an independent research firm.

Lawyers Identify the Best Retention

Incentives for Legal Professionals*
Increased Challenging
compensation work or variety
or bonus of assignments
50% 20%
Professional Flexible work
development arrangements
opportunities
11% 12%
*Only the top survey responses are shown.
and multilingual abilities. As law offices explore new business opportunities, they
are on the lookout for patent attorneys with graduate or undergraduate degrees
in engineering or other science-related disciplines and associates who possess
an MBA or experience in banking and finance. As a result, these professionals
are seeing increased job prospects and higher compensation.
Given the competitive legal landscape, many law firms are adjusting their law
practice management strategies to improve service levels and are placing a
premium on associates with proven success managing client relationships.
According to research conducted by Robert Half Legal for its annual Future
Law Office project, firms are deploying client-facing teams composed of part-
ners, associates and paralegals to establish and fortify relationships and win
new business. (To learn more, visit futurelawoffice.com.)

Paralegals and Legal Support Professionals

Law firms are actively hiring paralegals to perform multiple job functions and
deliver quality results at cost-effective billing rates for clients. Companies seek
paralegals with experience in compliance, contract and lease administration,
and eDiscovery to support corporate transactions and litigation matters. Para-
legals with specialized knowledge and in-demand skill sets are commanding
higher starting compensation and receiving multiple offers. Previous law firm
experience is highly preferred. Insurance and financial services companies,
real estate firms, and healthcare organizations are among the many busi-
nesses looking to capitalize on the varied skills of legal assistants.
Employers have become more exacting with their requirements and are seek-
ing paralegals with a four-year degree and a certificate of completion from an
American Bar Association-approved paralegal education program. While the
level of tenure sought by employers varies by market, the need for advanced
technical skills is a common denominator. In addition to fluency in Microsoft
Office, candidates should be experienced in litigation support, billing and
case management software — such as Summation, Relativity, TrialDirector
and Time Matters — and have the ability to learn other legal software platforms.
of lawyers said blended or hybrid paralegal/legal
64% secretary positions are more common today than they

were two years ago.

Hybrid or blended paralegal/legal secretary roles are growing in popularity

as organizations continue to revamp legal support structures and consolidate
positions. In fact, formal hybrid paralegal training programs are now available
through some paralegal associations and colleges.
Legal secretaries are taking on a broader array of duties and supporting more
attorneys than ever before. Lawyer-to-legal secretary ratios of five-to-one are
not uncommon. For these roles, adaptability, resourcefulness and initiative are
essential. Hiring is most active for legal support professionals who possess
three to five-plus years of experience in a high-demand practice area.
Lawyers Identify the Best Indicators of a

Job Candidate’s Potential for Success in
Their Organizations*
Previous work experience

49% or prestige of former law
firm/company
21% Referral from current employee

or member of network
11% Educational background
4% Work ethic
Personality/ability to fit in
3% with others/corporate culture
*Only the top survey responses are shown.


In-Demand Practice Areas and Positions

Litigation — An increase in litigation is fueling demand for skilled litigation
experts — from document reviewers to nurse paralegals and trial lawyers —
at many law firms. Legal specialists with backgrounds in insurance defense,
medical malpractice, commercial litigation and employment law are in
greatest demand.
General business and corporate law — Legal professionals are needed to
support commercial transactions related to renewed business activity, including
contract administration, financial reporting, procurement, and more. Compli-
ance also is a high-demand specialty due to federal mandates, such as the
Dodd-Frank Act, and various state regulations.
Healthcare — A tremendous amount of legal work is stemming from com-
pliance activities connected to the Affordable Care Act. Medical providers,
insurance companies and government agencies are among the many orga-
nizations seeking lawyers and paralegals with in-depth knowledge of the
healthcare and pharmaceutical industries.
Intellectual property — Protecting intellectual property is a priority for all
companies, and the need is especially pronounced in the biotechnology and
high-tech sectors. Legal departments and boutique law firms are actively
hiring paralegals and patent lawyers to assist with patent filings and trade-
mark infringements.
Real estate — As the economy continues to improve, the commercial and
residential real estate markets are rebounding in many areas of the country.
Companies and law firms are seeking lawyers and legal support professionals
who can provide legal services related to commercial development, residential
sales, property management and leasing.

Lawyers were asked,

Which one of the following practice areas
will offer the greatest number of job
opportunities at your law firm/company
in the next two years?”
Their responses:*
19%
General business/
commercial law
38%
Litigation
6%
Healthcare
6%
Intellectual
property
5%
Personal/
family law
4%
13% 11%
Labor and
employment
None/
Other
don’t know/
no answer
*Total percentage does not equal 100 due to rounding.


Salaries for Legal Professionals —
United States
Lawyer 2014 2015 % change
Lawyer (10+ years’ exp.)
Large law firm $ 174,500 - $ 264,250 $ 185,250 - $ 270,250 3.8%
Midsize law firm $ 147,250 - $ 246,750 $ 153,250 - $ 258,750 4.6%
Small/midsize law firm $ 124,750 - $ 179,000 $ 134,000 - $ 184,500 4.9%
Small law firm $ 96,250 - $ 161,500 $ 101,000 - $ 166,250 3.7%
Lawyer (4-9 years’ exp.)

Large law firm $ 150,750 - $ 213,250 $ 157,000 - $ 219,000 3.3%
Midsize law firm $ 124,750 - $ 187,500 $ 130,750 - $ 195,500 4.5%
Small law firm $ 71,750 - $ 132,000 $ 74,250 - $ 136,250 3.3%

Large law firm $ 116,500 - $ 152,000 $ 119,000 - $ 156,500 2.6%
Midsize law firm $ 86,000 - $ 123,250 $ 89,250 - $ 126,500 3.1%
Small law firm $ 56,500 - $ 90,250 $ 58,500 - $ 92,750 3.1%
First-Year Associate
Large law firm $ 110,750 - $ 136,500 $ 113,750 - $ 139,000 2.2%
Midsize law firm $ 78,250 - $ 106,750 $ 79,750 - $ 109,500 2.3%
Small law firm $ 53,750 - $ 75,250 $ 54,250 - $ 77,500 2.1%
Legal Management 2014 2015 % change

Administrator/Office Manager
Large law firm $ 86,250 - $ 145,000 $ 88,500 - $ 148,250 2.4%
Midsize law firm $ 72,500 - $ 105,250 $ 74,250 - $ 108,750 3.0%
Small law firm $ 49,250 - $ 68,500 $ 50,500 - $ 70,250 2.6%
Paralegal/Legal Assistant 2014 2015 % change

Senior/Supervising Paralegal/Legal Assistant (7+ years’ exp.)
Large law firm $ 64,250 - $ 91,750 $ 66,750 - $ 95,500 4.0%
Midsize law firm $ 62,750 - $ 77,250 $ 64,500 - $ 81,250 4.1%
Small law firm $ 48,000 - $ 63,250 $ 49,250 - $ 66,250 3.8%
Law Firm Definitions Company Definitions

Large law firm 75+ lawyers Large company $250+ million in revenue
Midsize law firm 35-75 lawyers Midsize company $25 million-$250 million in revenue
Small/midsize law firm 10-35 lawyers Small company up to $25 million in revenue
Small law firm up to 10 lawyers

Salaries for Legal Professionals — United States
Paralegal/Legal Assistant (continued) 2014 2015 % change

Midlevel Paralegal/Legal Assistant (4-6 years’ exp.)
Large law firm $ 56,250 - $ 70,500 $ 59,500 - $ 72,750 4.3%
Midsize law firm $ 54,500 - $ 68,750 $ 55,750 - $ 73,000 4.5%
Small law firm $ 42,500 - $ 56,250 $ 43,500 - $ 58,500 3.3%
Junior Paralegal/Legal Assistant (2-3 years’ exp.)

Large law firm $ 42,750 - $ 55,000 $ 43,750 - $ 57,000 3.1%
Midsize law firm $ 41,750 - $ 54,250 $ 42,500 - $ 56,750 3.4%
Small law firm $ 35,250 - $ 42,000 $ 36,250 - $ 43,750 3.6%
Case Clerk/Assistant (0-2 years’ exp.)

Large law firm $ 33,250 - $ 43,000 $ 34,000 - $ 44,250 2.6%
Midsize law firm $ 32,250 - $ 42,250 $ 33,250 - $ 42,750 2.0%
Small law firm $ 28,750 - $ 33,500 $ 29,500 - $ 34,250 2.4%
Legal Secretary 2014 2015 % change

Senior/Executive Legal Secretary (12+ years’ exp.)
Large law firm $ 57,250 - $ 71,750 $ 59,250 - $ 73,000 2.5%
Midsize law firm $ 55,000 - $ 68,750 $ 57,000 - $ 69,500 2.2%
Small law firm $ 45,250 - $ 58,500 $ 46,750 - $ 60,000 2.9%
Midlevel Legal Secretary (7-11 years’ exp.)

Large law firm $ 54,750 - $ 66,000 $ 56,000 - $ 67,750 2.5%
Midsize law firm $ 50,250 - $ 63,250 $ 53,250 - $ 63,750 3.1%
Small law firm $ 43,500 - $ 54,750 $ 44,500 - $ 56,000 2.3%
Legal Secretary (3-6 years’ exp.)

Large law firm $ 46,250 - $ 60,500 $ 47,750 - $ 61,750 2.6%
Midsize law firm $ 45,500 - $ 55,750 $ 46,000 - $ 57,500 2.2%
Small law firm $ 37,250 - $ 47,750 $ 38,750 - $ 48,250 2.4%
Adjusting for Local Markets

In each job category, the salary ranges listed represent starting compensation only because hard-to-measure
factors, such as seniority and job performance, can affect ongoing pay. Bonuses, incentives and other
benefits are not taken into account.
The figures on these pages are national averages. To adjust them for your local market, please see Page 15.
A Robert Half Legal representative can offer additional assistance in creating compensation packages that
are customized to your business and practice area.

Legal Secretary (continued) 2014 2015 % change

Junior Legal Secretary (1-2 years’ exp.)
Large law firm $ 37,250 - $ 46,500 $ 38,000 - $ 47,750 2.4%
Midsize law firm $ 36,250 - $ 45,750 $ 37,250 - $ 46,000 1.5%
Small law firm $ 31,250 - $ 38,500 $ 31,500 - $ 39,500 1.8%
Legal Specialist 2014 2015 % change

Legal Specialist
Lease Administrator $ 52,500 - $ 73,750 $ 55,000 - $ 77,500 5.0%
Docket/Calendar Clerk $ 33,500 - $ 50,750 $ 34,250 - $ 51,750 2.1%
Librarian $ 45,750 - $ 72,000 $ 46,500 - $ 73,500 1.9%
File/Records Clerk $ 28,250 - $ 38,750 $ 29,000 - $ 39,250 1.9%
Contract Administration
Contract Manager $ 70,750 - $ 111,250 $ 75,000 - $ 116,250 5.1%
Contract Administrator
$ 64,500 - $ 105,250 $ 68,750 - $ 109,000 4.7%
(4+ years’ exp.)
$ 49,000 - $ 68,750 $ 52,500 - $ 70,250 4.3%
(1-3 years’ exp.)
Compliance Administration
Compliance Director
$ 101,750 - $ 129,000 $ 107,000 - $ 135,750 5.2%
(10+ years’ exp.)
Compliance Manager
$ 86,250 - $ 106,250 $ 91,750 - $ 110,000 4.8%
(7-9 years’ exp.)
Compliance Analyst
$ 64,000 - $ 80,750 $ 67,000 - $ 84,500 4.7%
(4-6 years’ exp.)
Compliance Analyst
$ 51,250 - $ 68,000 $ 52,500 - $ 71,250 3.8%
(1-3 years’ exp.)
Litigation Support
Litigation Support Director
$ 91,500 - $ 117,750 $ 97,250 - $ 121,750 4.7%
(10+ years’ exp.)
Litigation Support Manager
$ 78,000 - $ 102,500 $ 81,250 - $ 108,000 4.9%
(7-9 years’ exp.)
$ 67,000 - $ 85,750 $ 69,500 - $ 89,750 4.3%
(3-6 years’ exp.)
Litigation Support Specialist/
$ 50,250 - $ 62,500 $ 53,250 - $ 64,000 4.0%
Analyst (1-2 years’ exp.)
Document Coder $ 28,000 - $ 38,250 $ 29,000 - $ 39,500 3.4%


Corporate Positions (In-House)

In-House Counsel 2014 2015 % change
In-House Counsel (10+ years’ exp.)
Large company $ 171,750 - $ 245,750 $ 179,000 - $ 251,500 3.1%
Midsize company $ 139,500 - $ 216,000 $ 143,500 - $ 225,000 3.7%
Small company $ 121,500 - $ 176,500 $ 126,250 - $ 181,000 3.1%
In-House Counsel (4-9 years’ exp.)

Large company $ 148,250 - $ 204,500 $ 152,500 - $ 212,250 3.4%
Midsize company $ 129,750 - $ 180,250 $ 132,250 - $ 187,250 3.1%
Small company $ 106,750 - $ 149,500 $ 109,750 - $ 153,500 2.7%

Large company $ 118,000 - $ 151,750 $ 121,500 - $ 156,500 3.1%
Midsize company $ 94,500 - $ 129,750 $ 97,750 - $ 132,000 2.5%
Small company $ 79,000 - $ 107,250 $ 81,500 - $ 109,250 2.4%
In-House Paralegal/Legal Assistant 2014 2015 % change

Senior/Supervising Paralegal/Legal Assistant (7+ years’ exp.)
Large company $ 69,750 - $ 92,500 $ 71,250 - $ 96,250 3.2%
Midsize company $ 63,500 - $ 83,000 $ 64,750 - $ 86,000 2.9%
Small company $ 59,000 - $ 73,250 $ 60,500 - $ 75,250 2.7%
Midlevel Paralegal/Legal Assistant (4-6 years’ exp.)

Large company $ 56,750 - $ 72,000 $ 58,250 - $ 74,750 3.3%
Midsize company $ 52,500 - $ 64,500 $ 54,500 - $ 66,000 3.0%
Small company $ 49,000 - $ 59,000 $ 50,750 - $ 60,500 3.0%
% change
Junior Paralegal/Legal Assistant (2-3 years’ exp.)
Large company $ 48,000 - $ 57,750 $ 49,250 - $ 59,000 2.4%
Midsize company $ 44,500 - $ 54,250 $ 45,500 - $ 55,250 2.0%
Small company $ 40,750 - $ 49,500 $ 41,250 - $ 51,000 2.2%


In-House Paralegal/Legal Assistant (continued) 2014 2015 % change

Case Clerk/Assistant (0-2 years’ exp.)
Large company $ 37,750 - $ 46,250 $ 38,500 - $ 47,250 2.1%
Midsize company $ 35,750 - $ 42,500 $ 36,000 - $ 44,000 2.2%
Small company $ 33,250 - $ 39,250 $ 33,750 - $ 40,500 2.4%
In-House Legal Secretary 2014 2015 % change

Senior/Executive Legal Secretary (7+ years’ exp.)
Large company $ 60,500 - $ 75,250 $ 61,250 - $ 77,750 2.4%
Midsize company $ 56,250 - $ 68,500 $ 57,500 - $ 70,000 2.2%
Small company $ 52,000 - $ 63,250 $ 52,750 - $ 64,750 2.0%
Legal Secretary (3-6 years’ exp.)

Large company $ 49,750 - $ 62,500 $ 50,500 - $ 65,250 3.1%
Midsize company $ 46,500 - $ 57,250 $ 46,750 - $ 59,250 2.2%
Small company $ 43,000 - $ 52,750 $ 43,250 - $ 54,500 2.1%
Junior Legal Secretary (1-2 years’ exp.)

Large company $ 42,250 - $ 51,500 $ 43,000 - $ 52,750 2.1%
Midsize company $ 39,250 - $ 48,250 $ 40,000 - $ 49,500 2.3%
Small company $ 36,000 - $ 44,750 $ 36,250 - $ 46,000 1.9%
General Administrative 2014 2015 % change

General Administrative
Legal Word Processor $ 41,750 - $ 55,000 $ 42,750 - $ 57,250 3.4%
Office Clerk $ 27,500 - $ 38,500 $ 28,000 - $ 39,000 1.5%
Legal Receptionist $ 28,500 - $ 38,750 $ 29,250 - $ 39,250 1.9%


Adjusting Salaries for U.S. Cities
The salary ranges provided on the previous pages reflect the national averages
for each position. Approximate salary ranges for your market can be calcu-
lated using the formula below and local variance numbers for specific cities
(see Pages 16-17).* Our list of local variances features data for more than
135 U.S. cities. The average salary index for all U.S. cities is 100.
To determine the estimated salary range for a position in your area, follow the
process outlined below:
Calculating the Local Salary Range
Example — First-year associate at a small law firm in Boston
1. Locate the position (“first-year associate, small law firm”) on the chart (Page 10)
and the city’s variance number. (The variance number for Boston is 133.0.)
2. Move the decimal point of the variance number two places to the left to
create a percentage (1.330).
3. Multiply the low end of the national salary range ($54,250) by the percent-
age calculated in step two (1.330) to get $72,153.
4. Repeat step three using the high end of the salary range ($77,500) to
get $103,075.
5. The approximate starting salary range for a first-year associate at a small
law firm in Boston is $72,153 to $103,075.
The variance numbers should be used as a guide in determining actual
compensation. A number of factors — including employee benefits, the
candidate’s skill set and current market conditions — can impact starting
salaries. Please contact a Robert Half Legal representative for help redefining
salary packages to match local conditions.
*Source: U.S. Department of Labor’s Bureau of Labor Statistics and Robert Half Legal. Note that local vari-
ance numbers reflect all industries and are not specific to the legal market. Industry-specific issues, such as
in-demand practice area expertise, also may impact salaries in your area. For more information on average
starting salaries in your city, contact the Robert Half Legal office nearest you.

Local Variances — United States
Alabama Delaware Iowa
Birmingham..........95.0 Wilmington ......... 105.0 Cedar Rapids........93.0
Huntsville..............93.0 Davenport.............93.0
Mobile..................86.0 District of Columbia Des Moines.........100.0
Washington.........132.0 Sioux City..............82.0
Arizona Waterloo/
Phoenix...............108.0 Florida
Cedar Falls.........85.0
Tucson.................102.0 Fort Myers.............89.0
Jacksonville...........94.5 Kansas
Arkansas Melbourne.............89.5 Kansas City...........97.0
Fayetteville............95.0 Miami/
Little Rock..............95.0 Fort Lauderdale... 107.0 Kentucky
Orlando................99.0 Lexington..............90.5
California St. Petersburg........95.5 Louisville...............92.0
Fresno...................90.0 Tampa...................97.0
Irvine..................124.5 West Palm Beach...100.0 Louisiana
Los Angeles.........127.0 Baton Rouge..........99.0
Oakland.............127.0 Georgia New Orleans.........99.0
Ontario...............115.0 Atlanta................105.0
Sacramento.........101.5 Macon..................84.0 Maine
San Diego...........118.5 Savannah..............84.0 Portland................95.0
San Francisco......138.0 Maryland
San Jose..............135.0 Hawaii
Honolulu...............94.0 Baltimore............103.0
Santa Barbara.....125.0
Santa Rosa..........118.1 Idaho Massachusetts
Stockton................85.0 Boston.................133.0
Boise.....................86.1
Colorado Springfield...........104.0
Illinois
Boulder...............115.3 Michigan
Chicago..............123.0
Colorado Springs...90.5 Ann Arbor...........100.5
Naperville...........112.0
Denver................103.7 Detroit.................100.0
Rockford................80.0
Fort Collins............94.1 Grand Rapids........85.5
Springfield.............91.0
Greeley.................84.6 Lansing.................84.0
Loveland...............91.4 Indiana
Pueblo..................78.0 Fort Wayne............81.0 Minnesota
Indianapolis..........94.0 Bloomington........105.5
Connecticut Duluth...................79.6
Hartford .............116.5 Minneapolis........106.0
New Haven.........112.0 Rochester............100.5
Stamford.............131.0 St. Cloud...............82.0
St. Paul................102.0

Local Variances — United States
Missouri Ohio Texas

Kansas City...........99.2 Akron....................89.0 Austin..................106.0
St. Joseph..............91.0 Canton..................82.0 Dallas.................107.5
St. Louis..............100.3 Cincinnati..............97.5 El Paso..................70.0
Cleveland..............95.5 Fort Worth...........107.0
Nebraska Columbus.............96.5 Houston..............107.5
Lincoln..................85.0 Dayton..................87.0 Midland/Odessa...115.0
Omaha.................96.0 Toledo...................84.5 San Antonio..........98.0
Nevada Youngstown...........76.0
Utah
Las Vegas..............93.8 Oklahoma
Reno.....................95.0 Salt Lake City.......101.0
Oklahoma City......91.7
New Hampshire Tulsa.....................92.0 Virginia
Manchester/ Norfolk/
Nashua............112.0 Oregon Hampton Roads...94.5
Portland..............106.5 Richmond..............98.0
New Jersey Tysons Corner......132.0
Mount Laurel.......115.0 Pennsylvania
Paramus..............130.0 Harrisburg.............95.0 Washington
Princeton.............125.0 Philadelphia........115.0 Seattle.................118.9
Woodbridge........126.5 Pittsburgh..............96.2 Spokane................82.0
New Mexico Rhode Island Wisconsin

Albuquerque..........90.5 Providence.............97.0 Appleton...............85.0
Green Bay.............86.5
New York South Carolina Madison................97.5
Albany..................97.0 Charleston............93.0 Milwaukee...........100.5
Buffalo..................95.0 Columbia..............93.5 Waukesha.............98.5
Long Island.........120.0 Greenville.............91.5
New York............139.0
Rochester..............91.7 Tennessee
Syracuse................90.3 Chattanooga.........89.0
Cool Springs.........99.0
North Carolina Knoxville...............88.0
Charlotte.............101.5 Memphis...............95.0
Greensboro.........100.0 Nashville...............98.5
Raleigh................104.0

Hiring and Management Trends —
Canada
The legal job market in Canada is expected to see modest gains in the year
ahead, with growth in the litigation and corporate law practice areas driving
much of the hiring. Many law firms and corporate legal departments are
taking a strategic approach when adding headcount. Law firms are looking
for midlevel associates and law clerks with highly specialized qualifications to
help them grow revenue in niche areas such as litigation, corporate law and
commercial real estate. Corporate legal departments are hiring experienced
legal professionals who do not require extensive training and can make imme-
diate contributions to rising caseloads.
Fifty-one percent of lawyers said it is challenging for their law firms or companies
to find skilled legal professionals today.* To attract top talent, employers are
offering performance-based and spot bonuses, flexible hours and immediate
access to benefits.
Regional Differences
High-demand practice specialties can vary by city and province. In Ontario,
Toronto-area law firms and companies seek applicants with industry expertise
in financial services and real estate, for example. Senior-level associates with
client contacts in corporate and commercial law are sought by midsize law
firms focusing on business development in these areas. Legal professionals with
compliance and litigation experience also are finding ample opportunities.
Demand for legal expertise in Ottawa has increased, with government,
technology and crown corporations fueling much of the hiring activity. Legal
professionals with backgrounds in corporate law, litigation, intellectual property,
and labor and employment law are highly marketable. Candidates with fluency
in both English and French have a hiring advantage at law firms and with
government agencies.
*Source: Survey of 150 lawyers among the largest law firms and corporations in Canada.

Hiring and Management Trends — Canada
Lawyers Identify the Best Retention

Incentives for Legal Professionals*
Challenging Increased
work or variety compensation
of assignments or bonus
34% 32%
Professional Flexible work
development arrangements
opportunities
9% 17%
*Only the top responses are shown.
Source: Survey of 150 lawyers among the largest law firms and corporations in Canada.
Skills and Expertise in Demand

Lawyers
Law firms are expanding service offerings and seeking mid- and senior-level
lawyers with client contacts in high-demand practice areas and proven busi-
ness development skills to help them grow revenue. Firms also value lawyers
who can help them deliver client services in more cost-effective ways. The
market for recent law school graduates and articling students, in comparison,
remains conservative.
Law Clerks and Legal Support Professionals

Law firms and corporate legal departments are hiring law clerks and legal
assistants, particularly midlevel job candidates, who can take on expanding
roles and support multiple teams. Proficiency in Microsoft Office and legal
software, as well as industry-specific applications, is essential.

Hiring and Management Trends — Canada
Lawyers were asked,

Which one of the following practice areas
will offer the greatest number of job
opportunities at your law firm/company
in the next two years?”
Their responses:*
25%
General business/
corporate law
44%
Litigation
5%
Real estate
4%
Labor and
employment
3%
Intellectual
property
5% 3%
None/ 13% Privacy, data
don’t know/ Other security and
no answer information law
*Total percentage does not equal 100 due to rounding.

Source: Survey of 150 lawyers among the largest law firms and corporations in Canada.

Salaries for Legal Professionals —
Canada
Lawyer 2014 2015 % change
Senior Lawyer (10+ years’ exp.)
Large law firm $ 192,500 - $ 282,000 $ 198,750 - $ 291,250 3.3%
Midsize law firm $ 152,000 - $ 212,250 $ 159,000 - $ 222,750 4.8%
Small law firm $ 106,250 - $ 156,500 $ 110,000 - $ 161,250 3.2%

Large law firm $ 135,250 - $ 240,000 $ 140,250 - $ 247,250 3.3%
Midsize law firm $ 115,000 - $ 202,250 $ 119,250 - $ 210,750 4.0%
Small law firm $ 73,000 - $ 130,250 $ 76,500 - $ 134,500 3.8%

Large law firm $ 90,500 - $ 124,500 $ 94,000 - $ 127,250 2.9%
Midsize law firm $ 72,750 - $ 112,750 $ 74,250 - $ 117,500 3.4%
Small law firm $ 56,500 - $ 83,000 $ 56,750 - $ 86,250 2.5%
First-Year Associate
Large law firm $ 84,750 - $ 92,000 $ 85,750 - $ 95,750 2.7%
Midsize law firm $ 66,500 - $ 79,750 $ 66,750 - $ 83,500 2.7%
Small law firm $ 50,000 - $ 66,750 $ 50,500 - $ 68,250 1.7%
Legal Management 2014 2015 % change

Administrator/Office Manager
Large law firm $ 69,250 - $ 103,750 $ 72,000 - $ 106,250 3.0%
Midsize law firm $ 64,500 - $ 78,750 $ 64,000 - $ 84,000 3.3%
Small law firm $ 45,250 - $ 64,500 $ 47,500 - $ 65,250 2.7%
Note: All salaries listed on Pages 21-25 are in Canadian dollars.


Salaries for Legal Professionals — Canada
Law Clerk/Paralegal 2014 2015 % change

Senior/Supervising Law Clerk (7+ years’ exp.)
Large law firm $ 63,500 - $ 93,000 $ 64,750 - $ 96,500 3.0%
Midsize law firm $ 60,000 - $ 83,000 $ 61,000 - $ 83,500 1.1%
Small law firm $ 46,750 - $ 64,500 $ 46,750 - $ 64,750 0.2%
Midlevel Law Clerk (4-6 years’ exp.)

Large law firm $ 52,500 - $ 68,000 $ 53,500 - $ 71,250 3.5%
Midsize law firm $ 51,750 - $ 64,750 $ 53,000 - $ 67,250 3.2%
Small law firm $ 46,250 - $ 53,500 $ 46,500 - $ 53,750 0.5%
Junior Law Clerk (2-3 years’ exp.)

Large law firm $ 42,500 - $ 49,500 $ 43,750 - $ 50,250 2.2%
Midsize law firm $ 41,750 - $ 48,500 $ 42,500 - $ 49,000 1.4%
Small law firm $ 35,500 - $ 42,000 $ 35,750 - $ 42,250 0.7%
Legal Assistant 2014 2015 % change

Senior/Executive Legal Assistant (12+ years’ exp.)
Large law firm $ 56,750 - $ 75,250 $ 57,000 - $ 76,250 1.0%
Midsize law firm $ 53,250 - $ 62,250 $ 53,500 - $ 63,000 0.9%
Small law firm $ 47,250 - $ 54,500 $ 47,500 - $ 56,750 2.5%
Midlevel Legal Assistant (7-11 years’ exp.)

Large law firm $ 51,250 - $ 63,000 $ 52,500 - $ 64,500 2.4%
Midsize law firm $ 48,250 - $ 58,250 $ 49,750 - $ 59,000 2.1%
Small law firm $ 41,500 - $ 49,750 $ 42,500 - $ 51,250 2.7%
Legal Assistant (3-6 years’ exp.)

Large law firm $ 44,750 - $ 52,250 $ 45,750 - $ 53,500 2.3%
Midsize law firm $ 42,000 - $ 50,500 $ 43,250 - $ 51,500 2.4%
Small law firm $ 38,500 - $ 46,250 $ 38,750 - $ 47,000 1.2%


Legal Assistant (continued) 2014 2015 % change

Junior Legal Assistant (1-2 years’ exp.)
Large law firm $ 36,000 - $ 40,250 $ 36,750 - $ 40,750 1.6%
Midsize law firm $ 34,250 - $ 39,250 $ 34,750 - $ 39,500 1.0%
Small law firm $ 30,000 - $ 36,250 $ 30,250 - $ 36,500 0.8%
Corporate Positions (In-House)

In-House Counsel 2014 2015 % change
In-House Counsel (10+ years’ exp.)
Large company $ 168,500 - $ 269,750 $ 170,750 - $ 280,250 2.9%
Midsize company $ 134,750 - $ 200,250 $ 137,000 - $ 207,750 2.9%
Small company $ 130,000 - $ 174,500 $ 131,250 - $ 180,250 2.3%

Large company $ 140,250 - $ 230,500 $ 144,500 - $ 238,500 3.3%
Midsize company $ 116,750 - $ 189,500 $ 118,750 - $ 196,000 2.8%
Small company $ 101,750 - $ 180,250 $ 105,250 - $ 186,000 3.3%

Large company $ 100,250 - $ 144,500 $ 101,250 - $ 150,000 2.7%
Midsize company $ 85,000 - $ 130,000 $ 86,250 - $ 133,500 2.2%
Small company $ 75,250 - $ 119,750 $ 76,500 - $ 122,750 2.2%
In-House Law Clerk 2014 2015 % change

Senior/Supervising Law Clerk (7+ years’ exp.)
Large company $ 83,500 - $ 135,500 $ 84,750 - $ 136,500 1.0%
Midsize company $ 56,500 - $ 78,000 $ 57,000 - $ 78,500 0.7%
Small company $ 51,250 - $ 66,250 $ 52,000 - $ 67,500 1.7%
Law Clerk (continued) % change
Midlevel Law Clerk (4-6 years’ exp.)
Large company $ 55,250 - $ 67,500 $ 56,750 - $ 69,750 3.1%
Midsize company $ 53,000 - $ 63,250 $ 53,750 - $ 65,500 2.6%
Small company $ 49,500 - $ 60,250 $ 51,000 - $ 61,500 2.5%
Law Clerk (continued) % change
Junior Law Clerk (2-3 years’ exp.)
Large company $ 45,000 - $ 49,500 $ 46,250 - $ 50,750 2.7%
Midsize company $ 41,500 - $ 47,250 $ 43,250 - $ 47,750 2.5%
Small company $ 37,750 - $ 44,000 $ 38,500 - $ 45,250 2.5%


In-House Legal Assistant 2014 2015 % change

Senior/Executive Legal Assistant (7+ years’ exp.)
Large company $ 54,500 - $ 66,250 $ 55,500 - $ 68,750 2.9%
Midsize company $ 52,250 - $ 63,500 $ 53,500 - $ 65,000 2.4%
Small company $ 49,000 - $ 59,500 $ 50,250 - $ 60,750 2.3%
Legal Assistant (3-6 years’ exp.)

Large company $ 44,000 - $ 56,750 $ 45,250 - $ 58,500 3.0%
Midsize company $ 41,750 - $ 54,750 $ 42,250 - $ 56,500 2.3%
Small company $ 38,500 - $ 51,000 $ 39,250 - $ 52,250 2.2%
Junior Legal Assistant (1-2 years’ exp.)

Large company $ 37,250 - $ 43,000 $ 37,750 - $ 44,250 2.2%
Midsize company $ 34,750 - $ 39,250 $ 35,000 - $ 40,500 2.0%
Small company $ 32,000 - $ 37,750 $ 33,000 - $ 38,250 2.2%
% change
Legal Specialist/Administrative 2014 2015 % change
Legal Specialist/Administrative
Lease Administrator $ 50,500 - $ 71,000 $ 52,500 - $ 73,250 3.5%
Legal Word Processor $ 37,000 - $ 45,750 $ 37,250 - $ 46,500 1.2%
Office Clerk $ 27,750 - $ 37,250 $ 28,000 - $ 38,000 1.5%
File/Records Clerk $ 28,000 - $ 38,500 $ 28,250 - $ 39,250 1.5%
Legal Receptionist $ 29,250 - $ 41,000 $ 30,000 - $ 41,250 1.4%
% change
Compliance Administration
Compliance Director
$ 166,500 - $ 210,000 $ 167,000 - $ 225,750 4.3%
(10+ years’ exp.)
Compliance Manager
$ 141,250 - $ 183,750 $ 146,250 - $ 192,000 4.1%
(7-9 years’ exp.)
Compliance Analyst
$ 71,250 - $ 100,000 $ 74,250 - $ 104,000 4.1%
(4-6 years’ exp.)
Compliance Analyst
$ 54,500 - $ 69,750 $ 58,250 - $ 72,000 4.8%
(1-3 years’ exp.)


Legal Specialist/Administrative (continued) 2014 2015 % change

Contract Administration
Contract Manager $ 64,250 - $ 91,000 $ 65,750 - $ 96,000 4.2%

$ 49,000 - $ 78,750 $ 51,000 - $ 81,500 3.7%
(4+ years’ exp.)
$ 44,500 - $ 59,500 $ 45,750 - $ 61,750 3.4%
(1-3 years’ exp.)
Litigation Support
Litigation Support Director
$ 89,750 - $ 116,500 $ 92,000 - $ 123,750 4.6%
(10+ years’ exp.)
$ 76,250 - $ 102,250 $ 78,500 - $ 107,500 4.2%
(7-9 years’ exp.)
$ 66,500 - $ 84,750 $ 69,500 - $ 88,000 4.1%
(3-6 years’ exp.)
Litigation Support Specialist/
$ 50,250 - $ 60,000 $ 52,500 - $ 62,000 3.9%
Analyst (1-2 years’ exp.)
Document Coder $ 28,000 - $ 37,750 $ 28,500 - $ 38,000 1.1%


Adjusting Salaries for Canadian Cities
The salary ranges provided on the previous pages reflect the national aver-
ages for each position. Approximate salary ranges for your market can be
calculated using the formula below and local variance numbers for specific
cities (see below).* The average salary index for all Canadian cities is 100.
To determine the estimated salary range for a position in your area, follow
the process outlined below:
Example — First-year associate at a small law firm in Ottawa
1. Locate the position (“first-year associate, small law firm”) on the chart
(Page 21) and the local variance number. (The number for Ottawa is 100.2.)
2. Move the decimal point of the variance number two places to the left to
create a percentage (1.002).
3. Multiply the low end of the national salary range ($50,500) by the
percentage calculated in step two (1.002) to get $50,601.
4. Repeat step three using the high end of the salary range ($68,250)
to get $68,387.
5. The approximate starting salary range for a first-year associate at a small
law firm in Ottawa is $50,601 to $68,387.
The local variance numbers should be used as a guide in determining actual
compensation. A number of factors — including employer benefits, the candi-
date’s skill set and current market conditions — can impact starting salaries.
Please contact a Robert Half Legal representative for help redefining salary
packages to match local conditions.
Local Variances — Canada

Alberta Manitoba Quebec
Calgary...............105.1 Winnipeg..............90.5 Montreal.............102.9
Edmonton...........103.2 Quebec City..........90.0
Ontario
British Columbia Kitchener- Saskatchewan
Fraser Valley..........98.1 Waterloo.............95.8 Regina..................93.9
Vancouver...........103.5 Ottawa................100.2 Saskatoon.............95.6
Victoria.................96.2 Toronto...............104.9
*Note that the local variance numbers reflect all industries and are not specific to the legal market. Industry-
specific issues, such as in-demand practice area expertise, also may impact salaries in your area. For more
information on average starting salaries in your city, contact the Robert Half Legal office nearest you.

6 Essential Interview Questions
Hiring is a high-stakes endeavor. When a new hire doesn’t work out, it costs
you and your legal organization time and money. That’s why it’s critical to
identify the right person the first time around.
While resumes and reference checks matter, the job interview is the most
pivotal part of the hiring process because it provides the best insight into
whether someone is a good fit for your law firm or company.
To get the best insights, you need to ask interviewees the right questions — and
know what to listen for in their answers. Here are six good questions to ask:
1. What do you know about our organization, and why do you want to
work here? Strong applicants will answer with enthusiasm. They’ll
also show they’ve done their homework by providing beyond-the-basics
information about your organization. Be wary of applicants who give
lackluster responses or few details.
2. What skills and strengths can you bring to this position? This question
also helps uncover a candidate’s level of interest and preparedness.
Promising applicants won’t just rattle off a random list of skills; they’ll
be able to make the connection between the job requirements and their
relevant abilities and attributes.
3. Can you tell me about your current job? In addition to shedding light on
the candidate’s most recent professional experiences, this question also
helps you evaluate the person’s communication abilities. Are answers
straightforward or unfocused and confusing? An ideal response will
include a concise summary of the person’s primary responsibilities and
notable accomplishments.
4. What could your current company do to be more successful? This is a
clever big-picture question. An astute job candidate will have previously
identified areas ripe for improvement and be able to — diplomatically —
discuss sound solutions. A person who struggles to answer may be lacking
critical thinking abilities.
5. Can you tell me about a time when you had a disagreement with a
boss or colleague and how you handled the situation? Stellar
interpersonal skills are essential today. This behavioral-based question
can help you assess the interviewee’s approach to conflict resolution. Look
for team-oriented candidates who offer compelling anecdotes that
show their adaptability and ability to maintain professional relationships.
6. Do you have any questions for me? This simple final query gives candidates
a great opportunity to close the interview on a high note. A savvy applicant
will respond by asking several pertinent and well-thought-out questions
that demonstrate a genuine interest in the job opportunity.

5 Reasons You Should Avoid
Making a Counteroffer
Employers rarely enjoy receiving resignation letters. Upon learning a
top performer plans to accept a job with another organization, many
managers reflexively begin preparing a counteroffer. But it’s important
to think long and hard before trying to beat or match a competing law
firm or company’s compensation package.
Here are five reasons to resist the temptation to counteroffer:
1. It’s not a long-term solution. Providing a competitive salary,
excellent benefits, frequent recognition and clear career paths are
effective employee retention strategies. Offering a counteroffer, on
the other hand, is often just a costly way to delay the inevitable.
Many employees who accept counteroffers end up leaving their firms
sooner rather than later anyway.
2. You set a bad precedent. What happens when word spreads that
you sweetened the pot for one employee? It’s likely other team
members will expect similar treatment in the future. It could even
prompt some employees to explore the job market as a renegotiation tool.
3. Morale can suffer. Fair or not, extending a counteroffer can lead
to claims of favoritism. Tension and resentment could arise if team
members become jealous of the employee you bent over backward
to keep. Your legal team also might interpret your actions as a sign
that it takes a resignation threat — not dedication and hard work —
to get your attention and, ultimately, get ahead.
4. It can be difficult to re-establish trust. If a bump in salary
persuades the employee to stay with your firm, your first reaction
might be one of relief. But once you move beyond the initial crisis,
doubts about the employee’s loyalty will likely surface.
5. The employee’s performance won’t likely improve. Paying a
person more won’t necessarily yield better work. If particular employees
come to believe that they are now deemed “indispensable,” there’s
little incentive to step up their game.

The Benefits of a
Flexible Staffing Structure
Change — and lots of it — is the only constant today. The law firms and com-
panies most poised for success are those that remain agile in responding to
an ever-evolving business environment. This is especially true in the way they
staff their operations.
The perennial job of adjusting employee headcount to match business oppor-
tunities is best handled with a flexible staffing plan. Creating a dynamic mix of
full-time employees and highly skilled legal professionals on a project, contract
or temporary basis enables firms of all sizes to nimbly staff up or down based
on caseload demands.
While this staffing approach has been popular for decades, more law firms
and companies began embracing flexible staffing structures during the Great
Recession, and the lessons they learned have been lasting ones. This cost-
effective approach to managing personnel resources has become “the new
normal” — a permanent part of many firms’ human resources plans.
The number of legal professionals at all levels choosing to work on a tem-
porary or project basis also is rising. The result? Employers can leverage the
wealth of experience and knowledge these skilled workers possess without
taking on the fixed costs of a full-time hire for every personnel need.
A flexible staffing structure will enable you to:
• Quickly and easily adjust staffing levels, keeping overhead costs under
control year-round.
• Ease the burden on core staff members who are spread too thin.
• Access a deep talent pool of legal professionals who possess specialized
skills that aren’t available in-house — when and for as long as you need them.
• Avoid the damaging cycle of overstaffing followed by layoffs. As a result,
you can increase the job stability and morale of your full-time employees.
• Reduce recruiting time (and the associated costs) if you identify a
longer-term need.

The Benefits of a Flexible Staffing Structure
Lawyers were asked,

For which of the following circumstances
might your law firm/company use lawyers
on a project, contract or temporary basis?”
Their responses:*
To work on large projects

57% that require more resources
than currently exist
43% To work on cases or matters

requiring a specific type of expertise
To evaluate a candidate for

26% a possible full-time position
To fill in for full-time lawyers

21% who are on extended leave
4% Other
Don’t use lawyers on a project,
22% contract or temporary basis
2% Don’t know
*Multiple responses were permitted.

Source: Survey of 350 lawyers among the largest law firms and corporations in the United States and Canada.

Working With a Legal Recruiter
Most law firms and companies that request the assistance of a specialized
recruiter are dealing with one of two situations: They don’t have the time or
expertise to recruit highly skilled legal professionals effectively on their own,
or their recruiting efforts haven’t yet led them to the right employee.
Either circumstance would be reason enough. But there are other, less obvious
benefits of working with a staffing firm. A good legal recruiter can:
• Provide a quick solution to a staffing shortfall. The best recruiters
don’t need to go out and search for people who might be a good match
for your job opening. They already have access to a large pool of legal
professionals and can swiftly pull together a set of candidates for you
to choose from, expediting the hiring process.
• Handle the time-consuming elements of hiring. Staffing firms will
place legal job postings, sort through resumes, and perform initial
interviews and skills evaluations for you. With those kinds of cumber-
some tasks out of the way, you can focus on the day-to-day operation of
the organization, rather than the time-consuming business of recruiting.
• Reduce the risk of a bad hire. Many firms these days hire new workers
on a temporary-to-full-time basis. This gives them time to evaluate
a candidate’s fit before making a full-time offer. Good recruiters
usually offer a replacement guarantee if, after a certain period of
time, you decide that a new employee isn’t the right match for the position
or your organization.
• Provide valuable staffing advice. The most experienced recruiters
can help you figure out what kind of employee you need — full time,
part time or temporary. Savvy staffing professionals can help you adjust
your approach so you find the right applicant. And they have access to
passive candidates — those professionals who aren’t actively looking for
a new legal job but who might be interested in making a move for
the right opportunity.

About Robert Half Legal
Robert Half is the world’s leading specialized staffing service. Our Robert Half
Legal division specializes in placing legal professionals on a temporary, full-
time and project basis. The company also offers a full suite of legal staffing
and consulting services.
The right talent, right on time — Our legal staffing professionals excel at
making smart matches from our extensive network of experienced job candi-
dates. We make sure they’re ready from day one to help keep your business
running at full speed.
Recruitment, from beginning to end — We handle all aspects of the hiring
process for you: Our legal staffing professionals conduct face-to-face
interviews, technical skills evaluations, select reference checks and soft skills
assessments with our candidates. We evaluate their fit with your law firm or
corporate legal department environment so that we’re making the right place-
ment the first time.
A personal touch — Technology is no replacement for personal service. We
use the latest technology tools and our professional networks to quickly find
you the best available candidates. We also provide one-on-one service tailored
to your hiring needs. In other words, we don’t rely solely on e-solutions.
Options to fit your needs — Whether you require a temporary professional
during peak workloads, a full-time employee or a team of consultants to assist
with a special project, our staffing professionals can provide you with a range
of options based on your criteria.
Experience and reputation — Robert Half has been in the staffing business
for more than 65 years. In that time, we’ve learned how to read the job market
in all economic climates, and we’ve developed a reputation for offering sound
advice and highly skilled candidates, no matter the current conditions.
Contact Robert Half Legal at roberthalflegal.com or 1.800.870.8367

to learn more about how we can help you with your staffing needs.

Office Locations
United States International
Arizona Massachusetts Belgium
Phoenix Boston Brussels
California Michigan Brazil

Los Angeles Detroit/Southfield São Paulo
Oakland
Palo Alto Minnesota Canada
San Diego Minneapolis Ottawa
San Francisco Toronto
Missouri
San Jose
St. Louis France
Westwood
Paris
Colorado New York
New York Germany
Denver
Frankfurt
District of Ohio
Columbia Columbus United Arab
Emirates
Washington
Pennsylvania Abu Dhabi
Florida Philadelphia Dubai
Miami
Texas
Georgia Dallas
Atlanta Houston
Illinois Washington
Chicago Seattle
Maryland
Baltimore
Call 1.800.870.8367 or visit

roberthalflegal.com/office-locations
to contact the office nearest you.

2884 Sand Hill Road
Menlo Park, CA 94025
roberthalflegal.com
© 2014 Robert Half Legal. An Equal Opportunity Employer M/F/D/V.

RHL-1014

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2015

1 | 2015 Salary Guide • Robert Half Legal

Visit our Salary Center at roberthalf legal.com/salary-center

2 | 2015 Salary Guide • Robert Half Legal

3 | 2015 Salary Guide • Robert Half Legal

Skills and Expertise in Demand

56% of lawyers said it is challenging for their law firms or

4 | 2015 Salary Guide • Robert Half Legal

Lawyers Identify the Best Retention

5 | 2015 Salary Guide • Robert Half Legal

Paralegals and Legal Support Professionals

of lawyers said blended or hybrid paralegal/legal

64% secretary positions are more common today than they

6 | 2015 Salary Guide • Robert Half Legal

Hybrid or blended paralegal/legal secretary roles are growing in popularity

Lawyers Identify the Best Indicators of a

Previous work experience

21% Referral from current employee

11% Educational background

*Only the top survey responses are shown.

7 | 2015 Salary Guide • Robert Half Legal

In-Demand Practice Areas and Positions

8 | 2015 Salary Guide • Robert Half Legal

Lawyers were asked,

*Total percentage does not equal 100 due to rounding.

9 | 2015 Salary Guide • Robert Half Legal

Lawyer (4-9 years’ exp.)

Lawyer (1-3 years’ exp.)

Legal Management 2014 2015 % change

Paralegal/Legal Assistant 2014 2015 % change

Law Firm Definitions Company Definitions

10 | 2015 Salary Guide • Robert Half Legal

Paralegal/Legal Assistant (continued) 2014 2015 % change

Junior Paralegal/Legal Assistant (2-3 years’ exp.)

Case Clerk/Assistant (0-2 years’ exp.)

Legal Secretary 2014 2015 % change

Midlevel Legal Secretary (7-11 years’ exp.)

Legal Secretary (3-6 years’ exp.)

Adjusting for Local Markets

11 | 2015 Salary Guide • Robert Half Legal

Legal Secretary (continued) 2014 2015 % change

Legal Specialist 2014 2015 % change

Law Firm Definitions Company Definitions

12 | 2015 Salary Guide • Robert Half Legal

Corporate Positions (In-House)

In-House Counsel (4-9 years’ exp.)

In-House Counsel (0-3 years’ exp.)

In-House Paralegal/Legal Assistant 2014 2015 % change

Midlevel Paralegal/Legal Assistant (4-6 years’ exp.)

Adjusting for Local Markets

13 | 2015 Salary Guide • Robert Half Legal

In-House Paralegal/Legal Assistant (continued) 2014 2015 % change

In-House Legal Secretary 2014 2015 % change

Legal Secretary (3-6 years’ exp.)

Junior Legal Secretary (1-2 years’ exp.)

General Administrative 2014 2015 % change

Law Firm Definitions Company Definitions

14 | 2015 Salary Guide • Robert Half Legal

15 | 2015 Salary Guide • Robert Half Legal

16 | 2015 Salary Guide • Robert Half Legal

Missouri Ohio Texas

New Mexico Rhode Island Wisconsin

17 | 2015 Salary Guide • Robert Half Legal

18 | 2015 Salary Guide • Robert Half Legal