Adding a new hire? Here’s what you want to do to get started.

  1. Explore their own feelings, value, and beliefs, which all show up unconsciously in your firm unless you’re intentional about exploring them. Everything starts with you!

2. Design your Law Firm Legend, the story of your firm. Not only will this tool be invaluable in schooling potential clients and staff about why your firm exists and what your purpose is, but your Legend also helps you to be consistent in your approach and decision-making.

3. Design your Orientation plan. People think orientation is a 1-day thing but it’s not. Since it’s one of the first working impressions your new hire will have you want it to be remarkable and meaningful in such a way your new hire can’t wait to tell friends.

4. Implement your Onboarding process. The other side of orientation is onboarding, the forgotten process for most law firms. You absolutely need both since they serve different functions.

Your onboarding program is really where you introduce your new hire to your firm, your culture & team and help them learn their job (yes, they know the job but not how you like it done) Onboarded new hires get up to speed 25% faster so it’s worth the investment.

These four steps form the foundation for growing your firm in the most efficient, meaningful, aligned way possible.


Dina Lynch Eisenberg, JD, is the CEO of, an outsourcing training/consulting firm for successful lawyers and entrepreneurs based in Oakland, CA.

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