Quick Pay Attorney Fees Provision Upheld

The appeals court affirmed the distribution of $162 million in fees among 39 law firms. However, one issue remains unresolved. The court said Morgan & Morgan, which received about $7.7 million, should receive further review of its claim that its fee share undervalued its work.

Even so, the court stated that the firm could not challenge the Quick Pay Attorney Fees rule itself. Because the firm supported the settlement and benefited from the quick-pay clause, it lacked standing. In short, it could not dispute a mechanism it had agreed to use.

Concerns About Fairness and Appearance of Bias

In a concurring opinion, Judge Amul Thapar raised concerns about the Quick Pay Attorney Fees system. He agreed with the legal outcome but warned that the process creates “an appearance of unfairness.” His concern focused on one key point: attorneys received money long before victims.

Furthermore, he suggested new safeguards for future settlements. These could include escrow accounts or clawback rules. According to Thapar, these tools would protect victims and strengthen public trust in large settlements. They would also prevent the impression that lawyers come first.

Why the Quick Pay Attorney Fees Matter

To understand the dispute, it helps to look at the broader context. The 2023 Norfolk Southern derailment released toxic chemicals into nearby communities. As a result, residents faced evacuations, property damage, and health fears. Hundreds of claims soon followed.

By April 2024, Norfolk Southern agreed to a $600 million settlement fund. The court approved the deal in September 2024. Yet the payment process for victims has moved slowly. Claims require documentation, review, and verification.

This delay is why the quick-pay clause generated so much criticism. Under the Quick Pay Attorney Fees rule, lawyers could receive their money within 14 days. That meant multimillion-dollar fees were paid before victims saw anything. Supporters said the fast payments helped firms cover costs and encouraged efficiency. Critics argued the timing was unfair and damaged public confidence.

Continuing Review of Morgan & Morgan’s Fee Share

Although the court upheld the Quick Pay Attorney Fees rule, it kept Morgan & Morgan’s dispute alive. The firm said the fee committee undervalued its contribution. It also claimed that the fee distribution process lacked accuracy.

The appeals court did not decide whether the firm deserved more money. Instead, it sent the issue back to the lower court. This next review focuses only on fee allocation, not on the structure of the quick-pay system. Still, the decision could shift how fees are divided among firms.

What Comes Next for the Settlement

The ruling provides clarity on many parts of the dispute. It confirms that the Quick Pay Attorney Fees model will remain in place. Lawyers will not need to return their fees. In addition, the overall structure of the settlement will stay intact.

However, the remand creates another stage in the conflict over attorney payments. As the lower court reviews the Morgan & Morgan claim, other firms may watch closely. Some may hope the ruling leads to changes in future fee processes. Others may fear that new reviews could delay their own compensation.

Broader Implications for Class-Action Settlements

This case highlights the growing tension in class-action settlements. Courts want efficient procedures, yet the public wants transparency. The Quick Pay Attorney Fees debate shows how these goals can conflict. Timing, perception, and fairness all matter especially in cases involving large communities and environmental damage.

As a result, the case may influence future settlement structures. Judge Thapar’s comments could prompt stronger oversight. More settlements may include escrow accounts, staged payments, or detailed reporting rules. These steps would not only improve transparency but also help prevent disputes like this one.

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The post Quick Pay Attorney Fees Upheld by Court first appeared on JDJournal Blog.

Texas Bonus Surge Raises Year-End Compensation

The Texas bonus surge boosts year-end payouts beyond last year’s levels. V&E confirmed the enhanced bonus plan after evaluating associate performance and market conditions. The firm will deliver the bonuses before year-end to reinforce its compensation leadership. In addition, the increased payments reflect V&E’s confidence in its legal teams and the results they produced throughout the year.

Why Vinson & Elkins Introduced the Texas Bonus Surge

The Texas bonus surge supports several goals. First, it strengthens retention by showing associates that the firm values their contributions. Second, it helps V&E compete more aggressively for top legal talent. Also, the firm plans to use the bonus structure to build long-term morale and support career development. Through this initiative, V&E demonstrates a strategic approach rather than a limited financial gesture.

How the Texas Bonus Surge Will Roll Out

V&E outlined clear timelines and criteria for the Texas bonus surge. Associates will receive formal notifications this month. The firm expects to release the payments on time. The final bonus figures will depend on performance expectations, billable-hour goals, and team participation standards. These benchmarks align with the firm’s existing compensation policies and ensure consistency across practice groups.

Industry Reaction and Trends

Associates across the firm have praised the Texas bonus surge, noting that it affirms their hard work and dedication. Market analysts also predict that V&E’s move may motivate other major firms to adjust their own bonus structures. As more law firms compete for high-performing associates, compensation models could shift across the industry. V&E’s decision not only benefits its internal teams but also influences broader market expectations.

What Associates Should Watch for Next

The Texas bonus surge may lead to more transparency in how firms calculate bonuses and performance metrics. As competition intensifies, similar compensation announcements may appear more frequently. Associates should monitor updates from their HR teams and review their eligibility status to prepare for any follow-up requirements. Industry watchers expect these payouts to appear in end-of-year legal-market analyses and compensation reports.

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The post Major Texas Bonus Surge first appeared on JDJournal Blog.

Why the Veteran Sports Law Pay Surge Is Accelerating

The veteran sports law pay surge is being pushed by several intersecting trends. First, professional sports leagues and teams are increasingly more complex businesses. They negotiate massive media rights contracts, navigate collective bargaining landscapes, and manage cross border sponsorship and investment issues. Because these matters can quickly escalate into high-stakes legal disputes or regulatory challenges, firms want counsel who already understand the terrain.

Second, growth across the sports ecosystem including private equity investment in teams, NIL (name, image, likeness) deals, and global sports-tech expansion has intensified the need for lawyers who can bridge multiple practice areas. Corporate, IP, labor, litigation, and regulatory expertise must work together. Veteran lawyers already possess that integrated experience, making them valuable lateral targets.

Finally, sports is no longer treated as a “niche” practice inside BigLaw. Instead, it is seen as a platform for long-term revenue growth. Because of this, firms feel pressure to secure talent before rivals do, which pushes compensation upward.

How Compensation Packages Reflect the Veteran Sports Law Pay Surge

Multi-Year Guarantees in Veteran Sports Law Deals

As the veteran sports law pay surge continues, firms are crafting guarantees that resemble competitive lateral packages in high-demand corporate practices. Many offers include multi-year guarantees, signing incentives, and performance bonuses tied to incoming business. Firms hope these commitments will persuade established sports law partners to relocate.

Portable Books of Business Drive Value

Sports law attorneys with strong industry relationships are in exceptional demand. Team owners, athlete-representation agencies, media networks, and league offices often rely on long-term counsel. Lawyers who bring these clients with them can command significant compensation since firms gain immediate revenue and prestige.

Blended Practices Increase Earning Potential

Sports law attorneys who can handle litigation risk, negotiate broadcasting deals, manage governance disputes, or advise on M&A activities are even more valued. Firms reward this versatility because it expands the scope of billable work and positions the practice for cross-selling opportunities.

How BigLaw Uses the Veteran Sports Law Pay Surge Strategically

Building or Revamping Entire Practice Groups

Some firms are using the veteran sports law pay surge as an opportunity to establish or rebuild practice groups that can compete with industry leaders. Hiring one or two high-profile veteran lawyers can serve as an anchor for a department that the firm plans to scale.

Expanding Geographic Reach

Because sports is global, some firms are attempting to strengthen their position in markets like London, Abu Dhabi, Singapore, and New York. Veteran counsel who already work with international sports entities give firms immediate credibility in these regions.

Leveraging the Surge for Branding

A firm that acquires top-tier sports-law talent often gains media attention, industry respect, and improved recruiting power. As a result, many firms treat these lateral hires as strategic branding investments.

What the Pay Surge Means for Veteran Sports Lawyers

For attorneys practicing in this field, the veteran sports law pay surge creates an ideal environment for negotiating stronger compensation structures. Lawyers with reputations built over decades, especially those known for league-office experience or major commercial deals, are receiving offers that exceed typical BigLaw partner rates.

These attorneys are expected to:

• Bring industry-specific insight
• Manage complex, multi-disciplinary matters
• Strengthen the firm’s presence within professional sports
• Attract high-value clients
• Serve as mentors for the next generation of sports-law practitioners

Because the market continues to grow, many lawyers are in the best bargaining position of their careers.

Long-Term Outlook for the Sports Law Market

Looking ahead, the veteran sports law pay surge is unlikely to slow down. Several forces will continue pushing the market upward:

• Expanding media-rights revenues
• Growth of women’s professional sports
• Global investments in esports and sports-tech
• Ongoing athlete unionization and collective bargaining issues
• Rising cross-border sports disputes
• Increased NIL-related litigation
• Private equity’s influence on team ownership

Each trend increases the need for senior-level legal counsel. As the sports sector evolves, law firms that invest aggressively in veteran talent will secure long-term advantages.

Conclusion: A Competitive Era for Sports-Law Talent

The veteran sports law pay surge marks a pivotal shift in BigLaw hiring. Firms are paying more, moving faster, and committing greater resources to secure seasoned sports-law attorneys. For the attorneys themselves, this is a moment of rare leverage and exceptional opportunity. As competition continues, the surge will likely reshape compensation norms across the industry for years to come.

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The post BigLaw Sees Veteran Sports Law Pay Surge first appeared on JDJournal Blog.

Understanding the Dispute Over Asylum Processing Authority

The case arises from the Trump administration’s “metering” policy. Under this policy, officials told asylum seekers arriving at official ports of entry primarily along the U.S.–Mexico border to wait in Mexico because they said daily capacity had been reached. The Biden administration later ended metering, yet the legal challenge continues since it raises broader questions about the limits of asylum processing authority.

Federal law states that any non-citizen who “arrives in the United States” may apply for asylum and must receive an inspection from an immigration officer. The dispute centers on whether someone has legally “arrived” when U.S. officials stop them before they physically cross the border. As a result, lower courts reached different conclusions.

Now, the Supreme Court’s review will determine whether the government can lawfully refuse or delay processing based solely on capacity claims. The ruling could create a long-term national standard.

Why the Supreme Court Took the Case

The conservative-leaning Court accepted the appeal after the prior administration argued that the government’s asylum processing authority gives officials the power to manage border traffic and restrict intake during operational surges. The Biden administration defended its decision to end the policy but also supported the Court’s review to ensure officials receive clearer federal guidance.

Because immigration enforcement often shifts between administrations, the Court’s ruling could create more stability for agencies that conduct asylum screening. Moreover, advocacy groups argue that officials need clarity to treat migrants consistently, regardless of which political party holds the White House.

The Supreme Court plans to hear arguments early next year and aims to issue a ruling by June.

How Asylum Processing Authority Influences Border Policy

Impact of Asylum Processing Authority on Migrants

The Court’s interpretation of asylum processing authority will directly influence what asylum seekers experience at the border. Under metering, thousands of migrants were placed on informal waiting lists in Mexican border cities. Many lived in makeshift camps and faced violence, illness, and exploitation while waiting for their chance to request asylum lawfully.

If the Court rules that metering is lawful, border officials may gain broad discretion to limit asylum intake whenever they determine capacity is restricted. That would allow similar policies to return, even if not formally labeled as metering.

On the other hand, if the Court rules against the policy, officials may be legally required to inspect and process anyone who reaches a port of entry, regardless of daily volume.

Operational Strain and Federal Capabilities

U.S. officials have long argued that sudden increases in migrant arrivals strain staffing, facility space, and security operations. They say limiting daily numbers sometimes becomes necessary to maintain order and ensure proper screening.

Immigrant rights groups dispute this view. They emphasize that asylum law requires officials to process people who present themselves at a lawful entry point. They also say metering created bottlenecks that pushed migrants toward dangerous border crossings, increasing the risk of injury and death.

Because both sides rely on different interpretations of federal immigration statutes, the Supreme Court must now decide which reading controls.

Legal Questions at the Center of the Case

At its core, the case asks:

1. Does “arriving in the United States” include someone who reaches the border but is stopped before stepping onto U.S. soil?
2. Can the government use operational capacity as a lawful reason to delay or block asylum processing?
3. How far does federal asylum processing authority extend during emergencies or policy transitions?

Lower courts split on these issues. Some ruled that asylum seekers qualify as having “arrived” once they present themselves at a U.S. entry point. Others held that physical entry onto U.S. land is required for the law to apply.

The Supreme Court must now decide which interpretation governs all future cases.

Broader Impact on Immigration Policy

The ruling will have consequences far beyond the U.S.–Mexico border. It may influence:

• How airports and coastal entry points manage asylum claims
• Whether future administrations can reinstate or modify metering
• The ability of federal agencies to respond to sudden shifts in migration patterns
• How courts evaluate Executive Branch authority over humanitarian protections

If the Court strengthens asylum processing authority, federal officials may be empowered to design more restrictive intake procedures. Conversely, a ruling against the policy could enforce more open access to the asylum process.

Advocacy organizations, border-state governments, and immigration attorneys are preparing for sweeping effects across the legal system.

What Happens Next

Now that the Supreme Court has accepted the case, both sides will file briefs laying out their arguments. Oral arguments will follow, likely drawing national attention because asylum remains one of the country’s most politically contested issues.

By June, the Court is expected to deliver a decision that will reshape the future of asylum processing authority and redefine how the nation fulfills its legal obligations to individuals fleeing persecution.

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In today’s highly competitive legal job market, knowing where to look can make the difference between landing your dream role and missing out entirely. Many of the best legal jobs are never posted on major sites like LinkedIn, Indeed, or ZipRecruiter. Instead, they appear first—and sometimes only—on direct-from-employer job boards.

These specialized platforms give job seekers access to opportunities straight from law firms, corporations, government agencies, and nonprofit organizations. No middlemen, no duplicate listings, and no expired postings—just real openings directly from employers.

Here’s a comprehensive guide to the most valuable types of direct-employer legal job boards, and how they can dramatically improve your job-search strategy.

1. Bar Association and Legal Organization Job Boards

Bar associations are one of the most overlooked resources for finding genuine legal openings. National, state, and local bars frequently maintain online career centers that allow employers to post openings directly to their members.

Examples include:

• American Bar Association Career Center – a hub for nationwide attorney positions.
• State Bar Job Boards – such as those in California, New York, Florida, and Illinois.
• Specialty Bars and Affinity Groups – including the Hispanic National Bar Association and National Association of Women Lawyers.

These listings are typically posted by employers who specifically want to reach licensed professionals, meaning they’re often high-quality, serious opportunities.

2. Employer Career Page Aggregators

Sites like LawCrossing lead the industry in gathering legal job postings directly from employer websites. Unlike most job boards that rely on third-party submissions, LawCrossing crawls thousands of employer career pages daily—capturing law firm, corporate, government, and public interest jobs before anyone else.

Other platforms like LinkUp and LateralHub also specialize in indexing jobs directly from employer career pages, offering a more accurate and timely view of open positions.

3. Government and Public Sector Portals

For those seeking positions as prosecutors, public defenders, or agency counsel, government portals are essential. These sites include:

• USAJobs.gov – the federal government’s official employment site, featuring attorney and legal analyst roles.
• Department of Justice Legal Careers Portal – a must-visit for federal legal opportunities.
• Local and State Government Websites – where positions for district attorneys, city attorneys, and court clerks are frequently posted.

Because these sites are managed by public agencies, listings are typically verified and updated regularly.

4. Law School Career Boards and Alumni Networks

Law schools remain one of the best sources for direct employer postings. Schools such as Harvard, Georgetown, and UCLA maintain extensive job boards open to students and alumni. Many employers specifically target these portals when recruiting early-career or specialized attorneys.

Additionally, platforms like PSJD (Public Service Jobs Directory) cater to lawyers pursuing public interest or nonprofit roles. Alumni networks also offer insider access to exclusive job listings.

5. Nonprofit and Public Interest Boards

For lawyers passionate about social justice, human rights, or community advocacy, nonprofit job boards offer unique opportunities. Popular platforms include:

• Idealist.org – listing legal and advocacy roles around the world.
• Equal Justice Works – focused on public interest fellowships.
• National Legal Aid & Defender Association (NLADA) – featuring positions across legal aid and defense organizations.

These boards often list jobs that align with mission-driven legal careers not found on commercial job sites.

6. Corporate Counsel and In-House Counsel Boards

In-house legal positions are highly competitive and often posted only on specialized boards. The Association of Corporate Counsel (ACC) Jobline, GoInHouse.com, and CorporateCounsel.net are top destinations for corporate legal professionals. Many large companies also publish job openings exclusively on their own websites—so regular visits to employer career pages are key.

7. Legal Technology, Compliance, and Regulatory Boards

As technology transforms the legal landscape, new categories of direct-hire job boards have emerged. LegalTech Jobs, ComplianceCrossing, and ILTA Career Center focus on positions in eDiscovery, legal operations, compliance, and cybersecurity. These fields are expanding rapidly, offering lawyers alternative career paths that merge law, tech, and business.

8. Academic, Health, and Specialized Legal Fields

Universities, hospitals, and professional associations frequently post general counsel or compliance openings on their own sites.
Examples include:

• HigherEdJobs and Chronicle of Higher Education for university legal departments.
• American Health Law Association (AHLA) for health law professionals.
• International Trademark Association (INTA) for intellectual property law roles.

These listings are highly targeted, giving job seekers a direct line to employers in their chosen specialties.

9. Regional and Local Job Boards

Don’t overlook smaller, regional platforms. Many local court systems, municipal governments, and regional bar associations maintain dedicated job pages. These boards often feature opportunities at boutique firms or local agencies that rarely post on national sites.

10. Legal Listservs and Community Groups

Some of the best jobs circulate through private professional networks rather than public sites. Listservs such as The Posse List (for litigation support roles) or section-specific mailing lists (like those of the American Association of Law Schools) can be treasure troves of leads. Staying active in professional communities can reveal openings before they’re made public.

The Power of Direct-Employer Job Boards

Direct-from-employer job boards cut through the noise, offering verified, current, and often exclusive legal listings. They save time and give job seekers a competitive advantage by connecting them straight to hiring decision-makers.

Take the Next Step in Your Legal Career

If you’re serious about finding the most accurate, up-to-date legal jobs across every sector, visit LawCrossing.com—the largest and most comprehensive legal job site in the world. With thousands of verified listings sourced directly from employers, LawCrossing helps attorneys, paralegals, and legal professionals discover opportunities that others miss.

Start exploring today—and find the legal job that’s right for you.

The post The Ultimate Guide to Direct-from-Employer Legal Job Boards first appeared on JDJournal Blog.

Learn more from this guide: Why BCG’s System Gets Candidates Interviews & Hired

Extensive Market Access
At the heart of BCG’s approach is its proprietary database, which tracks over 100,000 law firms across the United States. This database includes detailed hiring histories, interview patterns, and offer trends spanning more than 25 years. Such comprehensive coverage allows BCG to identify opportunities that may not be publicly advertised, giving candidates a significant edge in accessing the hidden legal job market.

Strategic Firm Outreach
BCG encourages candidates to approve outreach to a broad spectrum of law firms, even those without active job postings. This proactive strategy allows BCG to initiate targeted communication with potential employers, often resulting in interviews that would be difficult to secure through conventional applications. By presenting candidates directly to decision-makers, BCG positions them as top prospects before positions even open.

Data-Driven Candidate Matching
BCG employs advanced analytics to match candidates with firms that are most likely to hire based on their background, experience, and career goals. This data-driven methodology reduces wasted effort and increases the probability of interviews leading to offers. Candidates are not just applying blindly—they are strategically introduced to firms with the highest likelihood of interest.

Accelerated Interview Process
One of the standout features of BCG’s system is its speed. On average, candidates receive invitations to their first interviews within two weeks, a timeframe significantly faster than traditional application methods. This rapid response helps candidates maintain momentum in their job search and minimizes gaps in employment.

Comprehensive Candidate Support
BCG doesn’t stop at matching candidates with opportunities. Attorneys receive full support throughout the hiring process, including resume optimization, personalized interview preparation, and guidance on negotiating offers. This end-to-end assistance ensures candidates are confident, prepared, and positioned to secure the best possible outcomes.

Proven Results
Candidates who utilize BCG’s system consistently report higher numbers of interviews and stronger offers. By combining technology, market insight, and expert guidance, BCG helps attorneys maximize their chances of success in a competitive legal environment.

Learn more from this guide: Why BCG’s System Gets Candidates Interviews & Hired

The post How BCG’s System Gets Candidates Interviews and Hired first appeared on JDJournal Blog.

Foley Hoag LLP has made a strategic leadership move, bringing on Jessica Maroney Shillito, formerly of Paul, Weiss, Rifkind, Wharton & Garrison LLP, as the firm’s new Director of Diversity, Equity, and Inclusion (DEI). The appointment reflects Foley Hoag’s continued investment in promoting inclusivity and addressing the evolving expectations around workplace equity in the legal sector.

Shillito joins Foley Hoag at a crucial time when law firms across the U.S. are recalibrating their DEI strategies amid mounting external and internal pressures. The legal industry’s commitment to diversity initiatives has been under a microscope, following political and social debates challenging corporate DEI programs. In response, many firms are reinforcing leadership roles in this area to reaffirm their dedication to inclusion and equitable representation.

A Proven DEI Leader

At Paul Weiss, Shillito served as part of the firm’s DEI team, working under Chief Inclusion Officer Danyale Price, a veteran leader who has helped shape the firm’s award-winning inclusion programs for nearly two decades. During her tenure, Shillito contributed to firmwide initiatives that supported attorney engagement, inclusive leadership development, and community partnerships aimed at improving representation within the legal profession.

Now stepping into a top leadership role at Foley Hoag, Shillito will lead a four-person DEI team and co-chair the firm’s diversity committee. Her responsibilities will include implementing firmwide strategies to advance equity, promoting cultural competency, and ensuring accountability at every level of the organization.

In a statement shared by Foley Hoag, Shillito said she is “deeply honored to join a firm that recognizes the importance of inclusion not just as a value, but as a professional standard that enhances both client service and firm culture.” She emphasized the importance of “building a workplace where authenticity, respect, and opportunity are central to success.”

Foley Hoag’s Ongoing DEI Commitment

Foley Hoag’s decision to expand its DEI leadership underscores the firm’s long-standing commitment to inclusive excellence. Over the past decade, Foley Hoag has received recognition for its initiatives to support underrepresented attorneys, including mentorship programs, inclusive recruiting practices, and firmwide education around cultural awareness and bias reduction.

The firm’s Managing Partners have also publicly reaffirmed their belief that fostering diversity is essential to innovation and client service. “We see inclusion as both a moral and strategic imperative,” one partner said in a recent internal memo. “Jessica’s leadership will help us deepen that commitment and build stronger frameworks for accountability.”

In recent years, Foley Hoag has joined a number of other firms in establishing measurable DEI goals—ranging from increasing diverse representation in partnership ranks to improving retention rates among minority attorneys. Shillito’s appointment aligns with these broader objectives, as the firm seeks to turn DEI principles into sustainable practice.

Navigating the Changing Landscape of DEI in Law

Shillito’s move comes amid a shifting environment for DEI programs nationwide. Following recent legal and political challenges to corporate diversity initiatives, many law firms have faced questions about how best to pursue inclusion while ensuring compliance with new legal frameworks.

Despite the uncertainty, industry experts say that law firms remain steadfast in their belief that diverse teams deliver better client outcomes, innovation, and workplace morale. “DEI isn’t just a moral choice—it’s a business necessity,” said one legal analyst familiar with the matter. “Firms that invest in genuine inclusion will continue to attract top talent and maintain credibility with modern clients.”

By hiring a leader from Paul Weiss—a firm known for its high-profile social justice initiatives and strong DEI reputation—Foley Hoag signals that it intends to remain proactive and resilient in this evolving landscape.

The Broader Implications for Legal Recruiting

Foley Hoag’s recruitment of Shillito also reflects a broader trend in the legal industry: a growing demand for professionals with DEI expertise who can navigate both the operational and cultural challenges within firms. As diversity metrics increasingly factor into client evaluations, law firms are seeking leaders who can balance compliance, advocacy, and measurable impact.

According to legal industry observers, more firms are now hiring directors and chiefs of diversity who bring strategic management experience and data-driven insight—skills that align DEI goals with firm profitability and long-term growth.

Shillito’s cross-firm transition demonstrates that such expertise is highly valued—and transferable across leading firms. It also suggests that the next generation of DEI leadership in law will be expected to combine compassion with strategy, and advocacy with measurable outcomes.

Looking Ahead

With this new appointment, Foley Hoag appears poised to enhance its national reputation as a progressive, inclusive law firm that invests in its people. The firm’s commitment to empowering diverse talent, promoting equity, and creating authentic inclusion positions it well for the next phase of industry evolution.

Shillito’s arrival marks not just a personnel change, but a reaffirmation of Foley Hoag’s belief that inclusion is integral to legal excellence. As the DEI landscape continues to evolve, the firm’s leadership move may well serve as a blueprint for others navigating similar challenges.

Explore Legal Career Opportunities

If you’re inspired by Foley Hoag’s leadership in diversity and want to be part of a forward-thinking law firm, explore thousands of exclusive, direct-from-employer legal jobs at LawCrossing.com. Whether you’re a DEI professional, an attorney, or an aspiring law firm leader, LawCrossing connects you with the most comprehensive database of legal opportunities in the U.S.—many you won’t find anywhere else.

Stay informed. Stay connected. Build your future with LawCrossing.

The post Foley Hoag Recruits DEI Leader from Paul Weiss Amid Industry Scrutiny first appeared on JDJournal Blog.

Learn more from this report: BigLaw Partner Compensation Report Equity vs. Non-Equity Earnings & ROI by Practice Area

The study underscores a growing pay divide between equity and non-equity partners, showing that equity partners in AmLaw 50 firms earn over four times more than non-equity partners. Once the dominant model, equity partnerships have steadily declined—from 72% of partners in 2010 to just 43% by 2024—as firms increasingly adopt two-tier partnership structures.

Equity vs. Non-Equity Earnings

Equity partners continue to enjoy far greater compensation potential, driven by profit shares, capital appreciation, and firm growth. However, the path to equity is longer and riskier. Non-equity roles, while more stable, come with capped income and limited ownership opportunities.

Time to Partnership by Practice Area

Partnership timelines differ widely depending on the legal specialty. Commercial Litigation requires one of the longest tracks, averaging 10 years to reach equity, while Regulatory/Compliance offers faster advancement at about 7.6 years. The average gap between reaching non-equity and equity status is roughly two years, signaling relatively consistent progression once candidates make partner.

Regional and Practice-Based Pay Disparities

Compensation remains highest in major markets like New York, where Private Equity and M&A partners top the charts with multimillion-dollar annual earnings. Yet when adjusting for cost of living, lawyers in secondary markets such as Texas, Florida, and the Midwest see competitive effective income levels, especially in practice areas like Intellectual Property and Healthcare Law.

Return on Investment (ROI) for Equity Partners

The report estimates that a $500,000 equity buy-in at an AmLaw 100 firm could generate a 3000% return over 20 years, producing roughly $24 million through draws, profit distributions, and terminal value. Around 37% of that gain stems from equity appreciation, reinforcing the financial rewards of ownership in thriving firms.

Risk-Adjusted Practice Performance

While Private Equity and M&A boast the highest average pay, their volatility and lower odds of achieving partnership reduce overall stability. Conversely, fields such as Tax, Regulatory/Compliance, and Intellectual Property demonstrate stronger risk-adjusted returns, balancing income potential with career security.

Shifting Partnership Landscape

The report concludes that the BigLaw model is evolving toward more selective equity partnerships and expanded non-equity tiers. This structure gives firms flexibility in managing profits while limiting ownership dilution, but it also heightens inequality between partner levels.

For attorneys charting their career paths, these insights provide valuable guidance: specialization, smart market selection, and strategic long-term planning are key to maximizing both compensation and professional ROI.

Learn more from this report: BigLaw Partner Compensation Report Equity vs. Non-Equity Earnings & ROI by Practice Area

The post BigLaw Partner Compensation Report Reveals Major Gaps in Earnings and ROI by Practice Area first appeared on JDJournal Blog.

In a move that is shaking up the BigLaw landscape, two major U.S. firms — one recognized for its elite corporate practice and the other for its powerhouse litigation group — have announced a merger that will create one of the largest full-service firms in the country. The newly formed firm, expected to launch officially on January 1, 2026, will bring together approximately 800 attorneys across 25 offices nationwide, combining transactional, regulatory, and litigation expertise under a single national brand.

This union reflects the continuing wave of consolidation across the legal industry, as firms seek to strengthen market position, expand practice capabilities, and enhance operational efficiency amid growing competition and client expectations.

A Merger of Equals — and Strengths

The two merging firms have long been respected in their respective domains. The corporate firm has built its reputation on high-stakes mergers and acquisitions, capital markets work, and advising Fortune 500 clients on regulatory and governance matters. Its counterpart — a litigation titan — has consistently earned national recognition for its complex commercial disputes, white-collar defense, and appellate work.

By joining forces, the firms aim to offer clients a seamless, end-to-end experience, providing everything from deal-making to dispute resolution. The combination also allows each side to deepen its bench strength, with corporate clients gaining access to elite trial lawyers and litigation clients benefiting from sophisticated transactional counsel.

Leaders from both firms have emphasized that the merger was driven by strategic alignment rather than necessity. “This is a merger of shared vision and mutual respect,” one managing partner said in a joint statement. “Together, we can deliver the scale and sophistication that today’s global clients demand.”

Strategic Drivers Behind the Deal

The motivations for the merger are clear — and strategic. As client matters grow more complex and multifaceted, corporate and litigation work are becoming increasingly intertwined. Cross-selling between practices represents a lucrative opportunity, allowing firms to retain clients across a wider spectrum of services.

Other key drivers include:

• Expanded geographic reach: The firms’ offices complement rather than overlap, giving the merged entity a national footprint from New York and Washington, D.C. to Los Angeles, Houston, and Chicago.
• Operational efficiency: Shared technology platforms, back-office services, and administrative systems are expected to yield significant cost savings.
• Market resilience: In a legal market marked by uncertainty, firms with diversified practices tend to weather downturns better than single-focus boutiques.
• Talent and recruitment: A firm with both depth and breadth across practices becomes more attractive to laterals and new graduates seeking long-term career growth.

Industry analysts say this deal could be a sign of more to come. “We’re seeing a clear acceleration in strategic mergers,” noted one legal consultant. “Clients want firms that can handle everything — from cross-border deals to complex litigation — without outsourcing. That’s what’s driving consolidation at the top of the market.”

Opportunities — and Integration Challenges

While the merger has been widely praised as a smart strategic fit, experts caution that integrating two legacy firms is no easy feat. Merging operations, compensation systems, and firm cultures can be complex and time-consuming.

Common challenges in law firm mergers include:

• Cultural alignment: Each firm brings its own management style, compensation philosophy, and client-service ethos. Aligning those values is often the hardest part of integration.
• Client conflicts: Overlapping client lists can create conflicts of interest, requiring firms to offload certain clients or matters to comply with ethics rules.
• Retention of key talent: Ensuring that star partners, practice leaders, and rainmakers remain engaged during the transition will be crucial to sustaining momentum.
• Brand identity: Choosing a name, logo, and marketing strategy that honor both legacies while presenting a unified new image is a delicate process.

Still, leadership on both sides has expressed confidence in their integration plan, which includes a shared management committee, joint practice group leadership, and coordinated client transition teams.

“The key is not just combining names,” one senior partner said. “It’s about building a truly unified culture that leverages both sides’ strengths.”

A Broader Industry Shift

This merger is part of a broader evolution in BigLaw strategy. In recent years, firms across the Am Law 100 have been seeking scale and synergy — not just for prestige, but for survival. Clients, especially large corporations and private equity firms, increasingly demand global reach, lower costs, and consistent quality across practice areas.

Moreover, as technology transforms the way legal services are delivered, firms are recognizing that investment in innovation and infrastructure is more feasible when costs are shared at scale. The newly merged firm is reportedly planning to expand its AI-driven research and e-discovery tools, positioning itself as a tech-forward player in an industry that has historically lagged in digital transformation.

Implications for Clients, Competitors, and Careers

For clients, the benefits are immediate. The combined firm offers a one-stop shop for both transactional and contentious needs, reducing the need to engage multiple outside counsel. For competitors, the move raises the stakes — prompting speculation that other midsize or specialized firms may follow suit in the coming year.

For legal professionals, the merger could signal new career opportunities. The merged entity’s broader platform will likely attract attorneys seeking cross-practice collaboration, diverse case exposure, and national mobility.

Looking Ahead

As the 2026 launch approaches, the legal community will be watching closely to see whether this merger becomes a model for future BigLaw combinations. If successfully executed, it could set a new standard for full-service integration and client delivery at the top tier of the legal market.

In a profession where reputation, relationships, and results define success, this latest merger underscores a simple truth: in BigLaw, strength in numbers still matters.

Stay updated on major law firm mergers, career trends, and industry shifts by visiting LawCrossing — your insider source for exclusive legal job opportunities and the latest in BigLaw developments.

The post Corporate and Litigation Powerhouses Unite in BigLaw’s Latest Landmark Merger first appeared on JDJournal Blog.

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The post Discover the Power of Direct-from-Employer Legal Job Boards first appeared on JDJournal Blog.