WHAT IS MY YEAR AGAIN? – As the legal industry adjusts to an employer-driven market for talent, several legal recruiters in California and New York told Law.com’s Jessie Yount that they have seen an abnormal number of employees being asked to take a class reduction or being told, that they will not move forward with the rest of their class in recent months. One recruiter, who asked to speak anonymously, recalled that candidates had tremendous bargaining power during the pandemic, and many avoided taking a reduction in the class year. But now, “people in that type of situation have been affected by reductions or are being put on a performance plan and potentially being papered for a future reduction,” the recruiting manager said. The trend reflects a larger problem as companies struggle to align their talent pools and assess skill levels appropriately.
CONSUMER INTELLIGENCE – Relationships between legal technology providers and law firms have often been tested due to rising prices, oversold capabilities or integration headaches. And recently, there has been an influx of announcements from legal technology vendors integrating generative AI into the latest version of their tools or coming out with new generative AI-powered offerings. So how do companies turn off the hype machine when shopping for machine learning capabilities? “We treat it very much in line with any other new technology, and we apply a heavy dose of what I call innovation discipline,” Katherine Lowry, chief information officer at BakerHostetler, told Law.com’s Cassandre Coyer. “It’s really kind of structure the process, so we’re evaluating the technology, both the benefits and the risks.”