Rank 315


311 First Avenue North, Suite 503, Minneapolis, MN 55401
Phone : 612-338-2432
Fax : 612-332-8860

2017 Legal Recruiters List Rankings


Lieberman-Nelson, formerly Howard Lieberman & Associates, is a legal search and consulting firm run by two lawyers who left the practice of law but never lost their interest in lawyers and the legal profession. Unlike the monolithic national recruiting firms that try to do everything for everyone, (including an occasional attorney) our firm does only three things, but we do them very well: Place dedicated, top-quality lawyers in permanent full-time positions with law firms and corporations; Represent law firms of all sizes as well as discreet practice groups in their local, national, and international merger activities; Consult with law firms and corporate legal departments on a broad range of management issues. Howard Lieberman, a former tax and corporate attorney, founded the business in 1990 shortly after he moved to Minneapolis from New York, where he had been a recruiter and managing director of Smythe, Masterson & Judd. In 1991, Howard recruited Nancy Nelson from a large national law firm to join Howard Lieberman & Associates. Together they built their firm, now Lieberman-Nelson, into one of the nation’s most highly regarded legal search firms. Human Focus Lieberman-Nelson is a client-driven recruiting firm. We work closely with our law firm and corporate clients to understand the expertise, qualifications and practice style that they need in an attorney before we search for individuals who can meet those needs. Our goal is to match skilled attorneys with compatible positions, not force a questionable candidate on a harried client for the sake of a quick fee. We are not a mere conduit, distributing resumes from a database like so many cards in a deck, hoping someone will be hired out of the flurry of resumes submitted. Nor do we send potential clients a list of biographical sketches of our candidates and hope that someone calls us. Focused, personal recruiting takes more time than other, more haphazard approaches, but our clients and candidates deserve nothing less than our best. Scope and Reach Some of our clients are amazed at our ability to recruit in cities other than our own. While some people fondly remember the days of carbon paper and IBM Selectrics, the business world continues to evolve. With today’s technology and old-fashioned hard work, our recruiting has no geographic limits. Our recruiter-specific database is internet connected and allows us to work anywhere in the world. We regularly recruit for multi-city national and international law firms and companies, traveling to other cities as necessary. Our only limitation is self-imposed- we are very selective and never take on more work than we can complete in a timely manner. Nonrecruiting Experience Contingent and retained recruiting of individuals and groups is the core of our business. Our reputation has been built by years of recruiting success. As an adjunct to recruiting, we have used our knowledge of law firm and legal department operations to build an active consulting practice. Over the last few years, the number and complexity of our consulting projects have grown to become an important part of our business. We have gathered the necessary contacts, resources, and skills to deal with a wide variety of challenges and troubles facing our clients. In addition to a thriving mergers and acquisitions practice, we have: Facilitated numerous partnership meetings and retreats; Developed peer review and client feedback programs; Restructured partner and associate compensation; Assisted the formation of new law firms and corporate law departments; Advised on corporate legal department restructuring, and: Acted as neutral parties in identifying and resolving intra-firm personnel issues. While most of our clients have some degree of expertise in handling the projects in which we have been involved as consultants, they value our objective analysis and candid advice- advice that comes from an “outsider” without internal political pressure or bias. Regardless of the situation, we almost never lose our sense of humor. Change is difficult enough without the added burden of a dour, self-important recruiter. Confidentiality In everything we do, at every level of interaction, we strive to protect all parties involved by maintaining the highest level of confidentiality. We never advertise the names of clients or candidates with whom we work. If our clients tell friends or colleagues about us, the effort is very appreciated. It is our principal source of new business. However, we never hold out our work on behalf of our clients for public recognition. You will never see your name in a Lieberman-Nelson advertisement. We pride ourselves on the fact that we conduct our recruiting and consulting business as discreetly and professionally as we once practiced law. Common Goals We share a common goal with our clients: hiring the best possible person for the position being filled. A “bad hire” is a problem for both of us. Hiring through us saves administrative time, creates a pool of screened candidates ready for interviews, and provides candidate feedback. We can evaluate and compare candidates, uncover compensation needs, field “deal breakers,” and answer difficult questions on our clients’ behalf

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