Why Partners Make the Move to Raines?
A Conversation Guide for Prospective Partners
Our Philosophy
That means:
We’re not trying to be the largest firm. We’re focused on building a firm where entrepreneurial lawyers have the opportunity to grow their practices, serve clients exceptionally well, and help shape the future of the firm.
• Making decisions quickly.
• Remaining accessible.
• Encouraging collaboration.
• Investing in people.
• Creating opportunities for growth.
As we continue to grow, we know we won’t have every answer. We do believe we have the right mindset and the right people to build something special together.
Why Partners Choose Raines
Partners join Raines because they see the opportunity to build.
- Opportunity to grow a larger practice
- Opportunity to recruit and build teams
- Opportunity to collaborate across practices
- Opportunity to influence the direction of the firm
- Opportunity to leave something better than they found it
The Business Case
Build a Bigger Practice, Not a Bigger Workload.
Meet Susan.
Susan is an accomplished partner with a thriving employment practice. She originates approximately $2 million in annual client work and personally bills approximately 1,900 hours each year. She has strong client relationships, but she’s reached a point where her greatest challenge isn’t finding work—it’s finding the time to do it.
Like many successful partners, Susan believes that personally handling every matter is the best way to maximize her income. After joining Raines, she begins leveraging talented colleagues to handle appropriate portions of her matters while remaining the primary relationship partner for her clients. The time she creates is reinvested in client development, business development, referral relationships, and expanding her practice.
Over the next several years, her originated client portfolio grows significantly while her personal workload remains relatively stable.
Susan’s Practice Evolution
Hypothetical example only
| Practice Metrics | Today | Growing Practice | Established Practice |
|---|---|---|---|
| Client Revenue Originated | $2.0M | $3.5M | $5.0M |
| Personally Performed (Own Clients) | $2.0M | $1.8M | $1.8M |
| Leveraged to Colleagues | - | $1.7M | $3.2M |
| Work Performed for Other Partners | - | $500K | $1M |
| Annual Hours Worked | 1,900 | 1,850 | 1,850 |
Illustrative 20/30/40 Earnings
Using the practice metrics above, Susan’s illustrative earnings under the 20/30/40 model would be calculated as follows:
| Compensation Component | Formula | Today | Growing Practice | Established Pracxtice |
|---|---|---|---|---|
| Origination | 20% x Originated Revenue | $400K | $700K | $1.0M |
| Own Work | 30% x Personally Performed | $600K | $540K | $540K |
| Other Partner Work | 40% x Worked for Other Partners | - | $200K | $400K |
| Illustrative 20/30/40 Earnings | $1.00M | $1.44M | $1.94M |
An Important Point
At first glance, it may appear that Susan is giving up earnings by no longer personally performing every hour of legal work. In reality, the opposite occurs.
Although Susan earns less working credit on the portions of matters she no longer personally performs, she retains the origination component on those matters while creating the capacity to originate substantially more business and contribute to matters originated by other partners. Over time, those opportunities more than offset the working credit she gives up.
The objective isn’t to maximize compensation on a single matter. The objective is to maximize the long-term value of the practice.
Why the Model Worked for Susan
Susan’s compensation didn’t increase simply because she leveraged work to other talented lawyers. It increased because she used the additional capacity to:
- Strengthen existing client relationships
- Develop new business
- Expand referral networks
- Collaborate across the firm
- Continue growing her originated client portfolio
The 20/30/40 model rewards each of those activities:
- 20% rewards building and maintaining client relationships.
- 30% rewards the legal work Susan personally performs for her own clients.
- 40% rewards partners who contribute legal work to matters originated by their colleagues, encouraging collaboration across the firm.
At first glance, it may appear that Susan is giving up earnings by no longer personally performing every hour of legal work. In reality, the opposite occurs.
Although Susan earns less working credit on the portions of matters she no longer personally performs, she retains the origination component on those matters while creating the capacity to originate substantially more business and contribute to matters originated by other partners. Over time, those opportunities more than offset the working credit she gives up.
The objective isn’t to maximize compensation on a single matter. The objective is to maximize the long-term value of the practice.
What Makes Raines Different?
We’re intentional about the kind of firm we’re building.
Decisions happen quickly.
Leadership is accessible.
Partners know one another.
Compensation encourages collaboration.
Growth creates opportunities for everyone.
These are principles that guide how we continue to build the firm.
What You Can Expect
We’re intentional about the kind of firm we’re building.
Direct access to leadership
An entrepreneurial environment
Flexibility to build your practice
Colleagues who want you to succeed
The opportunity to help shape what’s next
These are principles that guide how we continue to build the firm.
Where We're Going
Our focus over the next several years includes:
Strengthening collaboration across offices and practices
Continuing to attract outstanding lawyers
Investing thoughtfully in technology and innovation
Developing future leaders
Building deeper client relationships across the firm
The right partners won’t simply join Raines—they’ll help build the next chapter of Raines.