At Thompson Hine, we firmly believe that your success is our success so we place a high priority on the integration of our laterals. We have created a formal, and very thorough, lateral integration process to meet our goal of ensuring that all of the necessary steps are taken to support and expand a new lateral's practice, while at the same time making them feel like a valued member of the partnership.

We are proud of our process, which has received national recognition. According to a survey of lateral partners, Lateral Partner Satisfaction: A Decade of Perspective, Thompson Hine ranked among the top four firms in the country (firms of fewer than 500 lawyers) both in general satisfaction and in integration effectiveness.

Our successful integration process includes a customized integration plan created for each new lateral partner focusing on:
Logistics – ensuring a smooth transition to our Firm so that client service can continue without interruption, including client transfer assistance, establishing files and billing records, filing necessary paperwork, etc.
  • A structured orientation process designed to create a seamless operational and functional transition.
  • Staff resources available to support the process.
  • Strategic trips to other offices providing formal introduction to key lawyers, including the individuals with whom you will practice, as well as Client Service Team leaders and Practice Group leaders.
Practice – identifying service opportunities for the current client base of a lateral lawyer as well as providing access to current Firm clients who may benefit from the services that you can provide.
  • Networking with others in the Firm with similar backgrounds and clients.
  • An opportunity to be introduced to clients of the Firm while providing you with the necessary resources to introduce the Firm's lawyers to your clients.
  • Lateral Spotlights in print and in person to showcase your experience.
  • Understanding the vision and goals of your practice group and how your practice can support and be supported by these goals.
Culture – providing an atmosphere of congeniality and trust in the workplace to foster internal relationships as the lateral assimilates into the Firm and the community.
  • Welcome events.
  • Ongoing support and involvement of the lateral's Practice Group leader and the Executive Committee.
  • An introduction to the Firm and its culture, including its Client Service Pledge.
  • Encouragement and support to become involved in Firm committees, events, etc.

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