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Ed. note: Welcome to our daily feature, Quote of the Day.
Does more flexibility in terms of expectations, hours and remote work become a recruitment and retention tool? In some cases, yes. But can firms outcompete other firms for talent because of flexibility… that hasn’t been proven.
What wins out: an additional $100,000 or remote work? For most associates, the compensation will probably outweigh the flexibility, given that most large firms still have high expectations.
— Kristin Stark, a consultant at Fairfax Associates, in comments given to the American Lawyer, on the “big trade-off” between flexibility and compensation. “It’s about the percentage of talent that will make that trade off,” she said, “and it’s probably a relatively small population—not half or a quarter of the talent market.”
Staci Zaretsky is a senior editor at Above the Law, where she’s worked since 2011. She’d love to hear from you, so please feel free to email her with any tips, questions, comments, or critiques. You can follow her on Twitter and Threads or connect with her on LinkedIn.
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