Lockstep Model Is Doomed, Says Recruiter Behind Cleary Rainmaker Move
Mark Rosen, who placed Cleary's Ethan Klingsberg at Freshfields and Cravath's Scott Barshay at Paul Weiss, discusses Klingsberg's move, the state of partner compensation and what he's working on now.
November 04, 2019 at 12:22 PM
8 minute read
Mark Rosen, chairman of Mark Bruce International, has been handling elite law firm partner moves for decades. He facilitated Scott Barshay's defection from Cravath Swaine & Moore to Paul, Weiss, Rifkind, Wharton & Garrison, as well as moves by other Cravath M&A partners, including Eric Schiele and James Woolery.
Most recently, his work made news again when he placed a group of four partners from Cleary Gottlieb Steen & Hamilton at Freshfields Bruckhaus Deringer. The move stood out not only because it took a substantial M&A practice from a pure lockstep firm, but also because Cleary terminated the group on its way out.
Rosen said Ethan Klingsberg, the rainmaker leading the group move from Cleary, will be much better rewarded at his new firm. He said Klingsberg is guaranteed $10 million a year for at least five years at Freshfields, after making "a little more than $3 million" at Cleary. The other partners moving to Freshfields also got "substantial increases," Rosen said, declining to specify.
(Klingsberg, for his part, said in a brief interview Friday that clients had reacted positively to his move to Freshfields. He declined to speak about the circumstances of his departure, only saying that he thought Cleary was "a great firm.")
While Rosen's professional career has always been in the executive search field, in his earlier days he was a keyboard player and lead singer for several rock 'n' roll bands in New York—and he's still an audiophile. "The partners I'm working with love coming over to my apartment and listening to my stereo," he said. "It's better than listening to a live performance."
As a recruiter, he said all his work is on retainer and he only handles moves involving leading firms in New York.
This interview was edited for length and clarity.
What do you make of Cleary's termination of Klingsberg?
Rosen: Cleary knew several months ago that Ethan was looking. Ethan went to management and said, "I'd like to fix my compensation. I'd rather stay than leave." This isn't something that [Cleary] found out about last week. They knew they were looking because they told them. They weren't hiding it. Ethan went to the firm when he was trying to reform their structure for compensating partners.
[Cleary disputed Rosen's comments in a statement. "We generally do not comment on personnel matters, but in this instance, we must note that Mr. Rosen's statements are inaccurate," said a Cleary representative.]
Can you describe Freshfields' compensation system?
In a special situation, they felt it was extremely important to them strategically that they have the flexibility to go outside the normal compensation system. There are several other partners in Freshfields' New York office who are making above their traditional lockstep. They did that in order to recruit top high-level talent.
How do you find candidates looking for a move?
In Scott [Barshay's] case, I was introduced to him by one of his former partners and friends. And in Ethan's case, I reached out to him directly. I knew of him by reputation, and he's clearly recognized by his peers as one of the top M&A lawyers in the country. Freshfields was a retained client, and they were looking for someone like that. They were looking for someone like Ethan, a real name to lead and build a top-tier M&A practice in the U.S., and he was a perfect person.
What kinds of requests do you get from law firms?
It's pretty common knowledge that all of the top firms today are interested in dealmakers, whether they are private equity or public M&A, with eight-figure practices. People who have $20 million or more in business.
But top M&A partners will only go to very high-quality firms. It's not just about the money. They also want to go to a firm with a great brand and great platform, so they can grow the practice, where they feel they can do even more business and attract even more clients.
I've placed many high-profile M&A partners. At the end of the day, the partners get paid significantly more than the firms they left. They didn't leave because they disliked their firms. They moved to increase their compensation at the level they deserve in today's market and also to position themselves better to grow their practices.
Are you working with other partners at other lockstep firms?
Yes, I am. Obviously, I can't say who they are.
Is the lockstep system sustainable?
I don't believe it is. It's not a fair system. I don't believe you can compensate an attorney who is responsible for $40 million worth of business the same way you can compensate someone with $4 million in business.
Five years from now or even sooner, I don't think there will be any pure lockstep firms left.
Some partners at lockstep firms will leave, but there will still be a lot who stay.
I think there will be more lockstep firms making changes to their pay system in the near future. They don't have to completely break the system, but I think all firms are doing a disservice to themselves and their partners if they don't have a way to reward their bigger producers and to keep them from getting recruited.
Will pure lockstep firms disappear because of recruiters like you?
I think recruiters have done an incredible job of helping attorneys receive the level of compensation that they deserve.
Lockstep firms argue the compensation system improves their client service.
I completely disagree. It's just the opposite. Paul Weiss, Kirkland & Ellis, Sullivan & Cromwell, there are no firms in the world that give better client service than they do, and none of these three firms are pure lockstep.
Are you expecting any other big lateral moves by the end of the year?
It's possible. I have several groups I'm working with, both corporate and litigation, who are in serious discussions with a number of top firms. I'm not sure whether the moves will happen this year or next.
Are you seeing more lateral move activity this year?
My business has been pretty consistent. It's been pretty active. I've very fortunate that I have a number of top law firm clients that look to me when they're considering bringing in a lateral candidate.
Are any candidates or law firms discussing how a potential recession will affect them?
The clients I have are not concerned about recession. They are concerned about bringing in superstars and building and growing. They are not concerned about the economy going up and going back. These are very profitable law firms and very strong financially. It wouldn't matter what the economy is like for people they hire. It doesn't matter when you can get them. You want them.
These are people who bring in significant revenue and a lot of business to the bottom line. They will do well no matter what the economy.
What's changed over the years in your line of work?
The compensation for top partners has increased significantly. But on the other side of the coin, more law firms than ever before are making counteroffers to keep their partners from leaving.
What's the top compensation range for partners now in New York?
They can earn as much as $15 million a year at a top firm, maybe a little higher.
After the Dewey collapse, which many attributed to overuse of guarantees, are guaranteed pay packages coming back into fashion?
When Dewey first collapsed, people got very nervous. Now I think for the right people, firms are willing to give longer guarantees. Firms generally don't like giving long guarantees, but for somebody who is very, very special, like Ethan Klingsberg, firms are willing to extend them. The longest I've ever seen is six years.
This is a great market. If you're a top M&A private equity rainmaker, it's a great market for people like that because firms are willing to pay extremely well, probably more so than ever before.
Jack Newsham contributed to this report.
|Read More
Cleary Rainmaker Takes Team to Freshfields in New York M&A Shakeup
This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.
To view this content, please continue to their sites.
Not a Lexis Subscriber?
Subscribe Now
Not a Bloomberg Law Subscriber?
Subscribe Now
NOT FOR REPRINT
© 2024 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.
You Might Like
View AllFrom ‘Deep Sadness’ to Little Concern, Gaetz’s Nomination Draws Sharp Reaction From Lawyers
7 minute readDechert 'Spark Tank' Competition Encourages Firmwide Innovation Focus
Akerman Opens Charlotte Office With Focus on Renewable Energy, Data Center Practices
4 minute readTrending Stories
Who Got The Work
Michael G. Bongiorno, Andrew Scott Dulberg and Elizabeth E. Driscoll from Wilmer Cutler Pickering Hale and Dorr have stepped in to represent Symbotic Inc., an A.I.-enabled technology platform that focuses on increasing supply chain efficiency, and other defendants in a pending shareholder derivative lawsuit. The case, filed Oct. 2 in Massachusetts District Court by the Brown Law Firm on behalf of Stephen Austen, accuses certain officers and directors of misleading investors in regard to Symbotic's potential for margin growth by failing to disclose that the company was not equipped to timely deploy its systems or manage expenses through project delays. The case, assigned to U.S. District Judge Nathaniel M. Gorton, is 1:24-cv-12522, Austen v. Cohen et al.
Who Got The Work
Edmund Polubinski and Marie Killmond of Davis Polk & Wardwell have entered appearances for data platform software development company MongoDB and other defendants in a pending shareholder derivative lawsuit. The action, filed Oct. 7 in New York Southern District Court by the Brown Law Firm, accuses the company's directors and/or officers of falsely expressing confidence in the company’s restructuring of its sales incentive plan and downplaying the severity of decreases in its upfront commitments. The case is 1:24-cv-07594, Roy v. Ittycheria et al.
Who Got The Work
Amy O. Bruchs and Kurt F. Ellison of Michael Best & Friedrich have entered appearances for Epic Systems Corp. in a pending employment discrimination lawsuit. The suit was filed Sept. 7 in Wisconsin Western District Court by Levine Eisberner LLC and Siri & Glimstad on behalf of a project manager who claims that he was wrongfully terminated after applying for a religious exemption to the defendant's COVID-19 vaccine mandate. The case, assigned to U.S. Magistrate Judge Anita Marie Boor, is 3:24-cv-00630, Secker, Nathan v. Epic Systems Corporation.
Who Got The Work
David X. Sullivan, Thomas J. Finn and Gregory A. Hall from McCarter & English have entered appearances for Sunrun Installation Services in a pending civil rights lawsuit. The complaint was filed Sept. 4 in Connecticut District Court by attorney Robert M. Berke on behalf of former employee George Edward Steins, who was arrested and charged with employing an unregistered home improvement salesperson. The complaint alleges that had Sunrun informed the Connecticut Department of Consumer Protection that the plaintiff's employment had ended in 2017 and that he no longer held Sunrun's home improvement contractor license, he would not have been hit with charges, which were dismissed in May 2024. The case, assigned to U.S. District Judge Jeffrey A. Meyer, is 3:24-cv-01423, Steins v. Sunrun, Inc. et al.
Who Got The Work
Greenberg Traurig shareholder Joshua L. Raskin has entered an appearance for boohoo.com UK Ltd. in a pending patent infringement lawsuit. The suit, filed Sept. 3 in Texas Eastern District Court by Rozier Hardt McDonough on behalf of Alto Dynamics, asserts five patents related to an online shopping platform. The case, assigned to U.S. District Judge Rodney Gilstrap, is 2:24-cv-00719, Alto Dynamics, LLC v. boohoo.com UK Limited.
Featured Firms
Law Offices of Gary Martin Hays & Associates, P.C.
(470) 294-1674
Law Offices of Mark E. Salomone
(857) 444-6468
Smith & Hassler
(713) 739-1250