The 3-Year Law Firm Consultation Training Process Behind $18M Growth

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Law firm consultation training in the US is where most firms lose the client—long before anyone signs. Here's the system we built.

If you're serious about how to scale a law firm, it starts with building a law firm team that's trained, not hoped for. 

This is an associate attorney development and client intake process design working as one system for predictable law firm growth.
 
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📄 CHAPTERS  
0:00 - Law Firm Consultation Training: Why We Built a 3L Pipeline
0:47 - Associate Attorney Development From Year One of Law School
1:44 - Hiring Associate Attorneys: Why Testing the Role Beats Guessing
2:32 - Console College and the 9.8 Score Out of 1,000+ Calls
5:47 - Law Firm Hiring: Build a Bench vs. Buy a 20-Year Veteran
6:32 - The Mission-First Framework for Building a Law Firm Team
8:24 - Law Firm Owner Advice: How the Next Class Hits 9.8

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Episode Transcript

(00:00):
when I'm introducing consult College,they're hungry for that experience.

(00:04):
They want to see themselvesin the consult room.
They want to believe that when it's timefor them to initiate a relationship
with a client, they're ready for it.
Welcome back to the Sterling FamilyLaw Show.
I'm your host, Tyler Dolph.
I'm also the CEO of our family law firmonly marketing agency called Rocket Clicks

(00:25):
that was born out of our very own lawfirm, Sterling Lawyers.
today we have a very exciting guest list.
We have Mary Sankey,who owns the sales team at Sterling
and does all of our intake and follow upand manages a great team over there.
And we have Olivia, who is A3Ljust graduated in May
from the University of Illinois, Chicagoand is on her path

(00:48):
to becoming an attorney at Sterling.
But in the meantime, Olivia,give us a little background on
what life at Sterlinghas been like before you take the bar.
So I started at Sterlingright after my one year of law school and
really hopped right in.

(01:09):
They had me doing substance stuff,substantive
stuff, right from the jump,watching attorney
workflows and seeing how day to day stuffwas conducted,
drafting initial documents and sitting inand really seeing the day to day
navigation of cases from start to finish.

(01:30):
Now,I've kind of transitioned a little bit in
through the last year of school,where I'm working
with a team of two attorneysand then a paralegal that supports them.
And so I'm like an extra branch of supportfor the three of them.
And so it's been really excitingand cool to see cases, you know,

(01:52):
focus in on this group of cases fromstart to finish throughout the past year.
It really feels like you'vehad the opportunity to test this role
before you actually get into itbefore you graduate.
Is that different than maybesome of your friends in at law school
and the experiencethey've had at different law firms?

(02:13):
I think Katie and Kim have beenso willing to hear my feedback and,
you know, get me opportunitiesto do things more hands on
shadowing core and,you know, really be involved day to day.
Whereas some of my friends have not beenafforded that opportunity, unfortunately.

(02:37):
But I'm really gratefulthat I've been able to do that here.
Mary, tell us a little bitabout your time with Olivia and why
we set up this system the way we do.
Yeah, I would love to.
So Olivia joined me at the beginningof March for Consult College 3.0.
The third round that we've ever done,and it was actually the first round
where we invitedour three ls to attend with us.

(02:59):
And the reason that I asked you to haveOlivia on is I am pretty blown away
by her.
And I think all the threeL's really fell into this bucket of.
They just had a hunger and a drivethat I had not yet seen before.
And it, I think, was really rootedin the fact that they were still going
through law school,but also able to see themselves
as a future product at Stirling.

(03:23):
And so when I'm introducingconsult College,
they're hungry for that experience.
They want to see themselvesin the consult room.
They want to believe thatwhen it's time for them
to initiate a relationship with a client,they're ready for it.
And Olivia really stood outamong that pack.
I have shared over a thousand phone callsthis year,

(03:47):
and I have given one nine score,and it was to Olivia,
and her score is actually a 9.8.
So I know it was phenomenal.
And I just really wanted youto have her on because I see a difference
in working with three L's, andI think it's something that we're going

(04:08):
to continue at Stirling,and it really was based on her group.
But then I really saw something in Oliviathat was quite,
quite cool and I thought was was somethingthat we should share with our team.
I love it. Yes.
Amazing. Olivia, do you feel like.
Wow. I'm.
I'm doing a great job here.
Like you feel in the love.

(04:29):
Well, I really appreciate it.
It's always really nice to get feedbacklike that, especially
coming off of law school where you knowyou're not you're not getting
A+ is in anything that's not the norm.
And so it's been really great to,you know, jump into this.
And I agree with what Mary said.
I do think that it's rooted inthis is like one of the first big steps

(04:50):
to see how, okay, this is really whatit's going to be like once I take the bar,
passed the bar and am licensed.
This is something that I can do now to setmyself up for success in the long run.
And I, you know, it's great to hear.
I'm gladthat you think I've been doing so great.
What if you're always hiring three monthstoo late and you don't even know it?

(05:13):
By the time you think you need anotherattorney, the damage is already done.
Your team's burned out.
Cases are piling uputilization through the roof
because hiring was never about gut feel.
It's about data.
Sterling lawyersbuilt an 80 employee family law firm
by forecasting our hiresevery single month.
We're teaching the exact method to predictyour next hire in a free webinar

(05:36):
when to start recruiting,what roles to fill each month,
and how to protect your profit margins.
The link is in the show notes below.
from your perspective?
What do you thinkmakes sterling special place to work at?
I think that the group of peoplethat work here is second to none.
It's been great.

(05:57):
Everybody's been so supportivethroughout my time in law school,
and even now I'm studying for the barthat is vastly approaching
and everybody's so understanding.
I also justthink everybody has the same mission,
you know, being rooted in family law.
That's what everybody's passionate about.
Everybody wants to help clients and,you know, really serve them.
And I think that it's really uniqueto only be focused in

(06:20):
that practice areaor in one practice area in general.
And I think that it really justit cultivates a different work
environment, which has been awesome.
I love it so far.
so good to hear.
You know, we were doing a webinaron recruiting for family law firms
coming up later this month.

(06:40):
And one thing that we always encourageour clients to do is to think about
building a bench of young attorneys,because so many family law firm owners
think, well, I got to gofind someone with 20 years of experience
and this perfect candidate.
And the fact is like,that's that's not realistic.
And so Sterling has spenta lot of time building this program,

(07:01):
which has been wildly successfulfor our growth.
Mary, can you give us just some examplesor samples for for our listeners
on what it takes to buildthis type of program with young attorneys
like Libya that are coming in?
Absolutely.
I think it startswith what she mentioned, our mission.

(07:21):
When you can pinpointwhat your mission is at your law firm
and then point everything towards thatmission, you have drafted
the first version of everythingthat you're going to do, from intake
to your non attorney sales team,to your paralegals,
to your three L's, to your attorneysas they climb the ladder themselves.
It's that mission.

(07:42):
If you understand your missionand are passionate about that
mission, everything you dois just a beacon towards that.
And I think it really creates solidarityamong team members, but it also creates
a path forward.
We all know where we're going, andas a team we get to deliver that together.
What a win.
You have an invested interestas a law firm,

(08:03):
as a group of peopleworking towards that same goal.
For Olivia, what's really been funfor the three L's,
I think as a whole is watching themdevelop skills one at a time
that anchor to the next skill.
So we talk a lot about consult college,but she didn't start in consult
college, right?
That didn't come until year three.

(08:24):
She started with us in yearone where she was doing a lot of watching.
She was watching an attorney succeed.
She was watching workflows.
She was watching the attorney interactwith her paralegal.
What came next was the next rung of thatladder and so on and so on and so on.
Until she gets to me doing thingslike consult college, where she gets to
display her legal knowledge, yes.

(08:45):
But she also gets to display thingslike empathy that she learned while
watching an attorney display empathy.
That's what matters isyou need to understand your mission.
You need to understand your goals,and then you develop a program
that slowly,foundationally builds upon each layer
so that when I get Olivia,I can be blown away by her.

(09:06):
That's the whole goal.
100%?
Olivia, what advice do you have forthe next group of three
ls that are going to come here,that want to be successful
and want to be scoring 9.8.
I think lean into it.
This is something that I feel like all oflaw school, you're kind of like, okay,

(09:29):
I'm reading the books, I'm learning thislaw I like, let me get my hands on it.
Let me actually put this into practice.
And this is one of the first opportunitieswhere you can,
you know, test out the skillsthat you've been building through
watching through observation and,you know, picking pieces of each attorney,
picking pieces of each paralegalthat it's like, okay, I like that.

(09:51):
That's what I want to emulate.
And so I think, you know,taking the opportunity
that Sterling gives you to do somethinglike consult college and,
you know, reallyit is what you make of it.
You can put in as much workand get out what you put in.
Well that's great.

(10:12):
Ladies, thank you so much for your time,your insights.
Love hearing these success stories.
Go have a great rest of yourday and we'll see you soon.