Jobs at How To MANAGE a Small Law Firm

Serve as a fractional COO for ~30 small law firm clients, build scalable systems, KPIs, scorecards and accountability rhythms, drive operational efficiency and profitability, coach owners to execute strategy, implement changes hands-on, and strengthen organizational structure and delegation.

Lead and improve end-to-end HR operations with a heavy focus on multi-state payroll and benefits. Own vendor relationships, HRIS/payroll system improvements, compliance, compensation strategy, recruiting infrastructure, employee relations, investigations, and organizational design to scale HR systems and support rapid company growth.

Lead national partnership and event efforts to open doors with bar associations and professional networks. Secure and deliver speaking engagements, manage institutional relationships, and represent the company at conferences and expos to drive growth.

Build and nurture referral and partnership channels across the legal industry. Identify and pursue strategic partnerships, represent the company at events, secure speaking opportunities, and collaborate with Sales and Marketing to convert referrals into new members and revenue.

Serve as a fractional controller for up to 45 solo law firm clients: lead monthly financial analysis calls, teach and implement financial reports, build KPIs/dashboards, coach clients to act on insights, facilitate group webinars, maintain client notes, contribute knowledge content, and support cross-functional advisory tasks.

Fractional Small Business CFO managing up to 30 small law-firm clients remotely. Provide FP&A, budgeting, forecasting, variance analysis, and hands-on financial cleanup. Meet clients three times monthly (~60 client-facing hours/month), collaborate with internal advisors, coach bookkeepers, spot balance-sheet and P&L risks, and present clear remedial plans. Prepare analyses, drive client decisions, and attend occasional quarterly conferences.

Lead full‑cycle recruiting and talent marketing to build pipelines and hire exceptional people. Own sourcing, candidate outreach, interviews, assessment, offer negotiation, onboarding partnership, ATS optimization, recruiting metrics, and employer branding. Develop the Talent Acquisition function, strengthen employer brand, leverage AI and new sourcing channels, and ensure high-quality candidate experiences while moving quickly.

Lead and scale the HR function through rapid growth. Build HR infrastructure, policies, and programs; manage employee relations, performance, compliance, workforce planning, organizational design, M&A integrations, and leader coaching to foster a high-performance culture.