EXCLUSIVE REPLAY TO OUR PREDICTABLE HIRING TRAINING FOR FAMILY LAW FIRMS!
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Your Toolkit Just Got Better!
Discover The 4-Step 'HIRING HEAD START' Behind Every Hire at Our 30+ Attorney Firm…
See Your Next 12 Months of Hiring in this EXCLUSIVE Replay!
Meet Your Mentors in this Family Law Hiring Masterclass
Jeff Hughes Founder of Sterling Lawyers & Rocket Clicks
Jeff is a family law attorney who's been practicing since 1997. Together with Anthony Karls, co-founder and proponent of The Waterfall Method, they have grown Sterling into 80+ employees—becoming one of America's fastest-growing family law firms. That same team went on to launch Rocket Clicks to help other family law firms grow using the same playbook. The 4-Step Hiring Head Start you'll learn in this webinar is the same one that powers our recruitment decisions every month.
Tyler Dolph CEO of Rocket Clicks
Tyler runs the consultancy that brings Sterling's playbook to family law firms nationwide. He's worked with them at every stage—from solo practitioners to multi-attorney operations—and he's seen the same pattern everywhere: firms either hire too slow (and drown in cases) or hire too early (and bleed profit). He'll facilitate the walkthrough of the 4-Step Hiring Head Start on June 26—and show you how to turn “I should hire soon” into a date on the calendar.
Todd Clauer Chief Financial Officer of Sterling Lawyers
Todd manages the financial health, reporting, and planning of Sterling across 30+ offices. His oversight allows us to predict every potential hire against the firm's margins before anyone says yes. Todd is teaching how to predict your next hire using the exact forecasting model… now handed to you as a plug-and-play calculator.
There Are Only Two Ways to Hire Wrong. Family Law Firms Do Both.
Every family law firm owner is playing the same rigged coin flip.
A. HIRE TOO LATE, YOU DROWN.
The calls won’t stop. Consults stack up. Your utilization rates are through the roof.
So you do what feels responsible: you take on the extra load, tire yourself out because someone has to, and panic-hire to the last minute because everyone’s burned out and the capacity can’t keep up with the rising demand.
B. HIRE TOO EARLY, YOU BLEED.
You feel the pressure early… so you overprepare by onboarding an associate before the work is really there.
Now you’re paying full salary for a seat you can’t keep full, waiting for a caseload that hasn’t arrived yet, and watching your profit margins shrink every month.
Whichever way the coin flips, your recruitment becomes a guessing game—no way to know WHEN and HOW many attorneys, paralegals, intake, and support staff you actually need beyond a gut-feel.
You Don't Have a Hiring Problem. You Have a Timing Problem.
After a decade of growing Sterling Lawyers, we learned that a “wrong” person hired at the right time beats a right person hired at the wrong time.
Bring in an experienced paralegal during a panic, with no time to ramp them and a team already underwater, and they drown alongside everyone else.
Meanwhile, a fresh graduate brought on at the right time, onboarded properly into a team with room to train them, becomes exactly the capacity you needed.
The variable that flipped it wasn’t who. It was WHEN.
Above all, this gives you the visibility to protect your profit margins as you scale headcount by allocating a percentage of your revenue according to your projected case files every month.
The question now is… how do you get the timing right?
You can only forecast when to hire—and how much to spend—if you can see how your firm’s health flows from the time someone calls you to the moment they fund your case.
WE CALL IT THE WATERFALL:
1. CASELOAD Predicted by your Waterfall
Your caseload doesn’t appear out of nowhere.
Leads come in → a percentage become consults → a percentage of those sign and fund → and every funded agreement lands as an active file on an attorney’s desk.
Track those conversion rates, and you stop counting caseload after it hits—you start predicting how many files you’re working on month after month.
2. UTILIZATION RATE Caseload measured against capacity
Take that caseload and divide it across your team against the industry benchmark of 25–30 active files per attorney.
Now you can see who’s truly at capacity and who just had a loud week.
3. HIRING TARGETS Where utilization is heading
Project utilization rates forward across the next 12 months, so you can forecast how many attorneys, paralegals, intake, and support stuff you’ll need—and the EXACT timeline to start hiring
4. BUDGET ALLOCATION What each target should cost
Every role has a target percent of revenue, with total labor costs averaging around 60%.
That’s the difference between a hire that scales your firm and a hire that shrinks your take-home—and you know which one it is before you make an offer.
It all comes down to reading your firm—and the right time, at the right cost, becomes a hire you can predict from miles away.
So… How Can a Family Law Firm Predict its Next Hire?
At Sterling, we built THE 4-STEP HIRING HEAD START: a method that empowers you to forecast your hiring targets for 12 months (and more!) so you have the “head start” necessary to plan, budget, acquire, and onboard for every recruit!
In this FREE training, we’re walking you through the same 4 steps we run to predict all of our 30+ attorneys and 80+ employees:
THE HIRING HEAD START
What Awaits You in “How to Predict Your Next Hire”
45-MINUTE PREDICTABLE HIRING TRAINING
The 4-Step Hiring Head Start taught by Todd Clauer, Sterling’s CFO. Check your true capacity, forecast a full year of hiring, find the exact month to recruit, and protect your margin on every hire—with a demo of the calculator.
FAMILY LAW PREDICTABLE HIRING TOOLKIT: THE HIRING NEEDS CALCULATOR
Drop in a few inputs and watch your next 12 months of hiring needs appear on screen—every role, every month, everything plug-and-play. Ships with Sterling’s benchmarks pre-loaded.
(Exclusive bonus if you watch the replay!)
FAMILY LAW PREDICTABLE HIRING TOOLKIT: THE HIRING HEAD START GUIDE
The recruiting runway for every role on one actionable worksheet, so “I should hire soon” finally becomes a date on the calendar.
(Exclusive bonus if you watch the replay!)
FAMILY LAW PREDICTABLE HIRING TOOLKIT: THE WATERFALL SCORECARD
Plug in your numbers and see where you’re leaking revenue throughout your client acquisition funnel—so you know where you actually stand as a firm.
(Exclusive bonus if you watch the replay!)
FAMILY LAW PREDICTABLE HIRING TOOLKIT: THE WATERFALL CHEAT SHEET
The critical metrics you need to measure your family law firm’s success. Read your own numbers from lead to funded case without drowning in spreadsheets or needing someone to decode them for you.
(Exclusive bonus if you watch the replay!)
ACCESS TO OUR Q&A SESSION WITH TODD CLAUER
From one family law firm to another, Todd answers your hiring questions—as Sterling’s CFO who maps every hire against our profit margin.
(Exclusive bonus if you watch the replay!)
BONUS: THE "MONEYBALL" REPLAY
Our most-attended training on running your family law firm using the Waterfall—the exact operating system the Hiring Head Start plugs into.
(Exclusive bonus if you watch the replay!)
- Panic-hire whoever's available and break your team
- Discover at year-end you're paying associates more than the work justifies
- Run your recruitment like a guessing game of “I think I need to hire now…”
- Recruit the right person at the right time to ramp them properly
- Every hire is budgeted as a percent of revenue—margin holds (and even increases!) as you grow
- A plug-and-play calculator that tells you exactly when to hire and how many!
Frequently Asked Questions
Who is this webinar for?
This is for family law firm owners and decision-makers who make the hiring call themselves and are tired of running that decision on gut feel—whether you’re a solo at capacity or a multi-attorney firm scaling fast.
It’s not for firms outside family law, since the whole system is built on family law economics— the 25–30 active-file capacity ceiling, family-law recruiting timelines, divorce filing peaks based on seasonality, and the lead-to-funded-case flow.
How do I know when my law firm actually needs to hire?
Most owners wait until they “feel” it—but by then the pain is already on the team, and the only move left is a rushed hire.
The Hiring Head Start reads your real capacity (active files per attorney against the 25–30 ceiling) and projects your caseload forward, so the need shows up on a forecast months before it shows up as a crisis. You’ll leave knowing how to spot the signal early enough to act on it calmly.
Do I need to be good with numbers or spreadsheets to use this?
No—that’s the reason why we built this webinar in the first place.
To help family law firms get clear visibility on their data to predict their hiring targets without needing a finance degree, hiring a data analyst, or being a pro at spreadsheets.
We also designed a plug-and-play version of Sterling Lawyers’ hiring forecasting model—just key in a few numbers, and it predicts your next 12 months of hiring. If you can read your own bank balance, you can run this.
Is every time a bad time to hire because of the talent market?
The market is tight, and it won’t loosen on your schedule.
But many family law firm owners use this as a scapegoat for the ONE mistake they’re making: they either hire too late (and drown) or too early (and bleed).
When you begin recruiting proactively, with enough runway to start filling your talent pipeline with qualified candidates, a tight market stops being an emergency and becomes a plan.
Why is an $18M firm giving away its hiring system for free?
The honest answer: this is a forecast model that Sterling Lawyers’ CFO runs on real numbers, and showing how it works is the best proof of what we actually do.
There’s no pitch on the table during the training. You’ll walk away with the calculator and the full method—whether you ever talk to us again or not.
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