How Jacqueline grew a 30-attorney matrimonial law firm as revealed in this Revenue Roadmap episode

The Growth Blueprint to a Matrimonial Law Firm

What if the foundation of a multi-office, 31-attorney matrimonial law firm was a drunken conversation between friends?

It sounds like a scene from a movie, but it’s the true origin story of Berkman Bottger Newman & Schein LLP, a legal powerhouse in New York.

This Revenue Roadmap episode unpacks the actionable strategies that transformed a hopeful wish into a thriving practice.

We’ll explore the key decisions, the unconventional growth tactics, and the culture-first mindset that you can apply to your own matrimonial law firm.

The Unlikely Genesis of a Top Matrimonial Law Firm

Every firm has an origin story, but few are as candid as this one.

The firm began when two lawyers, who knew each other from Harvard, decided over drinks one night to start a law practice. One was a corporate litigator who simply said, “Sure, I could do that” to family law.

This spontaneous beginning led to a firm with two founding partners working on opposite sides of Manhattan, with completely different personalities.

The catalyst for unity and growth was a young, determined intern who saw the chaos and decided to create order.

That intern, Jacqueline Newman, is now the managing partner.

Seizing Opportunity Using Law Firm Growth Strategies

The first lesson from this story is the power of asking for what you want. You can’t wait for opportunities to be handed to you.

Be Proactive: Jacqueline Newman secured her initial position by simply approaching her law school professor, one of the founding partners, and asking if he needed help.
Create Your Own Role: When faced with an inefficient setup of two separate offices, Jacqueline took it upon herself to find a central location, even measuring potential offices with her feet.
Declare Your Intentions: Jacqueline’s rise to partner, having her name added to the firm, and becoming the managing partner all started with her walking in and stating it was time.

Example: Imagine a junior associate at your matrimonial law firm noticing a bottleneck in your client intake process. Instead of complaining, they could research practice management software, prepare a proposal on how it would boost law firm profitability, and present it to the partners. This initiative, much like Jacqueline finding an office, demonstrates value beyond their assigned tasks.

Mastering Law Firm Management in the Early Stages

Growth often brings growing pains.

The initial partners were brilliant lawyers but not business people. Their physical and ideological separation—one on the East Side, one on the West Side—was a logistical nightmare for law firm operations.

Find Common Ground: Jacqueline’s solution to the separate offices was to find a compromise location on Fifth Avenue, a neutral territory for the polar opposite partners.
Take Control of Business Operations: Realizing the partners weren’t focused on the business side, Jacqueline started running the business because she thought they were doing a “very bad job.” She took over the books and started working with the accountants.
Focus on Building a Law Firm Brand: She took it upon herself to improve the firm’s professional image, buying the partners Ferragamo ties and shirts that required cufflinks because they were now on Fifth Avenue.

Example: Consider a scenario where your firm’s partners have conflicting ideas about legal marketing strategies.

One wants to rely on old-school referrals, while another wants to invest heavily in digital marketing. A managing partner can step in to facilitate a unified strategy that allocates the budget effectively, finding a “Fifth Avenue” compromise that leverages both new and traditional methods for client acquisition.

Scaling Your Matrimonial Law Firm: From 3 to 30 Attorneys

Growing from a small team of three to a firm of over 30 attorneys doesn’t happen by accident.

It requires a deliberate shift from simply practicing law to building a scalable business.

While the founding partners were perfectly happy being a small operation, Jacqueline had “delusions of grandeur” and wanted to build something bigger.

This growth was the result of strategic decisions about talent, expansion, and culture.

How to Hire Associates for a Law Firm

Your firm is only as good as its people.

In the sensitive world of matrimonial law, having the right team is paramount.

The key is to look beyond the resume and rethink the entire hiring process.

Hire for Personality First: Jacqueline’s early interview tactic was to take candidates to lunch to see if she could connect with them as people first. She believed that if they were annoying to her, they would be annoying to clients.
Empower Your Associates to Hire: The associates are the ones on the front lines who know what the team needs and who will fit the culture. At Berkman Bottger Newman & Schein, associates come to the partners when a new hire is needed, and then they run the hiring process.
Create Shared Accountability: When associates hire someone, their name and reputation are attached to that person. This “shared fate” ensures they are deeply invested in finding the right person who will succeed.

Example: Instead of the partners handling all hiring, let your senior associates form a hiring committee for attorney professional development and recruitment.

They can conduct initial interviews and present the top two candidates to the partners. They even use a system of “thumbs up or thumbs down” immediately after an interview to make a collective decision. This not only frees up partner time but also ensures the new hire will integrate seamlessly into the existing team.

Implementing a Successful Law Firm Expansion Strategy

A central office in a major city is great, but true growth often means expanding into surrounding territories.

The firm strategically opened offices in Long Island and Westchester and is now moving into New Jersey and Florida.

Follow Your Client Base: The firm expanded to the suburbs to cover those key residential areas and to Florida and New Jersey to follow their New York clients who were relocating.
Hire Insiders for New Markets: When breaking into new territories, especially ones where “everyone knows everyone,” you need insiders. The firm’s strategy was to hire attorneys who were already established and connected in those communities.
Screen for Local Influence: Jacqueline’s interview question for these roles was essentially, “Do you have the local judge’s phone number on your cell?” This was a quick way to gauge how connected a candidate was.

Example: If your matrimonial law firm is in a major city and you want to open a satellite office, don’t just transfer an attorney from the main office.

Actively recruit a well-respected local family lawyer who has deep community ties. This person can bridge the gap and prevent the “big city lawyer” stigma that the firm initially encountered.

Cultivating an Unbeatable Culture in a Modern Matrimonial Law Firm

For Jacqueline Newman, “culture is king.”

A positive, tight-knit culture reduces turnover and creates a team that is genuinely invested in the firm’s success and profitability.

The firm has a strict “no-asshole policy,” prioritizing kindness and collaboration over everything else.

Developing Law Firm Leadership at All Levels

A strong culture builds trust, which is essential for developing leaders throughout the firm. That trust starts with empowerment.

Let Your Team Build Itself: The practice of associates hiring associates is the ultimate sign of trust and a tool for leadership development. It ensures that the people who have to work together every day get to choose their colleagues.
Focus on Cultural Integration: The final interview question isn’t just about skills; it’s “How are they going to integrate into our culture?” This keeps the focus on the team dynamic and long-term fit.
Ask Revealing Questions: Jacqueline’s key interview question is, “What’s your pet peeve?” It reveals a lot about a person’s personality, how they think on their feet, and how they handle stress.

Example: When a new associate is hired by the team, the senior associates who selected them are now directly invested in their training and success.

They will proactively mentor the new hire, share knowledge, and ensure they are prepared because their own judgment as leaders is on the line. This is a practical application of “shared fate.”

Creating a Plan for Law Firm Succession

A critical, yet often overlooked, part of law firm management is planning for the future. The story of this firm is a masterclass in succession.

Recognize When It’s Time for a Change: Jacqueline stepped up to run the business when she saw the founders weren’t interested in that aspect of the firm.
Phase Out Gracefully: The original founding partners are now slowly phasing out of the firm, with one having already left after a health issue and the other on his way out.
Bring in the Next Generation: Jacqueline, having taken the reins, has now brought in her own younger partner, Evan, and together they are the equity partners moving the firm forward.

Example: As the managing partner of your matrimonial law firm, you should be actively identifying junior partners or senior associates who show an aptitude for business.

Start delegating key management tasks to them, just as the original partners let Jacqueline take over. This not only prepares them for a future leadership role but also ensures the firm’s legacy will continue long after you’re gone.

Conclusion: Final Tips for Your Matrimonial Law Firm

Growing a successful matrimonial law firm is a marathon, not a sprint.

It begins with a vision—even one conceived over drinks—and is executed through smart, people-focused business strategies.

Ask for What You Want: Don’t wait for permission to advance your career or improve your firm.
Put Culture First: Hire for personality and empower your team to build itself; a “no-asshole policy” is a great place to start.
Empower Your Team: Trust your associates. Let them have a say in hiring, which will improve law firm culture and retention.
Get Experience: Before diving into this emotionally draining field, work for judges or interns to ensure it’s your passion. You have to love it to survive and thrive.

Ready to significantly grow your family law firm exponentially the same way Jacqueline Newman did?

Connect with Rocket Clicks today for a FREE personalized, no-obligation roadmap that will show you what’s working in your business—and what’s not.