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The Battle For Talent Is Disrupting The Business Of Law | The American Lawyer
When partners move (and big-money partners, in particular), they may give any number of reasons as to why, but when push comes to shove, the vast majority move for one or more of three reasons: (i) more money, (ii) and/or to stop carrying unproductive partners (this is a “social” aspect, is generally highly underrated by courting firms in the way of motivation, and goes hand in hand with making more money) and/or (iii) anxiety surrounding their firm’s strategy and general durability. Let’s look at each:

Aggressive payouts: When you are already making $5M and really like your firm, it is one thing to refute the allure of another $1M, but another $5-6M? That’s a different animal altogether. This may sound, well, odd, to the average person – “another $1M isn’t enough to jar someone loose?” – but in many-to-most instances at the higher levels, no, it is not. Generally speaking, the highest producers are not actually driven by money, which has helped them get to their current station in the first place. They work a lot because they like it; they are (almost exclusively) fiscally responsible; they focus on skill/knowledge/personal development, client service and solving practical problems; and their current financial success is a happy byproduct, not the driver, of their decisions. But, we all have our price, do we not? The current climate is proving this and it is happening more and more.

“Equality” issues: With the roots of all law firms hailing from a partnership culture – i.e., one of equality, contribution and having the same amount of “skin” in the game – it is generally very difficult for firms to openly discuss, much less act upon, what is effectively (and sometimes blatantly) unequal contributions to the firm’s bottom line. Further, with (a) the ease of information flow, (b) the (almost uniform) presence of transparent compensation systems, and (c) the relatively recent spike in huge lateral paydays, it is becoming harder for major rainmakers to feel comfortable being paid “in-and-around,” or in some cases equal to, their lesser-contributing partners.

Durability: The movement of big names, firms’ inability to backfill those names with commensurate finances and reputational capital, and the resulting optics have caused significant anxiety amongst partners in many firms, including those that once were considered bulletproof.
laterals  firms  talent  partners 
yesterday by JordanFurlong
How Companies are Saving Millions with Pivotal Cloud Foundry
"A recent Forrester study commissioned by Pivotal which analyzed the benefits PCF customers see when adopting the platform found that developers gain 50 percent more coding hours a week. How? The automation and self-service features of Pivotal Cloud Foundry decrease manual and mundane deployment tasks. Wait times for environment setup and code to be prompted to production are also significantly reduced... That 50 percent gain in coding hours led to more releases per year, speeding up release schedules from once every two months to once a week — and sometimes even daily. Forrester estimates this increase in productivity equates to more than $31 million over three years, while the reduction in DevOps time allocated to provisioning, patching and scaling across multiple clouds at almost $6 million."

Also, Rackspace has a managed Pivotal Cloud Foundry service.
PivotalCloudFoundry  partners  proofpoints  forrester  infographics  roi  managedcloud 
2 days ago by cote

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