Legal talent management · For law firms since 1991
Performance intelligence for law firms.
Become the firm of choice for your people and your clients. Partner performance, associate development, engagement, lateral integration and client voice, measured by an independent third party for thirty-five years.
Median across SRA review cycles, 2023–2025
Candor is a structural outcome, not a communications exercise. Data held outside the firm changes what people are willing to write.
Trusted by Am Law 100 firms
Four areas of expertise
Every review type SRA runs sits inside one of four practices. Each has its own instrument library, benchmark set and reporting standard, refined over three and a half decades of law firm cycles.
Performance & feedback
Build useful feedback into how your firm evaluates and develops its people.
Example programs
- Attorney evaluations
- Partner upward reviews
- Leadership 360 feedback
- Self-assessment
- Business services evaluations
- Development plans
Engagement & employee voice
Understand people's experience and follow through on what needs to improve.
Example programs
- Firm engagement
- Continuous listening and pulses
- eNPS tracking
- Exit and stay feedback
- Mentoring measurement
Lateral integration
Define success, coordinate firm commitments and review progress as people join your firm.
Example programs
- Lateral Success
- New attorney onboarding
- Group and merger integration
- Sponsor accountability reviews
- Cohort progress reviews
Client feedback
Understand client relationships and turn feedback into specific follow-up.
Example programs
- Client listening
- Matter debriefs
- Panel and pitch feedback
- Key account health reviews
- Client NPS
Start with the work you need to improve. Shape the program around your people, offices and priorities, then expand its scope as your needs change.
Why independence works
A generic HR platform can run an upward review. It cannot hold the data outside your firm.
When a fourth-year associate is asked to assess the partner who staffs their matters, the question they are really answering is who will see this. If the honest answer is “someone at my firm,” the feedback you receive will be diplomatic and of little use.
SRA holds response data as an independent party. Results are suppressed below a minimum response threshold, and comments are reviewed before release so no one can be identified by role, matter or phrasing. That structure is why participation holds and why findings are worth acting on.
Structural anonymity
Responses never enter your firm's systems in an identifying way. SRA holds the data as an independent party, as processor under a data processing agreement.
Suppression thresholds
Small practice groups are reported in aggregate or not at all. We publish the math behind the threshold.
Data aggregation
Responses are compiled and reported in the aggregate, so no individual can be identified from what they wrote.
Certified handling
ISO 27001 certified. SOC 2 Type I report available under NDA. GDPR Article 28 and CCPA aligned.
Research & practical guidance
The SRA Law Firm Feedback Benchmark draws on more than 100,000 confidential responses across 100+ elite Am Law firms. Firms use it to read their own results against the market rather than against last year.
Benchmark 2025
Where firms lose associates
Engagement items ranked by the gap between their importance to associate retention and their score across Am Law firms. The largest gaps are supervisory, not financial.
Request the benchmark →Importance-to-retention minus mean score, indexed. n = 100,000+ responses, 100+ elite Am Law firms.
Framework
Why lateral integration fails
Six failure modes, the month each one becomes visible, and the check-in question that surfaces it early.
Guide
What makes an upward review effective
Instrument design, threshold math, and how results should reach a partner for behavior to actually change.
Framework
How small is too small for a 360
A worked table by practice group size, and four options when a group falls below the anonymity threshold.
Guide
From results to action in ninety days
Why engagement data stalls at the readout, and the governance that turns findings into decisions.
Insights
All articles →How small can a practice group be before a 360 stops being anonymous?
A worked table by group size, and four options when a group falls below the reporting threshold.
Why don't engagement survey results lead to change?
Six reasons law firm engagement data stalls between the readout and a decision, and how to fix each one.
What is structural anonymity in a performance review?
Three tests a firm can apply, why associates distrust third parties too, and how to prove the model to them.
Thirty-five years of method, now running continuously.
Artemis is an AI-native legal talent management platform built on SRA's instruments, benchmarks and confidentiality architecture. The advisory work defines what to ask and how to protect the answer; Artemis makes it continuous rather than annual.
Your firm creates and names its own programs within the four practices, and chooses whether your team runs them in Artemis or SRA manages the work. The apps below are what those programs run on, not a separate set of practices.
Performance
AI-assisted review cycles, with drafting support and consistency checks on written feedback.
Engagement
Always-on pulses with SRA benchmark comparison built in.
Lateral integration
Milestone check-ins and integration risk scoring from month one.
Client voice
Matter debriefs and account health, read across the whole relationship by AI.
Documented results, anonymized at client request
+33 pts
Associate participation in the upward review after moving administration to SRA, at a 900-lawyer national firm. Comment volume rose 2.4×.
−41%
Third-year lateral partner departures across two hiring cohorts, after 30/90/180-day integration check-ins with sponsor accountability.
50%
Increase in leadership development take-up by partners at an Am Law 50 firm, once upward review findings entered the compensation conversation.
On firm strategy
“SRA's findings are the evidence base we bring into the annual compensation discussion. When the management committee weighs a partner's contribution, we can put supervisory behavior and team engagement on the table alongside the financials, and defend where the numbers came from.”
On performance & coaching
“The reports give me something specific to coach against. Instead of telling a partner the feedback was mixed, I can walk them through where they sit against the firm and what two behaviors to change. Those conversations used to be defensive; now they are practical.”
On running the process
“The platform is easy to use, and with the AI we run a full cycle in about a fifth of the time it used to take us. Whenever we do need someone, the support team answers the same day and already knows our set-up. That combination is rare.”
Comments shared with permission and anonymized at client request.
Advisory
Discuss your firm's needs
A conversation with the team that will design your instrument and read your results. No sales engineer in between.
Request a conversationPlatform
Explore Artemis
See how SRA's methodology runs continuously across performance, engagement, lateral integration and client voice in one platform.
See the platform