Expertise · Performance intelligence

Four practices, one standard of evidence.

Legal talent management covers everything a firm knows about its people. SRA designs the instrument, runs the cycle, chases participation, processes the data and delivers the reports. Your professional development team approves the questionnaire and reads the findings. Everything in between is ours.

What legal talent management covers

Legal talent management is everything a firm knows, and could know, about its people: how lawyers are evaluated, whether they are engaged, whether laterals take root, and what clients say about the teams serving them. It spans four measurement disciplines that most firms buy separately and read separately.

Legal performance management is the largest of those disciplines. It covers partner reviews, upward reviews, downward reviews, 360-degree feedback, associate and counsel evaluation, and self assessment. These are the instruments that decide promotion, compensation and who gets developed. SRA calls the whole of itperformance intelligence, because the point is not administering a survey but producing evidence a management committee can act on.

The distinction that matters commercially is custody. A generic HR platform can run any of these instruments. What it cannot do is hold the answers outside the firm, which is what determines whether people answer honestly in the first place.

Performance & feedback

Build useful feedback into how your firm evaluates and develops its people.

Partner reviews, upward reviews, downward reviews, 360° feedback, associate and counsel evaluation, self assessment and peer interviews. Instruments are drawn from a library refined across more than a million delivered reports and tailored to your competency framework.

Reports arrive at three levels: individual, practice group and firm, each with benchmark context so a score means something on the day it is read. Findings then feed a developmental plan for each reviewee, so the cycle ends in a commitment rather than a document.

Typical cycle

W1–2Instrument design and firm approval
W3Population load, magic-link distribution
W3–5Fielding, automated reminders, participation reporting
W6Data aggregation, threshold suppression
W7–8Report delivery and findings readout

These are not one instrument. A downward evaluation is attributed to the partner who wrote it, because the associate needs to know whose judgment it is. An upward review is confidential and reported only above an agreed threshold, because an associate assessing the partner who staffs their matters answers honestly only when identification is impossible. Both are explained to participants before they answer.

How to run it

Run with your team

Use Artemis to configure and run the agreed program, with onboarding and standard support. Your team owns administration and follow-through.

Explore Artemis →

Have SRA manage the program

Agree the design, administration, analysis and readouts you want SRA to provide. Your firm retains the decisions and actions that follow.

Discuss a managed program →

Running one program in Artemis does not commit the rest of the firm to the same arrangement. You can choose differently for different work.

An engagement covers the review types, the populations and the cycle you agree. Adding a review type or a population is a change of scope rather than something a practice includes by default.

Service pages

Engagement & employee voice

Understand people's experience and follow through on what needs to improve.

Firm-wide engagement surveys, pulse reviews, real-time feedback, eNPS, exit surveys and mentoring program measurement. Run as a program rather than an event, so movement is legible between cycles.

Only a small minority of employees anywhere strongly agree their employer acts on survey results. We treat the readout as the start of the engagement, not the deliverable.

Engagement score by tenure, Am Law composite

Yr 1Yr 2Yr 3–4Yr 5–6Partner

The trough sits at years three and four, the point at which associates decide whether the path is real. Most firms survey annually and miss it entirely.

Nothing here is reported at the level of an individual. Results are aggregated, and any cut with too few respondents to protect them is reported at a higher level or withheld. It is never estimated. That threshold is agreed during design, against the size of each population, rather than set at a round number afterwards.

How to run it

Run with your team

Use Artemis to configure and run the agreed program, with onboarding and standard support. Your team owns administration and follow-through.

Explore Artemis →

Have SRA manage the program

Agree the design, administration, analysis and readouts you want SRA to provide. Your firm retains the decisions and actions that follow.

Discuss a managed program →

Running one program in Artemis does not commit the rest of the firm to the same arrangement. You can choose differently for different work.

An engagement covers the populations, the instruments and the number of cycles you agree. A pulse program and an annual survey are different bodies of work.

Service pages

Engagement surveys

Lateral integration

Define success, coordinate firm commitments and review progress as people join your firm.

Structured check-ins at 30, 90 and 180 days, integration success measurement, cross-selling audits and sponsor accountability reviews, for individual laterals, groups and mergers.

Lateral hires rarely fail for lack of talent. They fail because introductions never happened, the sponsor moved on, or origination credit was never settled. Each of those is observable early if someone asks.

When integration risk becomes visible

Client introductions not madeMonth 3

Sponsor disengagedMonth 5

Credit & compensation frictionMonth 9

Book fails to followMonth 14

DepartureMonth 30+

Bars show elapsed time to the point the firm typically notices. Check-ins move detection left.

These are attributed conversations, not anonymous surveys. The lateral and the sponsor are each asked separately and both know it, because the gap between the two accounts is the finding. What the firm receives is agreed at the outset.

How to run it

Run with your team

Use Artemis to configure and run the agreed program, with onboarding and standard support. Your team owns administration and follow-through.

Explore Artemis →

Have SRA manage the program

Agree the design, administration, analysis and readouts you want SRA to provide. Your firm retains the decisions and actions that follow.

Discuss a managed program →

Running one program in Artemis does not commit the rest of the firm to the same arrangement. You can choose differently for different work.

SRA administers the check-ins and reports what they show. Staffing decisions, client movement, sponsor behavior and whether a hire works out commercially stay with the firm.

An engagement covers the hires or cohorts and the check-in intervals you agree. SRA administers the reviews and reports what they show. Staffing decisions, client movement, sponsor behavior and whether the hire works commercially stay with the firm.

Service pages

Lateral integration reviews

Client feedback

Understand client relationships and turn feedback into specific follow-up.

Client voice interviews, matter debriefs, panel and pitch post-mortems, key account health reviews, client NPS and rate perception studies, conducted by an interviewer with no stake in the answer.

General counsel are candid with third parties in a way they rarely are with the relationship partner. Findings return to the firm attributed to the account, not to the individual who said it.

Security & data handling

ISO 27001

Certified information security management system. Certificate number and scope on request.

SOC 2 Type I

Security, availability and confidentiality. Report available to prospective clients under NDA.

GDPR

Processed under a DPA; EU respondent data handled per Article 28. SRA is processor, your firm remains controller.

CCPA

California respondents receive notice at collection. We do not sell or share personal information.

Clients are interviewed by name and know the firm commissioned the work. That is what makes them willing to be specific. What is attributed back to the firm, and what is reported only as a portfolio theme, is agreed with the client before the interview.

How to run it

Run with your team

Use Artemis to configure and run the agreed program, with onboarding and standard support. Your team owns administration and follow-through.

Explore Artemis →

Have SRA manage the program

Agree the design, administration, analysis and readouts you want SRA to provide. Your firm retains the decisions and actions that follow.

Discuss a managed program →

Running one program in Artemis does not commit the rest of the firm to the same arrangement. You can choose differently for different work.

An engagement covers the accounts, the number of interviews and the cadence you agree. Extending to more accounts or a shorter cycle is a change of scope.

Service pages

Client feedback interviews

Tell us which cycle is coming up next.

Discuss your firm's needs Explore Artemis