Our expanded mission is to connect the right
people, ideas and information to position our law firm clients at the forefront of the next era of the legal industry.

This past year has seen a monumental shift in the way our industry operates and I believe 2018 will call for more agility from law firms than ever before. I’d like to take a moment this month to express my gratitude for the many industry colleagues who are working so diligently to clear a path forward. Whether it’s having difficult conversations, writing progressive articles and books, developing programs that challenge the status quo – there really are leaders all around us. Together, we can prepare for the opportunities that lie ahead, particularly those that are disguised as challenges.

With thanks,

Jennifer Scalzi
Founder, CEO

Industry Insights:

Back in the 1990s, when law firms first started investing in marketing staff and programs, few people paid much attention to marketing measurement. Firms that were early adopters certainly gained attention for their efforts, but very quickly marketing became a basic cost of doing business. Today much has changed. The scope of law firm marketing activities has expanded to include business development and a wide range of digital channels, each one offering its own stream of data for measurement. The point here is to be focused and intentional, rather than tactical, when measuring marketing activity. Don’t rely on counting clicks to tell your story.  Start with the revenue growth outcomes that the firm expects to achieve – and plan your measurements against those outcomes.
Happening Now: Salary History Legislation
Just a few short weeks ago, on October 31st, salary history legislation went into effect in New York City making it illegal for “public and private employers of any size in New York City to ask about applicant’s salary history during the hiring process, including in advertisements for positions, on applications, or in interviews.” Massachusetts will follow suit on 7/1/2018.  California has legislation in place the prohibits employers from “relying solely on salary history to justify disparity between similarly situated workers.”  In other jurisdictions, legislation is being proposed, has been voted down, or is currently being challenged through the court system.
Advocates of this legislation have established a connection between ongoing gender pay inequity when compensation for a role is determined in part by previous salary history. As the NYC legislation noted, “Everyone in New York City deserves to be paid based on their skills and qualifications, not their previous salary.  Inquiring about salary history during the hiring process, an action banned under the new Law, often creates a cycle of inequity and discrimination in the workplace, which perpetuates lower salaries specifically for women and people of color.”
Read More:

Program Offerings for Team Retreats:

  • Ensuring Your Team Dynamics Foster Effectiveness
  • Keeping Team Members Engaged and Operating at Their Highest and Best
  • Closing the Year with Momentum, Preparing for a Strong Start in 2018


Contact Whitney Hudson for information on pricing and scheduling.
Exclusive Opportunities:

Director of Marketing


We have been retained by a premier firm to search for a Director of Marketing to be located in their Atlanta office. This high profile, strategic role is responsible for the development and implementation of marketing initiatives in support of the organization’s strategic goals.  The Director of Marketing personifies the essence of the brand and develops differentiation strategies to ensure the preeminence of the brand nationally and alignment globally.  Ideal candidates will have 10+ years of marketing, communications and brand management experience in a fast-paced, global business environment.

Next step:
For additional information, please contact Carol Crawford at: by December 11. 

Director of Media Relations 

Location: to be based in one of the Firm’s U.S. offices in the Northeast Region

We have been retained by a highly-regarded, large law firm who is seeking a Director of Media Relations to build and foster relationships with key stakeholders and influencers across traditional and online media channels and proactively develop and execute media/press and reputation building plans for the firm overall, key practice groups, geographies, offices and Partners.  The Director will be forward-looking and driven by intellectual curiosity, have a highly collaborative working style, and demonstrate exceptional interpersonal skills and judgment.

Next step:
For additional information, please contact Jennifer Scalzi at:

Marketing and Business Development Manager

Location: Chicago

The Marketing & Business Development Manager will work under the direction of the firm’s Chief Marketing Officer to support and execute marketing and business development programs and initiatives in the Chicago office. This position will oversee communications involving the strategic vision of the firm’s image, culture and reputation. This person will work with attorneys to develop, align and execute strategies and tactics that support existing client relationships and bring new clients and business to the firm.

Next step:
For additional information, please contact Robyn Cohen at:

RFP Manager 

Location: Chicago, New York City, Atlanta or Houston

The RFP Manager will lead the RFP team for an international law firm with more than 2,000 attorneys in 38 locations in the U.S., Latin America, Europe, The Middle East and Asia, and will provide strategic oversight to the development and maintenance of the firm’s RFP infrastructure and tools. Being on the frontlines with key attorneys and stakeholders to provide strategic counsel will be key in this high-profile role.

Next step:
For additional information, please contact Robyn Cohen at: by December 15, 2017.

Business Development Manager (Flex Schedule)

Location: New York

We are recruiting on behalf of Luxembourg’s largest law firm, to recruit its first U.S.-based business development professional.  Arendt specializes in advising and representing clients in the field of Luxembourg business law. The ideal candidate will possess an entrepreneurial spirit and be a natural dot-connector between people and ideas; candidates who have a genuine interest in the financial markets would be a plus.

Next step:
For additional information, please contact Robyn Cohen at:

Happening in November:
Jennifer Scalzi Presenting at 2017 LMA Eastern Canada Region Conference in Toronto

Jennifer's message will focus on eliminating opinion-based discussions on the role of marketing/BD professionals within law firms. Her program, “Recalibrating from ‘Non-Lawyer’ to Revenue Enabler: Elevate Yourself to Elevate Your Firm” will focus on replacing the outdated concept of “non-lawyers” with Revenue Enablers™ who work in tandem with Revenue Producers to achieve sustainable growth and advance the strategies of law firm leadership.

What We're Reading:

ALM: "No Pain, No Gain for Law Firms as Client Demands Get More Extreme"

The law of supply and demand has created some opportunities for clients and their prospective law firms to get creative.

"It’s the nature of the market for legal work—especially during so-called beauty contests to select outside law firms—that clients are in control. But with demand still slack and competition among top firms fiercer than ever, corporate clients are finding new ways to exploit their advantage.

More companies have begun expecting law-firm bidders to offer once unthinkable commitments that go beyond the scope of traditional legal work."

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1401 Lavaca Street # 533
Austin, TX 78701

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