Solutions — Legal
Attrition is expensive. Culture is the leading indicator.
Give partners and management committees clear insight into associate and staff experience, before burnout drives people out the door.
The Challenge
Exit interviews arrive too late to change anything.
Recruiting and training an associate is a significant investment, and the demanding hours culture that drives revenue is often the same thing that drives people to leave.
At the same time, corporate clients increasingly expect firms to evidence wellbeing and inclusion commitments through formal panel reviews, not just policy statements.
myCandr gives partners and firm management the structured intelligence to see where culture is under strain, early enough to act, and with the evidence to show clients it's being taken seriously.
Associate wellbeing and workload
Identify where billable-hour pressure and workload concerns are concentrated, by practice group, level, or office, before it drives attrition.
Partnership and culture accountability
Give management committees structured insight into how associates and staff experience leadership and firm culture, group by group.
Client panel and DEI reporting
Evidence inclusion and wellbeing commitments with structured employee intelligence, supporting client panel reviews and diversity reporting requirements.
Office and practice group benchmarking
Compare sentiment and engagement across offices and practice groups to target support where retention risk is highest.