The First 90 Days: How to Successfully Onboard a New Law Firm Leader

Hiring a new operations lead, marketing director, or billing manager is a big investment. But too many firms treat onboarding as:

“Here’s your login. Good luck!”

If you don’t set them up well in the first 90 days, you risk wasted time, misalignment — or even churn.

What Goes Wrong

• Vague expectations

• No scorecard or KPIs

• No intro to firm culture, systems, or priorities

• “Sink or swim” delegation

• Ownership without authority

This doesn’t just frustrate the new hire — it undermines their ability to lead.

A COO-Style Onboarding Plan

Week 1–2: Orientation

• Clear overview of firm goals and org structure

• Role-specific scorecard

• Access to necessary data and systems

• Introductions to key team members and vendors

Week 3–6: Observation + Ownership

• Shadow key meetings

• Review current processes and pain points

• Take ownership of 1–2 core projects

• Start offering recommendations

Week 7–12: Execution

• Lead regular team check-ins

• Present process improvements

• Align KPIs with COO or leadership

• Drive traction on at least one high-impact initiative

Why Onboarding Fails Without Oversight

Because the firm is “too busy.” But if you’re hiring leadership, you need to invest in early structure — or you’ll just be micromanaging later.

A COO ensures the ramp-up is intentional and results-driven.

Bringing on new leadership? Let’s set them (and your firm) up for success. I’ll help you create a 90-day onboarding plan that drives momentum — not confusion.