How To MANAGE a Small Law Firm

• System Architecture: Design, build, and deploy scalable operational frameworks that turn chaotic small businesses into highly predictable, 7-figure enterprises. • Bottleneck Destruction: Conduct deep-dive operational diagnostics to immediately identify where profit is leaking, where workflow is stalling, and why the owner is bottlenecked. • Ruthless Accountability: Implement clear KPI dashboards. Teach owners and their teams to manage by hard data, not by feelings, excuses, or "intentions." • Fractional Leadership: Scale businesses ranging from $1M to $35M+ by acting as the execution-first leader who translates high-level vision into daily operational reality.

• Step directly into businesses as a high-EQ growth partner to the owner. • Rapidly identify and eliminate revenue leaks, operational friction, and structural inefficiencies. • Translate complex business chaos into clear, focused action plans—and hold owners accountable to executing them. • Focus obsessively on profitability, cash flow, and execution discipline to scale businesses in the real world.

• Drive Revenue through Radical Candor. • Conduct deep-dive sessions to uncover the revenue gaps, failure patterns, and bottlenecks holding a firm back. • Use your expertise to determine if HTM is the solution. • Maintain absolute discipline with CRM usage and lead management. • Drive enrollments into our 5-Week Virtual Bootcamp and Membership programs.

• Receive, triage and manage incoming help requests • Solve what you can and coordinate the rest • Track and report on helpdesk activity • Spot patterns and raise concerns when necessary

• oversee and direct all Human Resources programs including payroll, benefits, compensation, recruiting, and employee relations • own and manage multi-state payroll operations ensuring accuracy, timeliness, and compliance • administer and continuously improve employee benefits programs while balancing employee satisfaction and cost containment • manage relationships with external vendors (including PEOs, brokers, and HR systems providers) and evaluate when to bring functions in-house • establish and track departmental metrics that align with company strategic goals • evaluate and implement payroll and HRIS system upgrades and improvements • develop, maintain, and improve HR policies, programs, and practices to keep pace with company growth • partner with leadership on organizational design, workforce planning, and strategic initiatives • lead recruiting infrastructure and hiring practices to ensure we attract and retain high-quality talent • support and guide managers on employee relations issues, performance management, and disciplinary processes • conduct investigations and resolve escalated employee concerns when needed • lead compensation strategy including market research, pay bands, and pay practice evaluation • recommend and implement benefits changes to improve retention and employee satisfaction • ensure compliance with all federal, state, and local employment laws and regulations • support training and development initiatives (internal and external) • drive organization development efforts including succession planning, retention strategies, and change management • monitor and shape company culture to support performance and employee satisfaction • maintain clear communication channels across the organization (surveys, meetings, feedback loops, etc.) • serve as a hands-on resource across all HR functions when needed

• Step in as the fractional CFO/Controller for a dedicated roster of up to 30 clients (gross revenues mostly under $10MM). • Analyze financials to spot trends and risks. • Fix messy data in collaboration with bookkeepers. • Deliver hard truths to the business owner with a mix of radical candor and humor.

• Help firm owners translate business goals into operational systems and execution plans. • Design and implement scalable systems including organizational structure, workflow, and process design. • Serve as a trusted operational advisor by coaching attorneys on leadership and accountability. • Build KPI-driven operations by implementing dashboards and scorecards. • Lead initiatives that improve efficiency, profitability, team performance, and client delivery systems.

• Serve as a CFO-level coach and financial execution partner to law firm owners across the country. • Conduct high-level 1:1 financial strategy calls with law firm owners. • Review financial statements, cash flow reports, KPIs, and performance dashboards. • Help owners understand the story behind their numbers and what actions they need to take. • Identify risks and opportunities in pricing, expenses, staffing, and operational performance. • Guide owners through budgeting, forecasting, and forward-looking financial decisions. • Document commitments and track measurable financial progress.

• Conduct high-level 1:1 execution calls with up to 75 law firm owners. • Review revenue metrics, KPIs, marketing performance, and operational dashboards. • Identify breakdowns in the "machine" and prescribe corrective actions. • Document commitments and track measurable progress rigorously. • Respond to client communication within established white-glove service standards. • Participate in internal leadership sessions to align on scaling the HTM mission.

• Maintaining accurate financial records for assigned clients, including account reconciliations, journal entries, and timely monthly financial reporting • Requesting missing documentation from clients and explaining financial reports • Drafting clear, professional written communications for clients and advisors • Serving as the primary point of contact for clients regarding missing documentation and financial reports • Participating in client or advisor calls as needed to explain bookkeeping items or request information • Performing designated mid-month and end-of-month procedures in accordance with standard operating procedures