{"id":656,"date":"2022-11-22T17:01:01","date_gmt":"2022-11-22T16:01:01","guid":{"rendered":"https:\/\/coldingadvisors.com\/?p=656"},"modified":"2023-11-15T10:38:40","modified_gmt":"2023-11-15T09:38:40","slug":"salary-conciliation-and-project-the-reasons-why-lawyers-change-jobs","status":"publish","type":"post","link":"https:\/\/coldingadvisors.com\/en\/el-confidencial\/salary-conciliation-and-project-the-reasons-why-lawyers-change-jobs\/","title":{"rendered":"Salary, conciliation and project: the reasons why lawyers change jobs"},"content":{"rendered":"

Durante el a\u00f1o 2021,\u00a0uno de cada cinco abogados cambi\u00f3 de trabajo<\/strong>. El dato es del\u00a0Legal Trends Report 2022<\/a><\/em>, un informe elaborado por la consultora Clio que analiza las principales tendencias y retos del sector legal. El estudio pone sobre la mesa uno de los grandes desaf\u00edos que afrontan los despachos de la abogac\u00eda de los negocios desde hace un tiempo, y es la guerra por el talento. Muchos bufetes miran con preocupaci\u00f3n el goteo constante de salidas de profesionales que abandonan sus estructuras rumbo a otros proyectos, ya sean de la competencia o fuera del mundo de los negocios. La decisi\u00f3n de salir, no obstante, nunca es sencilla y suele estar propiciada por varios factores,\u00a0aunque siempre hay alguno que pesa m\u00e1s que el resto.<\/strong><\/p>\n

<\/section>\n

En t\u00e9rminos generales, el informe de Clio se\u00f1ala dos elementos como los principales\u00a0culpables<\/em>\u00a0de la fuga de talento de los bufetes:\u00a0el salario y la conciliaci\u00f3n<\/strong>. Estos resultados, fruto de una encuesta realizada sobre m\u00e1s un millar de letrados, vienen a confirmar el cambio de tendencia que se lleva percibiendo desde la pandemia, y es que el dinero ha dejado de ser la \u00fanica prioridad de los abogados,\u00a0para dar paso a la vida personal<\/a>. Les sigue de cerca el\u00a0mal ambiente laboral y la insatisfacci\u00f3n generalizada con la firma,\u00a0<\/strong>ya sea por los compa\u00f1eros, los superiores o por el tipo de trabajo realizado.<\/p>\n

<\/section>\n

Estos datos, no obstante, hacen referencia a la\u00a0abogac\u00eda<\/a>\u00a0a grandes rasgos. Al analizar las prioridades en funci\u00f3n del nivel de experiencia de cada profesional, el orden de los factores cambia significativamente. Por ejemplo, y seg\u00fan indica Jos\u00e9 Ignacio Jim\u00e9nez, socio fundador de Talengo, los letrados m\u00e1s j\u00f3venes no suelen tener la retribuci\u00f3n en mente a la hora de valorar un cambio, sino que se decantan por cuestiones culturales. “El ambiente de trabajo, la cultura de la firma, si podr\u00e1 hacer alg\u00fan\u00a0secondment<\/em><\/strong>…”, enumera el\u00a0headhunter<\/em>.<\/p>\n

 <\/p>\n

De la misma opini\u00f3n es Javier Colilla, fundador de Colding Advisors. “Lo que m\u00e1s convence es el ambiente. Dentro de la \u00e9lite de los despachos, adem\u00e1s, tambi\u00e9n tiene mucho peso la flexibilidad.\u00a0El hecho de que haya teletrabajo o no, por ejemplo<\/strong>“, a\u00f1ade. En este sentido, el cazatalentos opina que tampoco hay una preferencia tan grande por la conciliaci\u00f3n en general, ya que los que ejercen en ese tipo de firmas\u00a0son conscientes de que van a tener que trabajar un gran n\u00famero de horas<\/a>, pero s\u00ed buscan otro tipo de elementos que les permitan “vivir mejor”.<\/p>\n

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En este sentido, Colilla matiza que, aunque este tipo de motivaciones han ganado fuerza en los \u00faltimos a\u00f1os a causa de las nuevas generaciones, factores tradicionales como la marca del bufete siguen propiciando muchos movimientos. El salario, sin embargo, suele estar relegado a un segundo plano<\/strong>.<\/div>\n<\/div>\n<\/section>\n

Ahora bien, la intensa guerra por el talento que libran los bufetes est\u00e1 provocando que el sueldo se convierta en un elemento relevante para los profesionales j\u00f3venes. Pero no por ser un elemento atractivo,\u00a0sino por provocar el descontento por agravio comparativo<\/strong>. Esto ocurre cuando el bufete ofrece retribuciones diferentes a profesionales de una misma categor\u00eda, algo habitual en un contexto como el actual, donde priman los\u00a0fichajes laterales<\/a>, incluso entre letrados de menos de cinco a\u00f1os de experiencia. “Es muy frustrante llevar tres o cuatro a\u00f1os trabajando sin parar y que, un d\u00eda,\u00a0incorporen a un compa\u00f1ero de tu misma experiencia y le paguen el doble<\/strong>“, describe un abogado que abandon\u00f3 una firma de primer nivel rumbo a otra similar por esta raz\u00f3n.<\/p>\n

Techo al desarrollo profesional<\/h2>\n

\u00bfQu\u00e9 pasa con los profesionales de entre cinco y 10 a\u00f1os de experiencia? Para estos abogados, la principal causa de salida es la falta de un proyecto atractivo de futuro. “Lo que pesa ah\u00ed es la carrera profesional. Poca gente se mueve por sueldo, porque\u00a0todos pagan bien<\/a>. Si se cambian es, o bien porque quieren otro tipo de vida,\u00a0o bien porque no van a poder ser socios<\/strong>“, resume Colilla. Para los abogados del primer grupo, las medidas de conciliaci\u00f3n son uno de las motivaciones que les empujan a cambiar, principalmente a bufetes m\u00e1s peque\u00f1os o asesor\u00edas jur\u00eddicas de empresa.<\/p>\n

Ahora bien, la falta de incentivos profesionales reina como elemento de cambio entre aquellos que no quieren abandonar el mundo de los negocios. “Desmotiva ver que en tu despacho hay m\u00e1s socios que j\u00faniors. Sabes que promocionar va a ser imposible”, describe uno de los letrados consultados por El Confidencial, actualmente en la treintena. En la misma l\u00ednea se pronuncia otro abogado de edad similar, que a\u00f1ade\u00a0la falta de incentivos\u00a0<\/strong>\u2014tanto econ\u00f3micos como profesionales<\/strong>\u2014\u00a0como uno de los elementos que propiciaron su salida de un bufete de la \u00e9lite de mediano tama\u00f1o<\/strong>.<\/p>\n

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<\/div>\n<\/div>\n<\/section>\n

“Los casos que consegu\u00eda para el despacho no ten\u00edan ninguna repercusi\u00f3n profesional,\u00a0ni en el bonus<\/a>, ni en forma de comisi\u00f3n. Las subidas salariales eran escasas y la remuneraci\u00f3n variable apenas llegaba al 10%, incluso aunque imputaras m\u00e1s de 2.200 horas facturables. Tampoco se promocionaba las actividades fuera del despacho que permitieran posicionar mi nombre y el del bufete en el mercado. Todo lo que hac\u00eda fuera (actos, publicaciones, clases, formaci\u00f3n) estaba considerado como una p\u00e9rdida de tiempo”, recuerda. En general, describe sus a\u00f1os en la firma como un c\u00edrculo vicioso en el que se promete la sociatura con palabras bonitas, pero en la pr\u00e1ctica se impide que lo alcances. “Como si el socio no quisiera dar a repartir su trozo de tarta y estuviese esperando a que te rindieras<\/strong>“, reflexiona.<\/p>\n

Muy unido a estos elementos, se encuentra otro tambi\u00e9n crucial para los profesionales de este nivel, y es la falta de liderazgo por parte de los socios o superiores. “Por lo que yo viv\u00ed y veo en personas de mi entorno, la mayor\u00eda cambia porque no tienen perfiles por encima que les ayuden a promocionar”, describe Jennifer Riveiro, abogada de 31 a\u00f1os. “Imagino que es complicado para los m\u00e1s s\u00e9nior estar pendientes de sus carreras y, a la vez, estimular a los perfiles por debajo, pero es crucial. Hay muchos socios con falta de liderazgo\u00a0o liderazgo mal entendido<\/strong>, y eso genera mucha desconexi\u00f3n”, asegura.<\/p>\n

Socios: la retribuci\u00f3n, la causa rey<\/h2>\n

La \u00fanica categor\u00eda profesional donde el salario tiene un peso pr\u00e1cticamente indiscutible es entre los socios. “A esos niveles, hay mucha diferencia. Estamos hablando de ofertas en las que la diferencia sea de medio mill\u00f3n de euros al a\u00f1o. Un socio de 50 a\u00f1os hace el c\u00e1lculo de cu\u00e1nto le queda de ejercicio y\u00a0se da cuenta de que puede ganar cinco millones de euros m\u00e1s<\/strong>“, describe Jim\u00e9nez, de Talengo.<\/p>\n

Prueba de ello, relata, son los\u00a0cambios que se han producido \u00faltimamente el mercado<\/a>. “Hace diez a\u00f1os, los despachos que rompieron la baraja fueron los brit\u00e1nicos. Se llevaron mucho talento porque ten\u00edan proyectos muy ambiciosos y hac\u00edan ofertas econ\u00f3micamente muy atractivas”, describe. Actualmente, sin embargo, los bufetes que protagonizan los fichajes de mayor nivel son las estadounidenses, como Latham & Watkins o White & Case. Este \u00faltimo, por ejemplo, cerr\u00f3 recientemente la contrataci\u00f3n de dos socios de Herbert Smith Freehills, Pablo Garc\u00eda Nieto e Ignacio Paz, como adelant\u00f3 hace unos d\u00edas Expansi\u00f3n. Para el cazatalentos, estos movimientos son fruto de la\u00a0fuerza que han ganado los proyectos norteamericanos, especialmente frente a los ingleses<\/strong>.<\/p>\n

Por su parte, Colilla suma otro factor que est\u00e1 \u00edntimamente ligado a la retribuci\u00f3n, y es la apuesta que hace el bufete por la pr\u00e1ctica o el sector en que est\u00e1 especializado el socio. “Al final, la apuesta por un departamento se traduce en mayores recursos, nuevos clientes, mayor facturaci\u00f3n\u00a0y, en consecuencia, mayor retribuci\u00f3n<\/strong>“, concluye.<\/p>\n","protected":false},"excerpt":{"rendered":"

Durante el a\u00f1o 2021, uno de cada cinco abogados abandon\u00f3 el bufete donde trabajaba rumbo a otro proyecto. \u00bfCu\u00e1les son los factores que motivan a los letrados a cambiar de despacho?<\/p>\n","protected":false},"author":4,"featured_media":652,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[30],"tags":[],"class_list":["post-656","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-el-confidencial"],"yoast_head":"\nSalary, conciliation and project: the reasons why lawyers change jobs - COLDING Advisors | connecting talent<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/coldingadvisors.com\/en\/el-confidencial\/salary-conciliation-and-project-the-reasons-why-lawyers-change-jobs\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" 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