Creating a successful law firm isn’t just about hiring talented attorneys and winning cases. It’s about helping the attorneys grow and keeping them engaged. That is what builds a culture that encourages them to stay and lead. In a similar way, personal injury law is more than knowing the law. It is about appearing confidently in court, negotiating effectively, and connecting with clients who are going through some of the toughest times of their lives.

McCready Law has developed a structured system to help attorneys navigate their careers with purpose. It provides a well-defined path for growth, mentorship, and leadership.

A Career Path that Makes Sense

From day one, attorneys at McCready Law are placed within a four-tier development system. Each tier comes with specific expectations, responsibilities, and incentives to ensure that each lawyer knows the next step for their professional journey. It is more than promotions or moving up. It is ensuring each lawyer has the tools and mentorship needed to thrive.

Tier 1: Laying the Foundation

New attorneys begin at this level if they have just finished law school or are just transitioning to personal injury law. At this level, the focus is on creating a strong legal foundation, learning firm policies, developing case strategies, and courtroom techniques. The steps to achieve success on Tier 1 are:

• Meeting biweekly with supervising attorneys for help and guidance
• Completing 24 hours of structural training during their first year
• Shadowing experienced lawyers as they handle depositions, arbitrations, and trials
• Actively attending bar association events and networking activities

The goal for these steps is to acquire valuable real-world experience while working within a structured and supportive system that fosters growth and learning. This allows lawyers to build their skills, gain confidence, and handle real cases under guidance. Once a lawyer has successfully met these benchmarks and demonstrated their readiness, they can advance to Tier 2, where they take on more responsibilities and challenges.

Tier 2: Stepping into Independence

Next, lawyers become senior associates at the firm in Tier 2. Now the focus shifts from learning to leading. The steps to success in this tier are:

• Taking first-chair responsibilities in jury trials and leading case negotiations
• Managing a caseload of 80 to 120 cases
• Starting to originate one’s own cases, proving the ability to build a client pipeline
• Mentoring newer associates so that knowledge continues to flow through the firm

This level marks the beginning of real leadership opportunities for lawyers at McCready Law. At this stage, lawyers move beyond focusing solely on their individual achievements and begin actively contributing to firm-wide initiatives, such as process improvements, mentorship, and strategic planning. They play a key role in shaping the firm's direction while continuing to refine their legal expertise. This tier is also about honing advanced legal skills and managing a full caseload independently while balancing leadership responsibilities. Lawyers at this level are seen as emerging leaders who excel in their practice and help drive the firm's success.

Tier 3: Becoming a Leader

Those lawyers who demonstrate excellent leadership and litigation skills will continue on to Tier 3 in the role of Supervising Attorney. At this point, lawyers will be managing people and will be involved in high-value cases. They will also be contributing even more deeply into shaping the culture of the firm. Supervising attorneys will be:

• Handling 70 to 100 cases with an emphasis on complex litigation
• Taking at least three jury trials to verdict, which proves their courtroom confidence
• Mentoring junior attorneys through case oversight and strategic guidance
• Publishing articles and serving on bar committees which helps to establish themselves as true thought leaders

Leadership is a crucial requirement at this tier. Attorneys at this level are not only expected to excel in their own practices, but also to actively mentor junior colleagues, providing guidance and support to help them grow professionally. They play a key role in shaping the future of the firm by contributing to the development and refinement of firm policies, ensuring the organization continues to thrive. Additionally, significant financial rewards and incentives are offered to those who achieve this level, recognizing the value they bring through their leadership, expertise, and dedication to the firm's success.

Tier 4: Firm Leadership and Big Picture Thinking

This level includes Senior Supervising Attorneys. They are the backbone of the firm. These lawyers not only manage major cases, but they also shape the long-term vision of McCready Law.

In addition to handling 50 to 80 complex cases, they will:

• Serve in leadership roles in legal groups and bar associations
• Mentor and oversee Tier 3 lawyers
• Take part in firm-wide strategy and decision-making

At this level, lawyers work to continue honing their own skills while also dedicating time and effort to mentoring junior colleagues, sharing their expertise, and fostering an environment that encourages growth. Their work is crucial in ensuring the firm will produce the next generation of strong, capable attorneys who are well-prepared to handle complex legal challenges.

A Culture of Mentorship and Development

Lawyers who join McCready Law do not have to worry about their path to success at the firm. They have a game plan to follow courtesy of the firm’s clearly structured system of four tiers. Such a system is also valuable to a law firm because it helps discourage turnover. Lawyers need not have uncertainty about their next steps as they advance through the tiers.

There are a number of advantages to having such a systematic approach to growth within a law firm. Leadership through this process is developed along with trial skills, case management and people management in mentoring those who follow. Among the other expectations lawyers can look forward to are regular one-on-one meetings with their supervising attorneys, internal CLE opportunities, trial workshops to keep their skills honed, and the ability to link into networking budgets so that they can grow their referral base.

A Compensation Model that Rewards Growth

Both performance and mentorship are rewarded in McCready Law’s compensation model. The firm provides mentorship bonuses for those who train junior associates, case origination bonuses for those lawyers who develop their book of business, and performance-based bonuses for those high achievers so they can move up even faster.

Over the past 25 years, the firm has honed the system with the understanding that talent alone is not enough. Combining talent, mentorship, case management training, and one-on-one guidance demonstrates an investment in the people of the firm. In a nutshell, McCready Law doesn’t just hire lawyers. We invest in and build future leaders.

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About the author:

Michael McCready
Founder and Managing Partner
McCready Law

Michael McCready is the founder and managing partner of McCready Law, a single event personal injury law firm founded over 25 years ago. With offices in Chicago, Indianapolis, St. Louis, and Minneapolis, McCready Law serves clients across the Midwest. His firm is composed of 16 accomplished attorneys supported by over 100 dedicated professionals.

A recognized speaker and thought leader, Michael frequently presents on topics such as law practice management for personal injury firms, leveraging technology and automation, and the transformative role of generative AI in the legal industry.