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Daily Featured Articles

Law Firm Structure

Why Most Large Law Firms Don't Have Consumer-Facing Practice Areas

This article explains why large law firms tend to focus on something other than consumer-facing practice areas such as family law and trusts and estates. These legal matters are often less profitable, require a different skill set, involve different billing arrangements, and don't align as closely with their corporate clients' needs. Despite this, some large law firms specialize in these areas and can assist individual consumers. However, they are typically minimal compared to the rest of the firm. With their lower profitability, different skill set, and billing structure requirements, consumer-facing practices may be less attractive to large law firms than those focused on businesses and organizations.

Advice for Associates

Understanding Law Firm Compensation: How to Earn a Good Salary as an Attorney

If you're a law student or an attorney looking for a new opportunity in the legal industry, it's important to understand the compensation system law firms use for lawyer compensation. In this article, we'll break down a law firm's total compensation and explain how to earn a good salary as an attorney.

The Art of Listening: Why Lawyers Must Listen to Their Clients

Most people would agree that good communication is key to any successful relationship. The lawyer-client relationship is no exception. To provide the best representation possible, lawyers must listen attentively to their clients and be responsive to their needs. This requires open dialogue and a mutual understanding between the lawyer and the client. This article will discuss the importance of lawyer-client communication and how it can lead to client satisfaction and effective communication. Sadly, excellent listening skill becomes an underappreciated legal skill.

What You Need to Know About Leaving Law Firms

This article provides insight into why attorneys depart from big law firms. These reasons include an unrealistic workload, an unsupportive culture, a lack of advancement opportunities, and a toxic work environment. Successful lawyers should be aware of these factors to make informed decisions when choosing the right firm for themselves. Aspiring attorneys must understand that the legal industry can be competitive and must be prepared to work hard and make sacrifices for a successful career. Understanding why attorneys leave law firms is essential for a successful legal career.

Daily Career Advice

How to Effectively Interview Lateral Candidates: Pointers for Law Firms

Numerous books, articles, and training materials have been written on the subject of how to successfully interview for a job. Most of this information is geared toward the job candidate.

The Importance of Fitting In

One of the most persistent mistakes legal professionals make is to not understand the importance of 'fitting in' in their work environment.

Using Social Networking in Your Job Search

In the current economy, it goes without saying that job seekers need to take advantage of all available employment resources.

Senior Associate With Small Book of Business Seeks Work Suggestions?

We are hearing this very story several times a week. Even in a flourishing economy, we find that senior level attorneys, especially general litigators, have a difficult time finding a new position after being let go from their firm.

Why is Too Much Experience Held Against an Attorney When they are Looking for a New Job?

Question: Can too much experience be a bad thing? I recently interviewed with a large firm for an associate position. I met with 2 partners and an associate. The firm was interviewing quite a few candidates and told me I could expect to hear back from them in 4 weeks, at which time they would either make a written offer or send a rejection letter. I sent thank you letters to everyone with whom I interviewed and waited eagerly for their decision. I really believed that this firm was a great fit for me.After the 4-week deadline passed, I called to follow up. The recruiting coordinator told me they would not be offering me a position because I had more experience than they were looking for and they had decided to go with someone with less experience. She asked me if the partners had indicated to me that they were looking for less experience. I said not really. (One partner had indicated that compensation was based on class year and asked where I saw myself. I indicated that I was flexible, that I believed in proving myself. He seemed satisfied with my response).I was disappointed, but I asked her to keep me in mind for any future openings that might arise. I also indicated that I am flexible as far as class year and would always be willing to consider an offer whatever it may be. She indicated that she would pass this info on to the partners in charge. Is there anything else I can do? How could I have better handled this situation? Please help.

How Can a Partner Make a Lateral Move Without a Book of Business?

Question: What advice can you give to a senior associate or junior partner looking to make a move? I have been with my present firm for over seven years, but the practice is very narrow and the firm seems not to be doing as well as it once was.I certainly do not want to be around if the business does disappear because then all of my colleagues will be on the market as well. How can I locate an appropriate search firm, and what would you advise me to tell potential employers about my reasons for leaving? What opportunities should I expect to find without a substantial book of business?

Should I Give Notice to My Law Firm Right After Receiving a Job Offer from a New Law Firm?

Question: When should a job offer be considered a "firm" offer for the purpose of giving notice to your current employer?When the offer is first made, it is usually contingent upon successful conflicts, reference and background checks. The necessary information and authorizations to do those checks are usually provided when the offer is accepted.If neither the candidate nor the firm anticipates any problems, should the candidate assume the offer is firm at this point? Or should the candidate wait to hear back from the firm before giving notice? If that's the case, how long should the candidate wait, and how many follow-up calls should he/she make?

Should a Law Firm Associate Move from a Large Law Firm to a Smaller Law Firm to Increase Their Odds ....

Question: I am a mid/upper-level associate at a top firm in a large Midwestern city. Although my reviews have generally been positive, my partnership chances are murky and I still have several years to wait until a vote. However, I have recently brought in my first substantial client.

Equity Partnership: A New Perspective on Law Firm Compensation

SUMMARYEquity partnership in law firms offers a fresh perspective on legal compensation, merging individual contributions with collective growth. This comprehensive guide delves into the complexities of equity partnership, from its foundational understanding to its financial implications. By exploring diverse compensation models, the evolution of the partnership track, and the intricate metrics determining partner value, we shed light on its profound impact on legal recruiting. As the legal landscape continues to evolve, understanding the nuances of equity partnership becomes pivotal for firms aiming for sustained success, strategic vision, and a culture that attracts and retains top-tier talent.

Bringing in New Attorneys

Top Qualities to Look for When Hiring a Law Firm Associate

SUMMARY:In the competitive legal landscape, identifying the essential qualities of a law firm associate is crucial for building a resilient and dynamic team. This article explores the multifaceted skills that set exceptional candidates apart, such as analytical prowess, legal research capabilities, exceptional communication, and a meticulous eye for detail. It delves into the importance of a strong work ethic, professionalism, client relations acumen, and the ability to navigate complex negotiations and conflicts. Moreover, it highlights the need for adaptability in an ever-evolving legal environment, technological proficiency, cultural competence, and the balance between solid academic credentials and invaluable practical experience. Law firms aiming to foster growth and ensure long-term success must prioritize these attributes when hiring associates, ensuring that their team is equipped not just for today’s challenges but for the future of legal practice.

Transforming Performance Reviews: Modern Approaches to Evaluating Attorney Performance and Maximizing Potential

SUMMARYThis comprehensive guide delves into the transformative approaches to attorney performance reviews, focusing on modern evaluation methods to maximize potential and improve law firm success. Firms can foster real-time performance improvement by adopting a more dynamic, continuous feedback model and regular check-ins. Innovative real-time performance tracking further bolsters this approach, enabling immediate insights and timely interventions. A pivotal shift towards development-focused evaluations and the utilization of peer feedback also promotes a more comprehensive and objective understanding of an attorney's capabilities and areas for growth. Moreover, the increasing emphasis on objective metrics guarantees evaluation fairness and transparency. Finally, integrating performance reviews with training and development programs ensures that performance insights are effectively translated into targeted, personalized development plans. By implementing these best practices for attorney performance reviews, law firms can significantly enhance attorney productivity, career growth, and overall firm success.

Firm Review Articles

Career Advice for Attorneys

Discover the Exceptional Employee Experience at Alter Wolff Foley & Stutman LLP

In the competitive legal landscape, Alter Wolff Foley & Stutman LLP stands out not just for its high-caliber legal expertise and unwavering commitment to clients, but also for its dedication to fostering a dynamic, supportive, and rewarding environment for its employees. This esteemed law firm has consistently been recognized for its outstanding workplace culture, making it a highly sought-after destination for legal professionals. Here’s why being a part of Alter Wolff Foley & Stutman LLP is considered a hallmark of excellence within the legal community.

Why Parker Harvey Is the Ultimate Destination for Top Legal Talents

In the competitive world of law, there's a name that consistently stands out: Parker Harvey. Not just for their unparalleled expertise or their commitment to justice, but for their outstanding work environment. Here's a deep dive into why Parker Harvey isn't just a great law firm to hire, but an incredible place to be employed.

Extraordinary Career Opportunities at Bell, McAndrews & Hiltachk, LLP

In the vast realm of legal firms, Bell, McAndrews & Hiltachk, LLP stands out, not only for its renowned reputation in providing top-notch legal services but also as an exceptional place for attorneys to grow and thrive. If you're an attorney searching for an unparalleled work environment, look no further. Here's why Bell, McAndrews & Hiltachk, LLP shines so brightly in the legal universe.

Berkowitz Oliver: Pioneering Excellence in the Legal Sphere

When it comes to top-tier law firms that prioritize both client success and employee satisfaction, few can match the prowess and dedication of Berkowitz Oliver. This renowned establishment not only sets the bar for legal proficiency but is also a testament to fostering a nurturing work environment.

Video Gallery

What to Do if You Are Fired as an Attorney from a Law Firm (or Worried You Are Going to Lose Your Jo ....

Top 20 Reasons Why There Is No Better Profession Than Practicing Law

Although it is often portrayed in a negative light, the practice of law is a wonderful profession to be a part of. Learn why in this article.

Why Lawyers Should Never Quit an Attorney Job Without Another Legal Job Lined Up: Law Firms Will Thi ....

Considering leaving your law firm? You must be prepared to make a transition to another firm before you go. Otherwise, your career will be in jeopardy.

How Attorneys Should Talk About Other Law Firms they Are Interviewing With in Law Firm Interviews

Podcast Gallery

15 Reasons Law Firm Attorneys Should Not Look for New Jobs

In this podcast, Harrison dives deep into a pivotal subject that frequently needs to be addressed: the reasons behind attorneys contemplating a shift in law firms. With his background as a recruiter and a profound understanding of the legal industry, Harrison is uniquely positioned to ....

The Five Reasons Law Firms Do Not Hire You After an Interview

In this podcast, Harrison delves into a crucial topic that can significantly alter the course of your legal career: "The Five Reasons Law Firms Do Not Hire You After an Interview." Harrison's vast experience in coaching individuals through interviews and job searches equips him with v ....

The Top 15 Reasons Attorneys Should Leave Their Law Firm Jobs and Look for a New Job

In this enlightening and informative podcast, Harrison skillfully shines a spotlight on the compelling motivations leading attorneys to consider departing from their current roles within law firms in pursuit of fresh opportunities. While Harrison's previous podcast episodes have often ....

Ask Yourself These Questions If You Are Not Getting Job Offers, or Not Getting the Job Offers You Wa ....

In this podcast episode, Harrison delved deep into one of the most critical facets of job hunting, which impacts professionals from various backgrounds, from law students to seasoned attorneys. This presentation unveiled crucial insights into the challenges faced by job seekers and pr ....

Webinar Videos

Why You Should Quit Practicing Law

The 'Dark Side' of Going In-house

Choosing Between Corporate and Litigation Practice Areas: Which Is the Better Choice for Your Legal ....

[00:00:00] Today I'm talking about choosing between corporate and litigation for your practice area. And this actually, I think is an extremely important thing to talk about for every attorney. And you could actually make this a little broader, you could say choosing between transacti ....

Why Most Law Firms Expect Their Attorneys to Conform and Act Like Other Attorneys in the Firm

[00:00:00] Today's presentation is about conformity which is this particular presentation is something that has not always been I would say the most popular presentation is fixed. That I've done. Cause I think a lot of people object to different portions of it. Let me just fix this re ....

Q&A Video Gallery

Why It's Not Recommended To Tell Your Boss That You're Leaving

Why It's Not Recommended To Tell Your Boss That You're Leaving[00:00:00] Should you tell your boss you're thinking of leaving?That's a very good question. I like this question.And, the answer to that question is, I would say, no. I think if you're thinking of leavi ....

What Are Your Options Regarding Exit Interviews

What Are Your Options Regarding Exit Interviews[00:00:00] Can I refuse an exit interview?Yes, I don't see why you would have to necessarily do an exit interview. If you've already quit, you definitely could refuse an extra interview.People definitely can lose their position du ....

What Do You Do When You Hate Your Job, But Cannot Afford To Quit

What Do You Do When You Hate Your Job, But Cannot Afford To Quit[00:00:00] What do you do when you hate your job, but cannot afford to quit?If you hate your job and can't afford to quit, you need to look for another job and or you need to look for another profession or do somethin ....

What Is Expected Of You If You Want To Make Partner

What Is Expected Of You If You Want To Make Partner[00:00:00] Does your advice apply equally to someone who has stuck it out in BigLaw for 10 years but doesn't expect to make partner? Should that person try to stay in BigLaw in a counsel position or go to a MidLaw firm where partn ....

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You guys had a lot of institutional knowledge regarding the field of law, especially big law, and making a lateral move. Kind of how to make yourself more marketable and things like that. A lot of that was actually really on point and really useful and helpful. I didn't really have a great mentor... Read more >

Southern Methodist University Dedman School of Law, Class Of 2011

I think you guys were really thorough, you found a lot of opportunities I probably would have struggled to find on my own. You also did it fast, and you provided them to me without me having to go back to you and ask what was in the pipeline every week.I think the biggest thing that you did to make... Read more >

The University of Virginia School of Law, Class Of 2013

I thought that my recruiter, was exceptionally professional and was always very quick with her responses. I never really had to wait. When she explained things I'd ask lots of questions and she never seemed like she was impatient with the process. I really enjoyed working with her. I liked the... Read more >

The University of Texas School of Law, Class Of 2014

I was very fortunate, because the recruiter I worked with was highly qualified. She was very dedicated to me, had great follow through, and she made me feel like she cared about how things turned out for me in terms of my job search. I would highly recommend the recruiter I worked with.

Susan Louie

Georgetown Law, Class Of 2009

I was happy with how smoothly the process went, how quickly everything was handled, and how responsive and communicative the person I worked with was. It couldn't have been any easier. My recruiter handled submitting everything, reaching out to people, and following up with them, and then took a... Read more >

Daniel Schwimmer

Northwestern University School of Law, Class Of 2015

My favorite things about working with BCG Attorney Search were the search engine or the way you provide updates for openings, which were definitely a huge thing. I also liked your vast network of different professionals in different cities. I worked Brian was very responsive. Working with BCG... Read more >

Ryan McNish

University of Notre Dame, Class Of 2014

The folks I worked with were very responsive and helpful in preparing me for my interviews. The first words that come to mind when I think of BCG Attorney Search are professional, experienced, and helpful.

William Henderson

University of Denver Strum College of Law, Class Of 2015

Brian assisted in placing me at McGuireWoods, and I have now finished my second month here. So far, so good. Brian really went above and beyond in first, evaluating what would be a good fit for my career trajectory, and second, making sure we promptly followed up on opportunities to maximize the... Read more >

University of San Diego School of Law, Class Of 2004

My favorite thing about working with BCG was locating positions that I wasn't aware of. The first three words that come to mind when I think of BCG are responsive, helpful, and good to work with. I would rank BCG right at the top compared to other recruiting companies. I was very pleased to work... Read more >

Jeffery Lesperance

Thomas M. Cooley Law School, Class Of 2006

Brian is an incredible, very effective team! They moved the process along quickly and were extremely responsive to all my questions at every stage. Brian worked to understand my personal and professional goals in order to best align my interests with opportunities available in the current market.... Read more >

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Boalt, Class Of 2015

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Amid lagging associate hires, why these law firms bucked the trend

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Jenna Greene writes about legal business and culture, taking a broad look at trends in the profession, faces behind the cases, and quirky courtroom dramas. A longtime chronicler of the legal industry and high-profile litigation, she lives in Northern California. Reach Greene at [email protected]

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Fresh challenges but new opportunities, Financial Benchmarking Survey shows

This research is created for our Leadership and Management Section , which brings together leaders, partners and practice managers.

The Financial Benchmarking Survey, now in its 23rd year, collects financial data from 147 solicitor firms across England and Wales, with a combined income of over £1.5 billion.

It's one of the largest surveys of its type in England and Wales.

What do these findings mean for firms? And how can they inform how you run your business

Fee income rises again – but early signs of trouble to come

Median fee income rose for the 14th consecutive year, with nearly three-quarters (73%) of firms reporting year-on-year growth in fee income.

Over a third (34%) of firms saw growth of over 10%, although smaller firms saw a wider range of fee change.

The median fee income per fee earner in 2023 was £147,285, which equates to £133.90 an hour based on 1,100 chargeable hours per year.

This means 89% of fees earned are used to cover fee earners’ costs. Looking at it another way:

But there are early signs the outlook might not be quite as rosy as hoped.

Fee earner gearing (the ratio of fee earners to equity partners) slipped from 7.7:1 in 2022 to 6.8:1 in 2023.

In improving economic conditions, the ratio of fee earners to equity partners tends to increase as firms grow, with the opposite happening in times of recession.

Factors that may be impacting gearing are the challenges firms face attracting and retaining high-quality staff and the resulting impacts on workload and wellbeing.

Last year, managing director Philippa Hann provided tips on how to manage staff burnout and a busy workload .

“I am concerned about productivity, pay and talent retention, but also burnout among staff,” says Philippa.

“People feel overwhelmed and overworked but productivity rates are falling. There is no quick fix: it’s all about getting the right systems in place.”

Kerry Slater, psychotherapist and director at the Workplace Collective agrees.

“Packed caseloads and tight deadlines, tricky clients with complex material, 24/7 communication channels, highly commercial competitive environments, and varying degrees of psychological safety and autonomy all take a toll.”

Kerry recommends focusing on culture change : “Promote the importance of supervision, inclusivity and staff psychological support”.

“An important first step is identifying and engaging key stakeholders in that conversation.”

Falling chargeable hours show the importance of time recording

After falling to 816 in 2022, the number of chargeable hours recorded by fee earners has continued its downward trend, dropping further to 793.

These findings are likely to be a surprise, as the general rule of thumb is that fee earners should charge between 1,000 and 1,100 chargeable hours a year.

It is unclear from the survey why chargeable hours are so low – whether this is informed by cultural issues around time recording, an increase in non-chargeable obligations (such as training, business development and admin) or something else.

Without knowing how long it takes to do a job, you will be unable to tell if it is profitable or whether individual fee earners are working efficiently.

Capturing all time spent on a client matter, for all work types, is essential.

You may want to consider introducing training on time recording, pricing and lock-up to make sure fee earners understand the importance for profitability.

How do you get the best out of your team? According to consultant Peter Scott, it’s all about identifying team objectives and enhancing performance to meet them.

“Law firm leaders cannot do it all alone – they need to be supported by strong teams around them,” Peter shares.

“It is important to understand that your team will want to know in which areas their performance will be measured and what will their performance goals be.”

Profits propped up by high interest rates

After reporting higher than expected profitability during the pandemic, levels of profit per equity partner (PEP) returned to pre-COVID patterns in 2022.

In 2023, PEP fell for the second year in a row, though by a relatively modest amount (-0.7%).

This year saw a steep increase in interest received on money held in client accounts. Total net interest income rose over 1,000% to £27.5 million, compared to £2.6 million in 2022.

However, this comes with a warning that interest income is likely to be a temporary bonus, rather than a sustainable element of profitability.

Removing interest earned, 2023 PEP fell by 7.85%. This may be a more realistic measure of the fall in sustainable trading PEP across firms.

Despite the rise in interest income, median net profit margins fell from 22.3% in 2022 to 21% in 2023, with the smallest firms seeing the largest fall (from 30.6% to 24.4%).

Over a quarter of fee income was spent on non-salary overheads, with firm budgets being squeezed by increases in professional indemnity insurance (PII) and marketing costs.

However, Chris Marston, chief executive of LawNet, thinks it’s likely there are better times ahead for PII .

Chris reports that there has been “more competition between insurers, some new and returning insurers looking to write more business (cautiously and selectively), while others mounted campaigns, targeting a part of the market they find particularly attractive.”

But of course, it’s not all about cost reduction. Emma Egerton-Jones shares her advice on how to win clients in a cost-sensitive economy .

“The current legal market is fluid,” Emma says. “High expectations, reduced patience, lack of tolerance and economic pressures motivate clients to change providers at the first hint of dissatisfaction.”

“While that can present a challenge for client retention, it also poses a great opportunity to win clients from other firms.

“Quick, low-cost wins – such as client experience, content marketing and a conversion framework – can boost your client attraction without requiring increased business development activity from already stretched fee earners.”

Looking to the future

Key to meeting the ongoing challenges in the sector is getting the most from staff, providing the best possible client service effectively and charging for it accordingly.

"Although law firms are proving to be financially strong and resilient, we live in tough economic times,” said Law Society president Nick Emmerson. “This survey is an opportunity for law firm leaders to plan for the future."

"Despite costs rising and billable hours decreasing, profits have only marginally declined – albeit propped up by high interest rates.

“The legal sector remains healthy, continues to be an important driver of the UK's economy and a significant employer. In fact, the overall number of people employed by law firms has risen, even if the lack of government investment in legal aid is hitting some firms hard.

“In the current crisis, solicitors are needed more than ever to help people access justice in their time of need. The government must take action to address the deficit in legal aid now.”

Find out more

Explore the full results of the Financial Benchmarking Survey 2024

Join the Leadership and Management Section – a member community designed to help partners, leaders and practice managers excel in what they do.

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Only three Arkansas metro areas post job gains in February

by Talk Business & Politics staff  ( [email protected] ) 10 hours ago 300 views  

February job numbers were down in five of the eight metro areas within or including parts of Arkansas. The Central Arkansas metro posted the biggest year-over-year job gain, with the Northwest Arkansas and Fort Smith metros the only other areas with job increases.

The April 3 U.S. Bureau of Labor Statistics (BLS) report showed that the number of unemployed increased in seven of the eight metro areas. February metro jobless rates ranged from 2.6% in Northwest Arkansas to 4.6% in the Pine Bluff metro. The February report is preliminary and subject to revisions.

Arkansas’ four largest metro regions – areas with most of the workforce in the state – had a combined 10,390 year-over-year job gains in February, well above Arkansas’ 6,481 job gains in February. The metro tally above the state number shows job growth primarily in the state’s larger urban areas.

Central Arkansas – Little Rock, North Little Rock and Conway – had 357,886 employed in February, up 8,688 jobs, or 2.5%, from the 349,198 in February 2023. The metro posted record employment of 364,739 in July 2023.

Northwest Arkansas, the state’s second-largest metro area, had an estimated 306,100 jobs in February, up 2,003 jobs, or 0.65%, from the 304,097 in February 2023. The metro first topped 300,000 jobs in July 2022 with 300,925 jobs and posted an employment record of 312,744 in July 2023.

The Fort Smith metro, Arkansas’ third largest metro, had an estimated 116,165 jobs in February, up 1,307 jobs, or 1.14%, from 114,858 in February 2023. Regional employment remains well below the peak of 124,098 in June 2006. The Jonesboro metro had an estimated 64,753 jobs in February, down 1,608 jobs from 66,361 in February 2023.

NATIONAL NUMBERS Unemployment rates were higher in February than a year earlier in 247 of the 389 metropolitan areas, lower in 109 areas, and unchanged in 33 areas, according to the BLS report. The U.S. unemployment rate in February was 4.2%, not seasonally adjusted, up from 3.9% a year earlier.

A total of 54 areas had jobless rates of less than 3% and 13 areas had rates of at least 8%. Nonfarm payroll employment increased over the year in 42 metropolitan areas, decreased in 3 areas, and remained essentially unchanged in 344 areas.

In February, Ames, Iowa, had the lowest unemployment rate at 1.9%, and the next lowest rate was in Burlington-South Burlington, Vt., at 2%. El Centro, Calif., had the highest rate at 17.2%. A total of 216 areas had February jobless rates below the U.S. rate of 4.2%, 165 areas had rates above it, and 8 areas had rates equal to that of the nation.

METRO JOBS DATA Following are labor market data for the eight metro areas. • Northwest Arkansas Labor force February 2024: 314,284 February 2023: 310,566

Employment February 2024: 306,100 February 2023: 304,097

Unemployed February 2024: 8,184 February 2023: 6,469

Jobless rate February 2024: 2.6% February 2023: 2.1%

• Fort Smith metro (Arkansas-Oklahoma) Labor force February 2024: 120,928 February 2023: 118,381

Employment February 2024: 116,165 February 2023: 114,858

Unemployed February 2024: 4,763 February 2023: 2,523

Jobless rate February 2024: 3.9% February 2023: 3%

• Hot Springs Labor force February 2024: 41,189 February 2023: 42,081

Employment February 2024: 39,618 February 2023: 40,670

Unemployed February 2024: 1,571 February 2023: 1,411

Jobless rate February 2024: 3.8% February 2023: 3.4%

• Jonesboro Labor force February 2024: 66,838 February 2023: 68,002

Employment February 2024: 64,753 February 2023: 66,361

Unemployed February 2024: 2,085 February 2023: 1,641

Jobless rate February 2024: 3.1% February 2023: 2.4%

• Central Arkansas Labor force February 2024: 369,912 February 2023: 359,027

Employment February 2024: 357,886 February 2023: 349,198

Unemployed February 2024: 12,026 February 2023: 9,829

Jobless rate February 2024: 3.3% February 2023: 2.7%

• Memphis/West Memphis Labor force February 2024: 619,653 February 2023: 631,175

Employment February 2024: 598,182 February 2023: 604,890

Unemployed February 2024: 21,471 February 2023: 26,285

Jobless rate February 2024: 3.5% February 2023: 4.2%

• Pine Bluff Labor force February 2024: 31,593 February 2023: 32,205

Employment February 2024: 30,126 February 2023: 30,894

Unemployed February 2024: 1,467 February 2023: 1,311

Jobless rate February 2024: 4.6% February 2023: 4.1%

• Texarkana (Arkansas-Texas) Labor force February 2024: 62,540 February 2023: 62,778

Employment February 2024: 59,785 February 2023: 60,035

Unemployed February 2024: 2,755 February 2023: 2,743

Jobless rate February 2024: 4.4% February 2023: 4.4%