Lexter gives Canadian law firms a national real-time view of lateral talent, competitor movement, and alumni relationships that drive new business — in seconds, not weeks.
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Practice leaders carry the weight of the firm's future — revenue stability, bench strength, competitive positioning. Those aren't small calls. And yet, the information behind most lateral decisions is surprisingly thin.
A recruiter sends a name. Someone hears a rumour at a conference. You wait for a good candidate to submit an application. The decision gets made, the fee gets paid, and everyone moves on — until the next one.
It's not that firms don't care about talent strategy. It's that there's never been a system to support it. No way to see the full market in real time. No way to track where competitors are building, where your alumni are landing, or whether your bench is actually as strong as it looks on paper. The information exists — it's just scattered across conversations, inboxes, and outdated LinkedIn searches that nobody has time to maintain.
Most firms hire laterals opportunistically. A name surfaces. A recruiter sends a shortlist. Someone makes an intro. But no one sees the full field. Lexter gives you a complete view of qualified lawyers in your market — ranked against your firm’s historical hiring patterns and track record.
Answer in seconds:
• How many qualified laterals exist for this role?
• Where have we successfully hired from before?
• Who internally is connected to them?
• Is this worth a recruiter fee — or not?
Firms signal strategy through talent long before they articulate it publicly. Patterns in partner hiring, associate growth, and attrition within specific practice areas often precede formal announcements or visible market moves.
By the time the press release is issued, the positioning shift is already complete. Lexter tracks hiring and attrition trends across firms and practice groups, giving you early visibility into where competitors are investing, where they may be retrenching, and how your group compares.
Answer in seconds:
• Is this practice growing market-wide — or just at one firm?
• Are we losing bench strength?
• Who is hiring aggressively in our space?Is the talent pool deep enough to justify expansion?
Relationships do not end when lawyers leave your firm. In many cases, they compound.
Former partners and associates move into in-house leadership roles, join emerging companies, or gain influence within key clients. Those transitions often shape future mandates — but most firms have no reliable way to monitor them at scale. Lexter provides structured visibility into alumni career progression, so you can see where influence is forming and act with intention.
Answer in seconds:
• Which former lawyers are now in-house?
• Where are new client-side relationships forming?
• Which groups have the strongest alumni footprint?
All provinces & territories
Leading firms & In-House teams
Drillable by lawyer and office
Data you can trust
Powered by AI + human verification
Daily refresh cadence, never stale, always defensible
Spreadsheet research thats two days to build
Sky high recruiter fees you can't justify
Finding out about attrition at the partner meeting
"We're doing fine" without numbers to prove it
Diversity as slogans, not measurable outcomes
Answer any talent data question in under 90 seconds
Know when/if a recruiter is needed – with data to prove it
Early warning signals before the third resignation
Competitive benchmarking by office, practice, and seniority
Representation tracked where the pipeline breaks