The Work Well Together solution: rethinking recruitment by evaluating relational dynamics

At Squair, we are committed to attracting the best talent and offering them optimal working conditions to meet the needs of our customers. We also ensure that the lawyers we hire share our values and our vision of an entrepreneurial and team-based practice.

Our recruitment process is structured, transparent and demanding, in order to guarantee an optimal match between the candidates for the association and our firm.

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It is based in particular on the Work Well Together (“WWT”) solution, designed to assess the alignment of the candidate's emotional and relational profile on a daily basis, and under stress, with our firm culture and our way of working as a team. This solution is revolutionizing recruitment by placing relational dynamics at the heart of the process.

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I. Why a new approach to recruitment?

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Traditional recruitment tools tend to establish a static profile, often influenced by the candidate's potential social desirability bias. By assessing a candidate's ability to integrate and collaborate within a collective that embodies shared values, WWT offers a more human and nuanced approach than traditional psychometric tests.

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Robert Zuili, clinical psychologist, author, speaker and co-founder of WWT, emphasizes that it is indeed essential to measure the relational dynamics of a candidate, that is, the way in which he interacts within a collective and contributes to the creation of value.

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Unlike traditional tests, the WWT questionnaire does not seek to lock the candidate into a fixed typology. He assesses his emotional profile in real work situations, thus highlighting:

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- relational quality: the tool measures how the candidate interacts, not in absolute terms but specifically within the framework of this or that relationship, reacts to stress and adjusts his behavior according to collective requirements;

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- the ability to evolve together: The challenge is not to declare a candidate incompatible, but to determine what collective efforts will be necessary to maximize synergy within the team.

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One of the major innovations of WWT also lies in the development of an “avatar of values” ”. The emotional profiles of a dozen lawyers recognized for embodying the spirit and core values of the firm were aggregated to create a typical profile, which represents the “Squair identity”. The tool then makes it possible to measure the proximity of the candidate's profile to this avatar. The closer it is to the model, the higher its chances of harmonious integration.

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In addition, by identifying the differences between the candidate's profile and the avatar, the tool offers recommendations on areas for collaborative development, thus promoting successful and sustainable integration.

II. How is the WWT solution integrated at Squair?

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At Squair, we are looking for lawyers who share our values: professional excellence, positivity, respect for others and the ability to question themselves, autonomy, entrepreneurial spirit, team spirit, team spirit, desire to build something great together.

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Our recruitment process is therefore not limited to the search for technical skills and is not based on a turnover criterion. The emphasis on the firm's human and collaborative approach has a significant impact on the quality of interactions between and within our teams. Only candidates who are truly aligned with our culture and motivated by the desire to work together can join the firm.

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Our recruitment process consists primarily of a series of interviews and meetings:

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- with the two co-founders of the firm, Olivier Lopez and Damien Gorse, in particular in order to allow the candidate to fully understand our functioning, our values and our vision;

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- with several lawyers exercising the same activity as that of the candidate or a complementary activity, in order to discover the functioning of the team he is intended to join and the partners with whom he would be required to collaborate; and

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- with one or more lawyers from the Squair office in which the candidate wishes to practice, allowing him in particular to appreciate the local dynamic.

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If it appears from these exchanges that the candidate presents a profile in line with our vision and with whom we would like to work and develop the firm, we invite him to answer the WWT questionnaire. The latter therefore does not replace direct exchanges but complements them by providing objective and scientific data on relational dynamics, without ever being totally decisive in our desire to continue or interrupt the recruitment process.

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If the candidate is recruited, their integration will continue as part of a Onboarding progressive with Fanny Hohn, our Secretary General and Elise Maillot, our Communication and Marketing Director. This Onboarding allows him to quickly understand our operational organization, the functioning of our collaborative tools and to integrate into teams in the best conditions.

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III. Why join Squair?

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Joining us means benefiting from the resources of a traditional firm while maintaining total freedom in its practice.

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By joining Squair:

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- above all, you join a team of highly competent lawyers with diverse profiles; and

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- you have all the resources and services you need to support your clients in the best conditions: international networks of lawyers, offices, communication & marketing, office management, training, training, research tools, administrative support, etc.

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However, unlike traditional firms, our partners freely determine the relationship they want to maintain with their clients, including in financial terms:

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- Squair does not impose any hour or turnover objective, neither direct or indirect. The partners set their goals themselves and are not accountable for their billing;

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- the remuneration formula is completely transparent and strictly identical for all partners: they receive a percentage of the turnover they generated and/or processed, which varies according to their performance over the last 365 days. The remuneration is therefore based on their recent performance and not on their seniority, and will not be impacted by the performance (or lack of performance) of the other partners, nor by the management decisions taken for the firm. The remuneration formula is fair for partners, who receive a significantly higher share of turnover than in other business firms of equivalent size; and

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- the partners do not buy their share in the firm and are not subject to any minimum contribution to expenses.

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To help you get to know us better, we invite you to listen to the Squair Podcast, in which our lawyers share their career, their vision of the profession and their experience within the firm.

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Are you interested in Squair? Or do you simply want to know more about how the WWT method fits into our recruitment process? Contact us via the contact form, on social networks — in particular LinkedIn — or via the email address of our lawyers.