Understanding Signals
Signals are the structured intelligence that Client Portal extracts from real conversations with attorneys. Each signal type captures a different dimension of candidate sentiment, readiness, and market dynamics. Together, they give you a multidimensional picture of what is happening inside your markets.
Signal Types at a Glance
Client Portal captures six core signal types, each with defined possible values:
| Signal Type | What It Measures |
|---|---|
| Movement State | How actively the candidate is considering a lateral move |
| Timing Window | When the candidate might be ready to make a move |
| Motivation Driver | What is driving the candidate's interest in exploring options |
| Conversation Access | How open the candidate is to having a conversation |
| Relationship Permission | The depth of the relationship and trust established |
| Firm Stability | The candidate's perception of their current firm's stability |
Movement State
Movement State captures how actively a candidate is thinking about or pursuing a lateral move.
| Value | Description |
|---|---|
| Not Moving | The candidate has no interest in exploring opportunities right now. They are settled and not looking. |
| Soft Listening | The candidate is not actively looking but is open to hearing about the right opportunity. They would not initiate a search, but they are not shutting the door. |
| Exploring | The candidate is actively thinking about a move. They may be having conversations with other firms or recruiters, weighing their options, and considering timing. |
| Active | The candidate is ready to move and is engaged in active conversations or processes. They have clear intent and urgency. |
Most lateral moves begin in the Soft Listening phase -- before the candidate has told anyone they are open. Identifying these individuals early gives you a timing advantage that is difficult to replicate.
Timing Window
Timing Window indicates when the candidate might realistically be ready to make a move.
| Value | Description |
|---|---|
| Now | The candidate is ready to engage immediately. They may already be in process elsewhere. |
| 0-3 months | The candidate expects to be open or actively moving within the next quarter. |
| 3-6 months | The candidate is thinking about a move in the medium term. There may be a bonus cycle, case milestone, or personal timeline driving the window. |
| 6-12 months | The candidate is considering a move but is looking further out. They may be waiting for a promotion decision, partnership review, or other event. |
| 12+ months | The candidate is not planning to move soon, but has expressed long-term openness. Valuable for relationship building and future positioning. |
Motivation Driver
Motivation Driver captures what is behind the candidate's interest in exploring options. Candidates often have multiple motivations.
| Value | Description |
|---|---|
| Compensation | Seeking better pay, bonus structure, or overall financial package. |
| Promotion | Looking for a clearer or faster path to the next level (e.g., partnership). |
| Platform | Wants a bigger or more prominent platform -- larger deal flow, more significant matters, better client base. |
| Culture | Dissatisfied with firm culture, management style, or work environment. |
| Burnout | Experiencing burnout from workload, hours, or pressure. May be looking for a better quality of life. |
| Work-Life Balance | Specifically seeking better balance between professional demands and personal life. |
| Geographic | Looking to relocate or work in a different market for personal or professional reasons. |
| Practice Fit | Wants to do different work -- a shift in practice focus, client type, or deal structure. |
| Stability | Concerned about the stability of their current firm (departures, financial health, leadership changes). |
Movement State tells you if someone is open. Timing Window tells you when. Motivation Driver tells you why -- and "why" is what lets you tailor your approach effectively.
Conversation Access
Conversation Access measures how receptive the candidate is to having an ongoing dialogue.
| Value | Description |
|---|---|
| Closed | The candidate does not want to engage in conversation. They have declined or asked not to be contacted. |
| Neutral | The candidate was polite but noncommittal. They did not shut down the conversation but did not show clear interest either. |
| Open | The candidate is willing to talk, share information, and continue the dialogue. They are receptive and engaged. |
Relationship Permission
Relationship Permission captures the depth and trust level of the relationship that has been established with the candidate.
| Value | Description |
|---|---|
| Closed | No relationship exists. The candidate has declined further contact. |
| Warm | Initial contact has been made. The candidate knows who you are but there is no established rapport yet. |
| Relationship Building | Multiple touchpoints have occurred. The candidate is responsive and there is a growing level of trust and familiarity. |
| Trusted | A strong, ongoing relationship. The candidate shares openly, responds proactively, and views you as a valued connection. |
Relationship Permission tends to increase over time with consistent, high-quality outreach. A candidate who starts at "Warm" can move to "Trusted" over several conversations -- and that trust becomes a significant competitive advantage.
Firm Stability
Firm Stability reflects the candidate's perception of their current firm's health and direction.
| Value | Description |
|---|---|
| Positive | The candidate views their firm positively -- strong leadership, good financials, healthy culture, growing practice. |
| Stable | The firm is seen as steady and reliable. No major concerns, but no particular excitement either. |
| Negative | The candidate perceives instability -- partner departures, financial pressure, culture problems, or strategic missteps. Candidates at firms perceived as negative are more likely to be receptive to outreach. |
| Unknown | The candidate did not share enough information to assess firm stability, or the topic did not come up in conversation. |
Reading Signals Together
Individual signals are useful, but the real power comes from reading them together. For example:
- A candidate who is Soft Listening + 0-3 months + Compensation motivated is someone who has not told anyone they are open, but is likely to act soon if the right opportunity appears.
- A candidate who is Not Moving + Trusted + Stable is someone who is not a near-term opportunity, but is a valuable long-term relationship to maintain.
- A candidate who is Exploring + Now + Culture + Negative firm stability is a high-urgency opportunity -- they are actively motivated to leave.
Signals change over time as new conversations happen. A candidate's movement state, timing, and motivations evolve. Client Portal captures these shifts so you always have the most current picture.