David Lat spent years climbing the legal ladder, clerking, working at Wachtell, joining the DOJ, before realizing that the most meaningful part of his career wasn’t going to happen in a courtroom. Joining Chris Batz and Howard Rosenberg, David talks through the decisions that shaped his path, from writing a cheeky anonymous blog about federal judges to launching “Above the Law” and building one of the most influential voices in legal media. He reflects on the pressure to follow prestige, the pull of creative work, and the unexpected ways his early writing opened doors he didn’t even know existed.

A serious case of COVID-19 in 2020 forced him to pause and take stock. What would it look like to return to writing on his own terms? What parts of the legal world still felt worth exploring? Those questions led to “Original Jurisdiction,” a Substack newsletter where David now shares sharp, thoughtful takes on the profession he never fully left. David also opens up about parenting two young kids with his husband Zach, navigating surrogacy, and finding ways to stay engaged without burning out. This episode is a look at what it means to shift gears without losing momentum, and how the best version of your work might be the one that feels the most like you.

Episode Breakdown:

00:00 Meet David Lat: From Wachtell to Legal Media

05:41 The Birth of Underneath Their Robes

06:59 Launching Above the Law

10:54 The Rise and Reach of Above the Law

13:25 Why David Stepped Away from Legal Journalism

16:23 A Life-Changing COVID-19 Experience

18:02 Starting Over with Original Jurisdiction

27:00 Legal Parenthood, Surrogacy, and Family Life

31:45 Candid Advice for Aspiring Writers and Lawyers

39:54 Big Law, AI, and the Future of the Profession

Links

Connect with David Lat:

Substack: https://davidlat.substack.com/

LinkedIn: https://www.linkedin.com/in/davidlat/

Connect with Howard Rosenberg:

LinkedIn profile: https://www.linkedin.com/in/hrosenberg/

Company web profile: https://www.baretzbrunelle.com/howard-rosenberg

Connect with Chris Batz:

LinkedIn Profile: https://www.linkedin.com/in/chrisbatz/

LinkedIn Company page: https://www.linkedin.com/company/columbus-street/

Columbus Street website: https://www.columbus-street.com/

Podcast production and show notes provided by HiveCast.fm

Titles don’t build trust, people do. And according to Rebecca Goodman-Stephens, that’s where real leadership begins. Rebecca is the CEO of Moses Singer, a New York law firm, but her story starts far from the legal world. She grew up across the UK, Switzerland, and France, studied clinical psychology, and built her career in consulting and public accounting before stepping into her current role. Along the way, she kept coming back to the same core skill: understanding people.

As she joins hosts Chris Batz and Howard Rosenberg, Rebecca shares how her background shaped her leadership style, and why listening, curiosity, and follow-through matter more than any formal authority. How do you get people to want to work with you? How does one shift a firm’s culture without blowing up what’s already working?

Rebecca also talks about her move into legal services and what surprised her most, like how much creativity and momentum she’s found in a space often viewed as slow to change. From evolving compensation structures to narrowing focus and driving intentional growth, she walks through the mindset behind her first two years as CEO.

This episode touches on private equity and what legal leaders can learn from the accounting world. Rebecca offers a clear message: don’t wait for outside investment to fix what you haven’t yet addressed internally.

Episode Breakdown:

00:00 Meet Rebecca Goodman-Stephens

04:04 How Clinical Psychology Shapes Rebecca’s Leadership Approach

08:02 Lessons from Consulting and Public Accounting

12:52 Why Rebecca Moved into Legal Services

15:50 What Surprised Rebecca About the Legal Industry

17:27 Leading Change as CEO at Moses Singer

21:13 Private Equity and the Future of Law Firms

24:23 Building a Resilient, Forward-Looking Organization

26:41 Launching a Business-Focused Law Firm Podcast

27:56 Personal Passions, Family Life, and New York Favorites

Links

Connect with Rebecca Goodman-Stephens:

LinkedIn Profile: https://www.linkedin.com/in/rebecca-goodman-stephens-b702665/

Connect with Howard Rosenberg:

LinkedIn profile: https://www.linkedin.com/in/hrosenberg/

Company web profile: https://www.baretzbrunelle.com/howard-rosenberg

Connect with Chris Batz:

LinkedIn Profile: https://www.linkedin.com/in/chrisbatz/

LinkedIn Company page: https://www.linkedin.com/company/columbus-street/

Columbus Street website: https://www.columbus-street.com/

Podcast production and show notes provided by HiveCast.fm

Succession only looks seamless from the outside. Yakub Hazzard shares what it really took to step into the chair role at Mitchell Silberberg & Knupp LLP, and why leadership transitions require more than just good timing.

How do you plan for change without disrupting what already works? Yakub walks through the nearly two-year succession planning process that prepared him to take over as chair, from building internal alignment to choosing the right leadership partner. He shares how the firm prioritized culture over convenience, and why that made all the difference.

Yakub also reflects on his journey from paralegal to partner, with a few unexpected stops along the way. Raised in a household of professional athletes, he learned early what discipline looks like up close. Time at NBCUniversal gave him a new perspective on what clients actually need from their lawyers, something he carries into every interaction today.

The episode also covers how the firm is growing with intention, where entertainment law is headed, and how AI is already reshaping the conversation. Yakub’s perspective is steady, strategic, and refreshingly grounded.

Episode Breakdown:

00:00 Yakub Hazzerd’s Background

04:46 Starting in Law: From Paralegal to Partner

07:06 Going In-House at NBCUniversal

09:00 Returning to MSK and the Shift Back to Private Practice

10:05 Succession Planning and Leadership Transition

13:30 Strategic Growth and Culture-Driven Hiring

18:35 Industry Disruption: Streaming, Gaming, and AI

27:34 Building High-Performing Teams

Links

Connect with Yakub Hazzard:

LinkedIn Profile: https://www.linkedin.com/in/yakub-hazzard-1469b113/

Firm Website Bio: https://www.msk.com/attorneys-Yakub_Hazzard

Connect with Howard Rosenberg:

LinkedIn profile: https://www.linkedin.com/in/hrosenberg/

Company web profile: https://www.baretzbrunelle.com/howard-rosenberg

Connect with Chris Batz:

LinkedIn Profile: https://www.linkedin.com/in/chrisbatz/

LinkedIn Company page: https://www.linkedin.com/company/columbus-street/

Columbus Street website: https://www.columbus-street.com/

Podcast production and show notes provided by HiveCast.fm

Law firms that treat innovation like a team sport are the ones shaping the future of legal practice.

Chris Batz and Howard Rosenberg sit down with Jamie Drozd, the managing partner at Davis Wright Tremaine LLP, a corporate law firm known for leaning into technology in ways that actually stick. Jamie shares how her path, from commercial litigator to firm leadership, was shaped by early lessons in service, and how those same values now guide her in a role she never set out to pursue.

What does meaningful growth look like for a modern law firm? For Jamie, it’s not about size. It’s about deepening expertise in industries like technology, financial services, and media, while staying rooted in strong client relationships and a culture that prioritizes collaboration over ego.

Jamie also offers a candid look at how the firm is approaching technology, including artificial intelligence. From firm-wide hackathons to building custom AI tools that support legal writing and workflow, Davis Wright Tremaine LLP is taking a hands-on approach to innovation—one that empowers people at every level to think creatively about client service.

This episode leaves listeners with a clear vision: growth that reflects the firm’s values, a workplace that supports both ambition and well-being, and a culture where tech isn’t a trend but a mindset.

Episode Breakdown:

00:00 Introduction

02:09 Leadership Roles and Achievements

09:27 Firm’s Growth Strategy

13:19 Embracing AI and Technology

18:25 Internal Drive for Innovation

20:13 Geographic Expansion Considerations

22:52 Transition from Practicing Attorney to Managing Partner

25:57 Hybrid Work Environment and Engagement

30:50 Long-term Vision and Goals

Links

Connect with Jaime Drozd:

LinkedIn Profile: https://www.linkedin.com/in/jaime-drozd-7592733/

Firm Website Bio: https://www.dwt.com/people/d/drozd-jaime

Connect with Howard Rosenberg:

LinkedIn Profile: https://www.linkedin.com/in/hrosenberg/

Company web profile: https://www.baretzbrunelle.com/howard-rosenberg

Connect with Chris Batz:

LinkedIn Profile: https://www.linkedin.com/in/chrisbatz/

LinkedIn Company page: https://www.linkedin.com/company/columbus-street/

Columbus Street website: https://www.columbus-street.com/

Podcast production and show notes provided by HiveCast.fm

Private equity is making moves in the legal industry, and Crispin Passmore has a message for firms that think they can ignore it: adapt or risk getting left behind.

Chris Batz and Howard Rosenberg sit down with Crispin, the co-founder of Stratify and a former U.K. regulator turned law firm consultant, to talk about what’s happening on both sides of the Atlantic. Why has the U.K. embraced alternative business structures while the U.S. continues to resist change? Is the legal industry really evolving, or does it just feel that way to those pushing for reform? Crispin shares his perspective on where things stand, why some firms feel no urgency, and what’s fueling the momentum in places like Arizona.

Crispin also dives into what private equity sees in the legal sector: why investors are drawn to it, how they’re already involved, and what it means for firms that want to stay competitive. But money alone won’t solve the industry’s biggest challenges. Governance structures are outdated. Succession planning is a mess. Many firms still operate as if the market hasn’t changed in decades. Crispin explains why those who are looking outward, not inward, will have the biggest advantage in the years ahead.

Change may feel slow, but as Crispin puts it, revolutions rarely happen overnight. When the shift picks up speed, will firms be ready?

Episode Breakdown:

00:00 Introduction to Private Equity in Legal Industry

03:04 Comparison of U.K. and U.S. Legal Market Liberalization

05:50 Success of ABS in the U.K.

08:02 U.S. States Experimenting with Legal Market Liberalization

11:45 Structuring National Practices from Arizona ABS

14:55 Vulnerability of Law Firms to Market Changes

16:45 Private Equity Interest in Legal Market

19:06 Alternative Ways for Private Equity to Enter U.S. Legal Market

21:15 Challenges of Private Equity in Traditional Law Firms

25:13 Changing Dynamics in Law Firms with Private Equity

29:02 Future of U.S. Law Firms with ABS in the U.K.

33:35 Effective Use of Raised Capital by Law Firms

35:17 IPOs vs. Private Markets for Law Firms

Links

Connect with Crispin Passmore:

Profile: https://www.linkedin.com/in/crispin-passmore/

Firm Website Bio: https://www.passmoreconsulting.co.uk/about-me

Connect with Howard Rosenberg:

LinkedIn profile: https://www.linkedin.com/in/hrosenberg/

Company web profile: https://www.baretzbrunelle.com/howard-rosenberg

Connect with Chris Batz:

LinkedIn Profile: https://www.linkedin.com/in/chrisbatz/

LinkedIn Company page: https://www.linkedin.com/company/columbus-street/

Columbus Street website: https://www.columbus-street.com/

Podcast production and show notes provided by HiveCast.fm

“It’s astonishing; it’s just mind-blowing,” says Chris Batz about the exponential growth in revenue generated by the AmLaw top 100 firms in the last 22 years. On today’s episode of The Future is Bright, Chris takes a closer look at these numbers, what’s driving them and which firm comes out on top. He also takes a look at the increasing number of firms who are choosing to merge in order to, among many reasons, increase competition, deepen their benches, and to increase their geographic reach.

On his first solo episode of the podcast, Chris draws from quotes from executives at several high-profile firms who explain their motivation for merging. So often, it was a matter of shared values—very often people-focused values—aligning and that the decision benefits the internal teams just as much as it does the client. Chris, who is now exclusively focused on assisting firms with this process, offers his own insights on the topic.

Join today’s episode of The Future is Bright to learn how far corporate law firms have come in the past 20 years, and what it means for the future.

Quotes

• “I am assisting firms where they are really feeling the effects of these incredibly large law firms and the consolidation that is taking place at a rapid pace right now.” (3:08 | Chris Batz)

• “Twenty-two years ago, in 2002, there were only two law firms that were generating a billion in revenue annually, a year. The other 98 were, of course, less than a billion in revenue. Twenty-two years later, it is astonishing, but more than half—54 firms—now, of the AmLaw100, are generating more than a billion. To break that down, 33 firms are generating a billion to just under 2 billion. The two to three billion mark, or just under three billion is 14 firms. And then we have three billion and more—seven firms. It’s just mind-blowing.” (4:44 | Chris Batz)

• “We’ve had substantial consolidation, explosive growth, and of course, there have been price increases, clients are reducing the amount of firms they’re working with, generally speaking. They’re finding firms with broader benches and deeper benches, especially sub-specialties is a really important thing, as well as geographic reach.” (7:11 | Chris Batz)

• “Clients have ‘reputational risk.’ General counsel, the boards, CEOs, CFOs, decision-makers of these large clients. And perception—even though you think reality is different—perception shows that smaller firms are riskier decisions to give valuable work to. So, that valuable work goes to the bigger firms—not always, but consistently—it’s happening. Valuable being higher rate work, more headline-making work, probably requiring deeper benches, subspecialties, all these things, so that’s one of the reasons consolidations happen.” (17:30 | Chris Batz)

Links

Connect with Chris Batz:

LinkedIn Profile: https://www.linkedin.com/in/chrisbatz/

LinkedIn Company page: https://www.linkedin.com/company/columbus-street/

Columbus Street website: https://www.columbus-street.com/

Podcast production and show notes provided by HiveCast.fm

“It’s all about people management,” says today’s guest Kristina Lawson, drawing parallels between her time as the former mayor of Walnut Creek, CA to her current role as managing partner at Hanson Bridgett LLP, a mid-sized firm which like Kristina, whose practice was in real estate and land use, has a deep connection and dedication to California and its communities. This values-based California law firm’s equity partners comprise nearly 40 percent women—virtually unheard of in the AmLaw 200—which reflects its pioneering and foundational policies of diversity, equity and inclusion. On today’s episode of The Future is Bright, Kristina discusses the firm’s guiding principles, their agile workforce policy that pre-dated the Covid 19 pandemic, and its exemplary approach to transitioning power to the next generation.

The key, Kristina explains, is a willingness to adapt to new working styles, seeing them as opportunities for growth rather than points of criticism. She also discusses the biggest threat to the business of law, the crucial piece of work culture she feels was lost to Covid, and how Hanson Bridgett LLP is navigating the advent of AI.

Join today’s discussion to learn more about Kristina and Hanson Bridgett LLP’s shared guiding principle of putting people first, and the number one issue that keeps her up at night.

Quotes

• “It’s helpful to check back in, both to ground me and the reasons I joined Hanson Bridgett and what Hanson Bridgett’s all about, and again also to check in on those promises I made to our partnership about the direction we’d head in with me at the helm.” (7:32 | Kristina Lawson)

• “Being the mayor of a mid-sized town and the managing partner of a mid-sized firm, there’s a lot of consensus-building and it’s all about people management. Whether it’s constituent management as the mayor or managing the other members of the city council…it’s all about figuring out where those consensus positions are and building trusted relationships, even with people that you don’t agree with, on key issues, so that you can continue to move forward. Those are really the same issues we have here at our partnership.” (8:20 | Kristina Lawson)

• “We need to adapt to where they’re at. Just because they’re doing something differently, does not mean they’re doing it wrong.” (15:47 | Kristina Lawson)

• “Founded by a group who really believed in diversity, equity and inclusion and values-based lawyering before it was a thing…One of the reasons I joined Hanson Bridgett was the firm has an equity partnership which is made up of just about 40 percent women.” (18:57 | Kristina Lawson)

• “The number one thing that keeps me up at night is worrying about whether our people are well and whether we can improve their mental health and wellness as an organization.” (22:22 | Kristina Lawson)

Links

Connect with Kristina Lawson:

LinkedIn Profile: https://www.linkedin.com/in/klawson/

Firm Website Bio: https://www.hansonbridgett.com/Our-Attorneys/kristina-d-lawson

Connect with Howard Rosenberg:

LinkedIn profile: https://www.linkedin.com/in/hrosenberg/

Company web profile: https://www.baretzbrunelle.com/howard-rosenberg

Connect with Chris Batz:

LinkedIn Profile: https://www.linkedin.com/in/chrisbatz/

LinkedIn Company page: https://www.linkedin.com/company/columbus-street/

Columbus Street website: https://www.columbus-street.com/

Podcast production and show notes provided by HiveCast.fm

“It is still quite challenging to convince partners of the need for change when the traditional model is still serving them incredibly well,” says Neville Eisenberg, Senior Strategy Executive, Mishcon de Reya, who joins The Future is Bright to talk about innovation taking place within UK law firms, innovation he helped contribute to with the contract attorney company, Lawyers on Demand, and now with Flex Legal, an alternative legal services provider now owned by Mishcon de Reya. Neville will discuss with hosts Chris Batz and Howard Rosenberg the growing number of opportunities in the alternative legal services provider market and what it means for private equity.

He'll discuss the changes which have taken place in the UK legal landscape as a result of deregulation and a number of legal processes now available in a self-service capacity, and what this means in terms of social justice. He will discuss the widely differing implications of AI on Top 10 law firms and on everyone below them, and the disconnect between supply and demand that he finds most concerning.

Learn Neville's thoughts on the crop of small high-performing law boutiques burgeoning in the UK and the importance of U.S. competition to the UK market.

Quotes

• “It is still quite challenging to convince partners of the need for change, or indeed the value of spending money on doing things differently when the traditional model is still serving them incredibly well.” (11:40 | Neville Eisenberg)

• “The Top Ten law firms in the UK generally regard Gen AI as likely to have a positive impact on their firms, in particular, because they see opportunity for productivity gains. But the rest of the Top 100, so the 90 firms below the top ten, have exactly the opposite, almost exactly, the opposite view of the impact of Gen AI in that they have significant concerns about the pressure that it might produce from clients to reduce cost of legal services and also that there may be a reduction in some of the work that’s outsourced to their firms.” (12:27 | Neville Eisenberg)

• “Notwithstanding the deregulation, there is still—it appears to me from my conversation with clients—there is still a disconnect between the demand side and the supply side in the market.” (20:15 | Neville Eisenberg)

• “One doesn’t have to be in a huge law firm to be successful. There is another model that can work.” (30:20 | Neville Eisenberg)

• “It just seems to me that there is a very strong business case for many of these firms creating shared business services platforms that can benefit from scale economies, and all the other benefits of scale, and running those business services functions in a more effective way.” (32:51 | Neville Eisenberg)

Links

Connect with Neville Eisenberg:

LinkedIn Profile: https://www.linkedin.com/in/neville-eisenberg-47b2586/

Connect with Howard Rosenberg:

LinkedIn profile: https://www.linkedin.com/in/hrosenberg/

Company web profile: https://www.baretzbrunelle.com/howard-rosenberg

Connect with Chris Batz:

LinkedIn Profile: https://www.linkedin.com/in/chrisbatz/

LinkedIn Company page: https://www.linkedin.com/company/columbus-street/

Columbus Street website: https://www.columbus-street.com/

Podcast production and show notes provided by HiveCast.fm