Employment Law Marketing, Intake & Growth Systems
Employment law has an intake screening problem more than a lead generation problem. Inquiry volume is high because a great many people feel wronged at work, and only a fraction have a claim worth pursuing.
At the same time the deadlines are unforgiving. EEOC charge windows and state limitations periods can be measured in months, and a matter that sat unscreened for three weeks may have lost its viability while it waited.
What makes employment law different
These are the problems specific to this practice—not a generic list with the practice area name swapped in.
High inquiry volume with a low viable-claim rate
Most people who call have a grievance rather than a claim. Screening consumes enormous attorney and staff time, and doing it slowly means the viable matters wait behind the rest.
Filing deadlines that run while a matter sits in a queue
EEOC windows and statutory limitations periods don't pause for intake backlog. A slow screen can cost a claim outright.
Case evaluation requires documents the client has to find
Employment agreements, handbooks, performance reviews, termination letters, and email records. Assessing viability means collecting all of it first.
Contingency economics make screening accuracy critical
Taking a weak matter is expensive and turning away a strong one is worse. Both errors trace back to how the initial screen was done.
Four systems, applied to employment law
How each pillar of the Growth Engine works specifically for a employment law practice.
- 01Attract
Attract the claims, not just the grievances
Search and content built around the specific claim types you take—wage and hour, discrimination, wrongful termination—so inquiry volume skews toward viable matters from the start.
- 02Convert
Screen thoroughly, and fast
Structured intake that captures the facts viability actually turns on, scores against your criteria, and flags approaching deadlines before the matter reaches an attorney.
- 03Automate
Deadlines and documents tracked by the system
Automatic deadline calculation and alerting from the triggering event, plus document collection workflows that gather the employment record without staff chasing it.
- 04Scale
Screen more matters without more attorney hours
Case evaluation visibility across the pipeline, acceptance-rate reporting by claim type, and screening that scales without senior attorneys doing the first pass.
Months
EEOC and statutory windows that run during intake delay
High volume
of inquiries relative to viable claims
Automated
deadline calculation from the triggering event
Figures from published industry research where cited. We don't publish unattributed numbers—your clients would ask us for the source, and so should you.
Where employment law firms usually start
Questions, answered
Built for employment law. Not adapted to it.
Book a 30-minute strategy call. We'll map how your employment law practice handles intake today and which system is worth fixing first.