Client Success Story Colorado Personal Injury Law Firm
Industry: Personal Injury Law
Business model: B2C legal services
Headquarters: United States (multi-location practice)
Key initiatives: Financial discipline, HR infrastructure, leadership accountability, prepare for scalable growth
The problem
The firm had strong case demand and a growing team — but internal infrastructure had not kept pace with growth.
Finance and people operations were operating reactively. Hiring decisions were urgent instead of planned, compensation lacked structure, and financial reporting did not provide leadership with decision-making clarity. The partners felt the weight of running both a law firm and an internal operating company.
Key challenges included:
No strategic financial planning or forecasting
Limited visibility into profitability by role, team, or case type
HR processes inconsistent across departments
Compensation and hiring decisions made case-by-case
Leadership spending significant time resolving internal operational questions
Growth increasing complexity faster than internal systems could support
The firm was successful — but increasingly heavy to operate.
The solution
Savvy Strategic Partners embedded a fractional CFO to unify financial strategy and people operations into a scalable operating structure.
Financial Clarity & Planning
Implemented forecasting and forward-looking financial planning
Built reporting dashboards translating financials into operational insight
Identified profitability drivers across roles and case types
Established budgeting discipline tied to growth targets
HR Infrastructure
Standardized compensation philosophy and pay bands
Introduced structured hiring planning instead of reactive recruiting
Defined role expectations and accountability measures
Created decision frameworks for staffing and capacity
Leadership Decision Support
Equipped partners with data-backed decision tools
Reduced escalations related to pay, staffing, and spending
Shifted conversations from “what can we afford?” to “what drives value?”
Operational Integration
Connected people decisions directly to financial performance
Aligned hiring plans with case volume projections
Created ongoing financial-operational review cadence
The results
Over a 10-month engagement, the firm gained operational stability and leadership capacity:
Clear financial forecasting supporting confident hiring decisions
Consistent compensation and role structure across the firm
Improved profitability visibility by team and role
Leadership time redirected from internal problem-solving to client outcomes
Reduced operational friction across departments
Infrastructure capable of supporting continued growth
“For the first time, we’re making staffing and compensation decisions based on a plan instead of pressure. The business feels lighter because decisions don’t live in our heads anymore — they live in the system.”
– Managing Partner
