Different leaders use Lexter differently. The best firms use it together.
For Managing Partners
Managing partners use Lexter to maintain a real-time strategic picture of the firm — structure, talent health, competitive position, and client vulnerability — without relying solely on internal reporting.
Sample questions
- How does our firm compare structurally to our closest competitors?
- Where are we losing ground — and where are we quietly gaining?
- Which offices or practice groups need attention before problems become visible?
For Practice Group Leaders
Practice group leaders use Lexter to see how their group compares externally, where talent is thin, and where strategic hires would have the most impact.
Sample questions
- Is my group gaining or losing bench depth?
- Which competitors are building faster in my practice area?
- Where are our succession gaps?
For Chief Talent Officers
Chief talent officers use Lexter to move beyond anecdotal talent management toward evidence-based workforce strategy — tracking retention, conversion, source quality, and pipeline health.
Sample questions
- Are we retaining the right people?
- Which talent sources produce durable hires?
- Are we converting associates to partners effectively?
For BD and Client Leaders
BD and client leaders use Lexter to see client relationships from the outside in — understanding competitive presence, cross-practice exposure, and relationship depth across the firm.
Sample questions
- Who else is our most important client using?
- Where are cross-practice gaps creating risk?
- Which lateral targets would strengthen our client position?
For Executive Committees
Executive committees use Lexter as a shared intelligence layer — turning strategic discussions from opinion-driven debates into evidence-informed decisions.
Sample questions
- Where should we allocate our next strategic hire?
- Which offices are growing sustainably?
- Are we making the right long-term bets?