{"id":2075,"date":"2025-01-21T12:47:10","date_gmt":"2025-01-21T12:47:10","guid":{"rendered":"https:\/\/digital.dh-design.co.uk\/centrum-spring-2025\/?page_id=2075"},"modified":"2025-03-28T10:00:00","modified_gmt":"2025-03-28T10:00:00","slug":"in-conversation","status":"publish","type":"page","link":"https:\/\/digital.dh-design.co.uk\/centrum-spring-2025\/in-conversation\/","title":{"rendered":"In Conversation"},"content":{"rendered":"\t\t
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In Conversation with\u2026 <\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Rachel Hussey<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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As she marks 25 years at Arthur Cox, Rachel Hussey talked to Centrum editor David Leck about why strategies set in stone are no longer realistic, how the firm\u2019s marketing operation grew from just one person [her] to a team of 25, the reason she cannot bear the term \u2018non-fee earner\u2019, and the enduring rewards she finds within a perfect blend of clients, work and people.<\/h2>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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PSMG London Summit 2025<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Rachel will chair this year\u2019s PSMG Annual London Summit on June 26. For delegate registration, sponsorship and other enquiries, please contact Gail Jaffa<\/span><\/a>.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Rachel Hussey,<\/strong>
Clients and Markets Partner,<\/em>
Arthur Cox<\/strong><\/span><\/p>

rachel.hussey@arthurcox.com<\/a><\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Q. First off Rachel, many congratulations on 25 years at Arthur Cox. We perhaps think of careers in more short-term chunks these days. Tell us about some of the factors that made you stay?<\/strong><\/h5>

Thank you – I still can\u2019t believe it\u2019s true. I always know how long I\u2019ve been here as I joined at the beginning of the century!\u00a0 People do now think more short term when it comes to a career \u2013 and I did too when I joined. I\u2019d been practising law at another firm and I thought I would do a business development and communications role for a few years here at Arthur Cox\u2026and look how that worked out.<\/p>

One of the reasons I\u2019ve stayed so long is the people. I know a lot of firms say they have great people, but we really do; we\u2019re not hierarchical and it\u2019s very collegiate. People work hard but we also have fun and being in a firm at the top of its game is difficult to beat. I\u2019m not sure why I would move somewhere that doesn\u2019t have the same quality of clients, work and people. At the start it was just me and now we have a team of 25. I was delighted to be made partner in 2007 and I now sit on our management committee so I am centrally involved in the business.<\/p>

Q. You\u2019re well placed to talk about the changes in how we market and sell professional services? What have been the best of the developments? And which ones have you perhaps been less enthusiastic about?<\/h5>

So much has changed \u2013 and principally with technology and digital. When I started, many firms didn\u2019t even have a website and nowadays a website is only a part of the digital offering. PR back then was literally the newspaper of record that went to print in the evening. Now PR really is public relations, and reputation management is multi-faceted, especially on social media. Clients are more sophisticated and, dare I say it, demanding, but that\u2019s their right.<\/p>

If you go back to the beginning of my career, lawyers didn\u2019t really value business development, let alone marketing. Accountancy firms were way more advanced. I think we have caught up and lawyers (well most of them) really appreciate and understand the support a top-class BD and marketing team [BD&M] provides – and the value it adds. It\u2019s great to have so many more metrics from an RoI perspective too. Lawyers respond when there\u2019s evidence.<\/p>

On balance, I think most of the developments have been positive. But if we feel there\u2019s been a lot of change so far, I think we\u2019re in for a rollercoaster of a ride with GenAI. I believe it will have an enormous impact on the legal profession generally and on BD&M. It\u2019s important to look at this new tool as an opportunity rather than a threat. We need to be open-minded and nimble about how we respond. I think it will make everyone\u2019s work more interesting and that can only be a good thing.<\/p>

Q. PwC research<\/a><\/span> last year showed 45% of some 5000 global CEOs surveyed feel their organisation won\u2019t be fit for purpose in the next decade without significant transformation. That surely points to there being issues around business models overall?<\/h5>

That\u2019s an interesting statistic and there\u2019s that clich\u00e9 organisations fail because they are structured to serve a world that no longer exists. I think the PSF [professional services firm] model is being challenged on several fronts. I have already mentioned GenAI which is clearly huge and is likely to impact the shape of the law firms of the future and what clients expect of those advising them.<\/p>

Generation Z and their expectations and career plans is another – they don\u2019t come into firms and believe they\u2019ll be there for 30 years. Many don\u2019t want to be a partner either and have different priorities in terms of what they want and expect from life, which is not always compatible with what law firm life has traditionally been like. Having said that, I think every generation believes the one coming behind is different and are sometimes critical. It does feel different this time though. To address some of these issues, we\u2019ve developed several alternative career paths for people including \u2018of counsel\u2018 and senior legal tech roles.<\/p>

Q. Another obvious challenge is that it\u2019s become business-critical to be, as you\u2019ve said, nimble and more comfortable in adapting. Some might say that\u2019s especially challenging within a professional services\/partner structure?<\/h5>

You\u2019re right it\u2019s important to be adaptable and firms need to find ways to make that happen. The PSF model of fill up the tank during the year, empty it at the end and start again does not always lend itself to long-term thinking or planning. In fact, it does the opposite. Partners have the brainpower to really think and plan and it\u2019s more a question of changing the culture to think long-term. And to be prepared \u2013 and have the courage – to change plans if required. For example, a five-year strategy is no longer realistic. A firm that had such a strategy even three years ago would most likely not have included GenAI in a SWOT analysis. I think Covid is a good example of firms being good at adapting and changing.<\/p>

Q. Something else we\u2019re looking at in this issue is workplace ageism or, at least, our perceptions around age? I\u2019m interested in [A] what\u2019s going to happen when\/if more wisdom and experience leaves the building, and, [B] how are we then going to teach young lawyers and other staff key skills such as judgement?<\/h5>

There\u2019s a lot of talk about ageism and it\u2019s quite funny really as the one thing that is going to happen to everyone (if they\u2019re lucky) is they are going to grow older. As you know, many law firms tend to have relatively low retirement ages; it\u2019s a demanding job. But I think there is room for people who want to stay on, particularly if they\u2019re in a specialist area. There is life after law though. In recent years, several of our partners who retired have gone into interesting in-house and advisory roles.<\/p>

The judgment question is an interesting one and GenAI comes into play. We all cut our teeth on drafting documents and sitting in data rooms doing due diligence or reading discovery documents. If GenAI is going to do all of that, how will we teach young lawyers judgment? What will judgment even mean in the future? There are existential questions around all of this.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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“I cannot bear the term non-fee earner or non-lawyer or, in fact, non-anything. You never hear a person being described as a non-doctor. Even non-chargeable or non-billable is a terrible description of time that is generally being spent on valuable work such BD or learning and development.”<\/h4>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Q. I know you\u2019re keen to stamp-out the term \u201cnon-fee earner\u201d. It seems to me that\u2019s part of a wider challenge around changing perceptions of both roles and generational differences?<\/h5>

I cannot bear the term non-fee earner or non-lawyer or, in fact, non-anything. You never hear a person being described as a non-doctor. Even non-chargeable or non-billable is a terrible description of time that is generally being spent on valuable work such BD or learning and development. Years ago we introduced the term business services for the various functions (I never liked \u2018support\u2019 functions either) and the concept of investment time which more accurately describes time that is not being charged to clients.<\/p>


Q. What are the biggest challenges for the business currently in attracting staff?<\/h5>

The pandemic changed so much in terms of how we work, both physically and what people value. We\u2019ve done a lot on articulating our purpose and principles so people in the firm and prospective recruits have a clearer idea of what we\u2019re about and why we\u2019re all working together. I think the culture needs to be front and centre and trying to make sure everyone feels like they belong and are valued can be more difficult to achieve if people are working remotely [our policy is that most people can work from home up to 50% of the time]. From my own team\u2019s perspective, we find it difficult to find men who want to work in BD&M but we always try and have men on a shortlist and still aim to have 30% if we can.<\/p>

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Q. Energy transformation is something in which I know the firm is involved. It\u2019s a complex topic. What are the BD challenges of this service offering?<\/h5>

Energy is one of our key sector groups and we have a great team of mostly young partners working in that space; it\u2019s an interesting area. As it happens, Ireland and indeed the EU have set serious targets on renewables and most of our work is around those projects and the regulation of new sources of power. We have a lot of wind in Ireland but not so much sun for solar. There is an intensive roll out of infrastructure for EVs too and there\u2019s a lot of work in that area. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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“We all cut our teeth drafting documents and sitting in data rooms doing due diligence or reading discovery documents. If GenAI is going to do all of that, how will we teach young lawyers judgment? What will judgment even mean in the future? There are existential questions around all of this”<\/h4>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Q. Going back to AI. Surely, in the end, the outcome will sit somewhere between the sort of business transformation we\u2019ve always seen with a continued reliance on the best counsel and professional guidance.<\/h5>

I think we will have firms that are a kind of hybrid model with technologists and prompt engineers working alongside lawyers to provide advice to clients. As anyone who is using AI models already as part of their work will appreciate, the human element is important. I also hope we\u2019ll have a profession-wide agreed set of principles and ethical guidance. I wouldn\u2019t underestimate GenAI though!<\/p>

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Q. I know you have thoughts on female leadership traits and how they\u2019re now perceived?<\/h5>

I think one of the interesting things that came out of Covid was an increased appreciation of leadership traits that are more commonly associated with women [but, of course, men can have them too] such as empathy and being kind and caring. That was needed during Covid but I think workplaces are all the better for more people having, or working on developing, those traits. Your male traits will get you to the top, but your female traits will keep you there!<\/p>

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Q. It seems as if so much has changed over recent years, for clients as well as for staff. What gives you cause for optimism?<\/h5>

I am quite an optimistic person. I suppose I believe in the human spirit and in us all working together \u2013 certainly at a firm level. It\u2019s hard to be optimistic about the world at the moment but I\u2019m hopeful. If everyone treated each other with more respect, we\u2019d be in a much better place.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Snap Shot<\/h5>


<\/strong>2019 –<\/strong>
Clients and Markets Partner <\/em>
Arthur Cox<\/p>

2007 \u2013 2019<\/strong>
Partner, Head of Business Development<\/em>
Arthur Cox<\/p>

2000 \u2013 2007<\/strong>
Communications Director <\/em>
Arthur Cox<\/p>

1991 \u2013 1999 <\/strong>
Solicitor<\/em>
McCann FitzGerald<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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2024 –
<\/em><\/strong>Pro-Chancellor<\/em>
Trinity College Dublin <\/p>

2023 \u2013<\/strong>
Member<\/em>
Review Group of Balance for Better Business<\/p>

2020 \u2013 <\/strong>
Member<\/em>
Business Development and Marketing Sub-Committee<\/em>
IBA Law Firm Management Committee<\/p>

2015 \u2013<\/strong>
Member<\/em>
Steering Committee of 30% Club Ireland<\/em>
(Chair from 2019- 2022)<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Getting to Know You<\/h5>


Best bit of advice you\u2019ve been given?<\/strong>
<\/em>Say yes to every opportunity.

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Best bit of advice you\u2019d give someone at the start of their career?<\/strong>
<\/em>Try very hard to not overthink\u2013 don\u2019t sweat the small stuff and ask yourself what really matters.

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What led you to this career
<\/strong>I loved history and English in school – and my mother always said I was very good at arguing!<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Best holiday destination?<\/strong>
Clare island, off the west coast of Ireland.

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Favourite pastime? <\/strong>
Spending time with my family and my friends.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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arthurcox.com<\/a><\/span><\/em><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Quicklinks<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Back to Centrum Contents In Conversation with\u2026 Rachel Hussey As she marks 25 years at Arthur Cox, Rachel Hussey talked to Centrum editor David Leck about why strategies set in stone are no longer realistic, how the firm\u2019s marketing operation grew from just one person [her] to a team of 25, the reason she cannot […]<\/p>\n","protected":false},"author":3,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-2075","page","type-page","status-publish","hentry"],"rankMath":{"parentDomain":"dh-design.co.uk","noFollowDomains":[],"noFollowExcludeDomains":[],"noFollowExternalLinks":false,"featuredImageNotice":"The featured image should be at least 200 by 200 pixels to be picked up by Facebook and other social media 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