Webinar

How To Find and Create an Accommodating eDiscovery Environment

Culture Counts

Many women find eDiscovery a challenging field for advancement. But it doesn’t have to be that way.

Culture counts, both in companies you’re considering and in ones you’re creating as a leader.

In this webinar, you’ll learn best practices from a seasoned panel of Level Legal experts on ways to find and create an accommodating eDiscovery culture – from human resources to administration, recruiting, business development, and managed review.

  • Learn how to assess a potential employer based on a holistic view.
  • Get practical tips as a manager to create an accommodating eDiscovery culture.
  • Go above and beyond with unique ways to deliver delight on the job.

Join us for this webinar created by Level Legal in cooperation with Women in eDiscovery. Both organizations aim to provide the information you need to build a successful career.

Sign up to join the webinar.

Tamara Buie

Tamara Buie

Chief People Officer

The first time you experience Tamara Buie’s smile, there is no doubt she hails from the Golden State. Her energy and enthusiasm for all the people in her life make her the perfect person as Level Legal’s first Chief People Officer, building and growing a culture that our people want to be a part of for the long game. And the long game is her sweet spot.
After Tamara’s mom forbade her to continue her teenage “theater geek” days in college, Tamara discovered her passion at the intersection of psychology and business, studying both as an undergraduate and then achieving her masters in industrial organizational psychology. She found her way to Human Resources (although she prefers not being referred to as “HR”), building and growing entire divisions for large corporations.

Tamara also did a stint as a consultant, but her passion for building and growing long-term relationships with her colleagues brought her back to a place where she can dig deep to develop the people in her care.

Sandy Ryan

Sandy Ryan

Senior Director of Recruiting

Sandy Ryan was born a natural recruiter, although she took a circuitous route from the tiny island of Montserrat through the U.S. Army Reserve to become one officially. A global citizen and world traveler, Sandy loves all types of people and all kinds of cuisines. She sees and appreciates the good in others, seeking common ground and shared interests with all she encounters.
Her name in legal recruiting is rock-star status; her reputation is golden as well. Sandy is one of very few recruiters who take the time to help candidates improve their resume, skills, and experience — even if it means recommending them to other recruiters for other positions when necessary for the candidate to thrive.

Monika Luczak

Monika Luczak

Senior Review Manager

Monika Luczak’s favorite Level Legal core value is “give a damn.”
The senior review manager believes that going above and beyond is required to build deep relationships and have a lasting impact. For seven-plus years, she has been managing a variety of eDiscovery review projects.
Her specialty is large-scale, complex reviews for Fortune 500 financial services companies with a focus on antitrust. Before her legal career, she launched a food company crafting small-batch artisanal sauces.
Outside of the kitchen, she enjoys kayaking, hiking, and traveling. Whenever possible, she combines all three.

Andrea Teltser

Andrea Teltser

Director of Business Development

Andrea Teltser is a director of business development at Level Legal and is based in New Jersey. She has spent the last several years selling eDiscovery and review to law firms and corporations. Prior to that, she worked in the legal publishing industry, as well as attended law school and pharmacy school.
She practiced product liability defense litigation at an AmLaw 100 firm, primarily in the pharmaceutical and medical device space.

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Our Framework

Understand.

During this phase, we work to step away from any assumptions and guesses about what our customers needs, and let our research findings inform our decision-making. We learn more about our customers, their problems, wants, and needs, and the environment or context in which they will use the solution we offer.

Our Framework

Define.

During the Define phase, we analyze our research findings from the Understand phase and determine what is the most important problem to solve — and why. This step defines the goal. Then we can give a clear problem statement, describing what our customers’ needs are that we are trying to solve, making sure that we heard and defined their problem correctly.

Our Framework

Solve.

This phase is an important part of the discipline in our process. People often settle for the first solution, but the most obvious solution is often not the right one. During the Solve phase, we brainstorm collaboratively with multiple stakeholders to generate many unique solutions. We then analyze our potential solutions and make choices about which are the best to pursue based on learnings in the Understand phase.

Our Framework

Build & Test.

This phase is critical in developing the right solution to our customers’ problem. An organized approach to testing can help avoid rework and create exceptional outcomes. Starting small and testing the solution, we iterate quickly, before deploying solutions across the entire project.

Our Framework

Act.

During this phase, the hard work of prior phases comes to life in our customers’ best solution. The research, collaboration, and testing performed prior to project kick-off ensure optimal results.

Our Framework

Feedback.

At the project completion, we convene all stakeholders to discuss what went well, what could have been better, and how we might improve going forward. We call these meetings “Retrospectives,” and we perform them internally as a project team, and with our external customers. The Retrospective is one of the most powerful, meaningful tools in our framework.

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