Employment Law: Filter the noise. Sign the real cases.

Employment law leads often don't have a case — or do but don't know it. GavelGrow's intake flows pre-qualify leads on statute-of-limitations, damages, and evidence before they take up attorney time. Marketing for law firms and no one else, every channel, since 2015.

The employment law ledger — modelled market ranges

Most inquiries screen out. The economics live in triaging fast enough to find the one viable case without burning attorney hours on the other forty-nine calls. These figures are modelled and illustrative — your ledger is built from your own numbers.

The case is decided at intake, not in the ads

The moment. They just left the meeting where it happened — fired, demoted, or asked to sign something. Half of today's callers have no case. One of them has a very good one.

The window. The viable case is deciding between firms while your attorneys are stuck screening the other calls.

The play. Pre-qualification intake asks the screening questions before a human picks up, case-type segmentation routes the viable inquiry to the right attorney, and the statute clock is captured at intake — not discovered later.

Three ways employment law firms bleed cases

  1. Every consultation is a qualification call. Attorneys spend 30 minutes finding out a lead is outside SOL or has no real damages. That's time that should be spent on cases that will actually sign.
  2. Weak cases clog the pipeline. Without upfront qualification, your pipeline fills with cases that won't retain. Your signed-rate looks bad even when your case-quality rate is good.
  3. Statute of limitations pressure. Employment discrimination has tight SOLs. A lead who calls 2 days before the deadline needs to be triaged instantly — not added to tomorrow's callback list.

What the system runs for employment law firms

Good numbers are relative

Benchmarked against plaintiff-side employment firms screening high inquiry volume — the cohort where triage speed sets the margin. The platform's benchmarks are modelled for your practice area and market size — labeled as modelled, never passed off as measured.

Frequently asked questions

How does pre-qualification work?

Intake forms ask about incident date, employer size, type of claim, and evidence. Logic rules route the lead: clear case → flagged for priority attorney callback, marginal case → paralegal review, non-viable → polite auto-response + referral resource list.

Can you handle class action intake?

Yes. Separate intake flows for class action plaintiffs include employer name, approximate class size, and witness availability. Dashboard segments class actions from individual matters for separate case-pipeline views.

Does this integrate with EEOC / agency filings?

Not directly — EEOC filings remain manual. But all intake data flows into the case record, making it easy for paralegals to copy into EEOC charge forms. Deeper agency integrations are something we're exploring.

Can we track contingent fee expected value?

Yes. Each case can carry an expected settlement value. Dashboard shows expected portfolio value, weighted probability of success (manually set), and realized value from closed matters. ROI calculations use realized values.

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Talk to someone who knows employment law

A legal-only strategist reads your market and your numbers, then tells you honestly what would move them — run it yourself on the platform, or have us run it as your agency of record.

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