Pix, does the picture look like a scanned image? I've tried similar ones but they never look quite flat.

And I guess I should have said more specifically, I need something I can use while driving, so small and preferably with a battery or something like that.

I feel like lifehacker went over this at one point? There was something similar to neat receipts, only for things bigger than receipts.

I'll take a look. I looked at the neat receipt one but I couldn't telling it would work for mostly dicuments

Yeah, I think the Neat would work for that side of things. Mine is mostly used for documents. It's the biggie, not portable, but I still took it on the road with me this summer and it was worth it.

For printing on the road I use a small Canon, but none of those are in-car, battery operated type deals. You could invest in a power converter so you could plug in regular devices. My Pilot has an AC jack built in.

I mostly have machinery I can set up when I get where I'm going, on a hotel desk or in my mom's guest bedroom or wherever. This summer I carried a printer, the NeatDesk, and my remote check deposit scanner and I was so much happier a camper than before.

And then the tour RV caught fire and I had to abandon all that stuff. But it was super nice while I had it.

I'm looking to do some sort of strategic planning, team building, helping the law firm function better sort of thing. I think I want a facilitator of some sort who, for my purposes and budget probably has to be local, but I'd love anyone's input on what works well or something that went horrible, or just general comments.

I'm sort of looking at 2014 and trying to set goals and see where I want the law firm to be at the end of the year. I just signed a 5 year lease for a newer bigger office and my gut tells me it was the right thing to. Do but I'm looking to sort of set a path in that direction and not just hope I get there.

Stephanie, I have a ton of experience with this sort of planning and have a lot of ideas for getting actual, usable plans.

Right now, I'm in the middle of Sunday afternoon errands and such. I'll give it a think and come back in thread soon.

First though, I commend you for even thinking about it!

Very tl;dr post...I'm back with more business stuff to mull over...

Several months ago, an attorney approached me with the idea of us being partners. I basically decided that a) I didn't want a partner and b) I didn't really want this guy as a partner or associate. Nice guy but not a good fit. At the time, he mentioned a paralegal in law school at his current firm who also wanted to move. He though it very likely that many of her clients would go with her. She does business immigration, which I don't do at all. It's an area where you can make a lot of money.

When I signed the new lease for my new office, I considered approaching her directly and asking her to come work for me. I have an extra office in the new space and in many ways, she would have been a great fit. But the only reason I knew about her was from the guy who was her boss and I felt like I just couldn't stab him in the back that way.

Yesterday he told me he had left the firm they worked at and was on his own. He didn't take her with him because he couldn't pay her. So I talked to my staff about this possible move and they were in favor. So I called this woman and set up lunch on Monday.

I'm not really worried about the money. I know she makes a lot now but she works very independently. I'd be trusting her to teach me what I need to know to supervise her work. She's a single mom with a 19 year old autistic son. Sh'e s been described as a "prickly pear" but sometimes strong women get described that way. She's in law school and will be done in 2-3 years and would likely want to be a partner which I don't want to do although I can make that clear to her. I can pay her salary for 2-3 months with the assumption that people who know her will come with her. I'm under no obligation to keep her if she can't bring in the clients.

I guess my concern is this. I love the culture of my office. I've worked hard to make it an enjoyable place to work. I treat my employees well and consider them friends, with varying degrees of closeness. Jazmin, my #2, is my best friend, Sammy's aunt, and so on. She knows a lot about our work but hasn't been to college, although she is starting this month. Everyone else in my office is Mexican, and speaks Spanish. I"m obviously not Mexican, but keeping in mind the privilege I have, I am pretty open to their culture and the place has a very "Mexican" feel to it. This new woman does not speak Spanish and she's white.

I'm just concerned about bringing in someone with more education and higher salary expectations than my current #2. Jazmin and I have talked about this and she says she's okay with it. I don't think there would be a lot of interaction between our current client/business and this new woman's area. They just don't overlap much. But I've always heard that it is hard enough to adopt a younger child, let alone one in between children currently in the family and that's sort of how this feels.

I'd love thoughts on what I should keep in mind or ask her or watch out for. Or anything. Jazmin and I have talked about this some, but ultimately it's going to be my decision and I want to be sure I do my homework first.

The business side sounds sound to me, so long as you're willing to stick to the idea that you don't have to keep her if she's not bringing in new business.

Structurally, if you make it clear to her coming in where your expectations are, no partnership potential, etc., but she has a clear grasp of what the advantages for her would be and she is ok with both advantages and disadvantages, I think that you are also in good shape there.

Culturally, that's a whole 'nother ballpark, and possibly something that you won't be able to quantify beforehand. Can you think through the scenarios to see how you could successfully deal with them should they go south? Say she really is a "prickly pear" and that causes friction with your other employees, how will you address that? Say she turns out to not just not speak Spanish, but to actually have latent or visible racist tendencies? How will you deal with the fallout for your firm and for your clients?

I would also suggest broadening your audience for this question by pointing some of the corporate HR folks in natter or Bitches over here to this conversation. They might have valuable insight for you on the hiring process.

What's your gut feel?

I think it boils down to exactly what you said. I'm always hesitant when hiring and this would be the first case of hiring someone for a specific set of skills without knowing them as a person first. Until now, I've always hired someone I thought I could work with and then taught them what they needed to know.

I guess my concerns are almost all cultural and come down to...in small businesses a new person always affects the culture. So I guess I need to meet her and get a sense of who she is.

I know that you said you were comfortable with the money side and an upfront disclaimer is that I don't know the culture of your legal and business community but in my experience, corporate clients don't follow a paralegal to a new firm, even if the para is the primary point of contact and actually does the bulk of the work. Those clients generally have other relationships with a firm and the assumption is that the firm will still find a way to do the work even if the para leaves.

My guess is that you've already thought about the conflict situation but, although there isn't an ethical one, might there be the perception of one? My legal department only helped with immigration for people in "critical" positions and left everyone else to fend for themselves -which sometimes created resentments. Do you think your current client base would care if your firm represented employers as well?

I think getting to know her is probably the best approach and you may want to see if you can have your #2 there for at least part of the meeting, just to see if there is potential for them clicking. If people like working together, salary differnces based on education levels isn't a problem; if they don't, it becomes the wedge between them and, as you say, in a small office, everyone is affected.