Leadership In Law Podcast

S02E95 Growing an Immigration Firm in 2025 with Adrian Griggs & Abby Hernandez

• Marilyn Jenkins • Season 2 • Episode 95

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At the heart of their approach lies an unwavering commitment to ethics and transparency. Adrian, who transitioned from personal injury paralegal to immigration attorney, explains why honesty with clients, even when it means turning away cases, has become their strongest asset. "We'd rather lose you as a client than keep you and then not be able to help you later," shares Abby, highlighting how their straightforward approach has won client trust in a field where many have experienced disappointing legal representation.

The conversation takes a fascinating turn when Abby reveals her leadership philosophy centered on employee well-being. "My priority is making sure everybody's mental health is at 110%," she explains, describing how she gives team members complete trust from day one to create a safe workplace where people can thrive. This refreshing perspective challenges traditional law firm management approaches that often prioritize billable hours over team wellness.

Both leaders candidly discuss their biggest challenges, from keeping pace with rapidly changing immigration laws to finding team members with drive and integrity. They share how mentorship shaped their professional journeys and why they believe in "sharing the wealth" of knowledge with colleagues and the next generation of legal professionals.

Reach Abby & Adrian here:
https://rnhimmigration.com/
https://www.instagram.com/rhimmigrationhtx/
https://www.facebook.com/rhimmigrationhtx/
https://www.linkedin.com/in/abigail-hernandez-66662b195
https://www.linkedin.com/in/adriangriggs-law

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Speaker 1:

Welcome to the Leadership in Law podcast with host Marilyn Jenkins. Cut through the noise, get actionable insights and inspiring stories delivered straight to your ears your ultimate podcast for navigating the ever-changing world of law firm ownership. In each episode, we dive deep into the critical topics that matter most to you, from unlocking explosive growth to building a thriving team. We connect you with successful firm leaders and industry experts who share their proven strategies and hard-won wisdom. So, whether you're a seasoned leader or just starting your journey as a law firm owner, the Leadership in Law podcast is here to equip you with the knowledge and tools you need to build a successful and fulfilling legal practice.

Speaker 2:

Another episode of the Leadership in Law podcast. I'm your host, marilyn Jenkins. Please join me in welcoming my guests today, abby Hernandez and Adrienne Griggs, to the show. Thanks for being here. Guys, tell us a little bit about yourselves and, abby, get us started off.

Speaker 3:

First, thank you for having us. This is new to us, so we're going to try our best and give you the best advice and everything that we can. So my name is Abby Hernandez. I am the managing director here at the firm and been in this field for about, I would say, over 10 years, and this is just something that we're very passionate about and we're getting it started.

Speaker 4:

And my name is Adrian Griggs. I am the attorney. So, yeah, I am handling all the cases for the firm. I've been doing immigration law for just a couple of years and I'm coming from personal injury where I was a paralegal, so I'm used to working at a law firm. But this is, you know, my first time working as an attorney for a law firm.

Speaker 2:

Fantastic. Well, thank you guys for being here. I really appreciate it and welcome Thank you for a life Fantastic. Well, thank you guys for being here. I really appreciate it and welcome. Thank you for having us so quick questions. Let's talk to you. Adrian, so you were a paralegal in a PI firm before. What made you want to pursue a career in law?

Speaker 4:

I did go to law school and so I've always been interested in being a lawyer. I just liked that you could help people who had a lot of questions, and law is very complex it's very complicated. So being able to identify issues and solve problems for people, I just thought it was very interesting and it was just something that I wanted to pursue in my career.

Speaker 2:

I love that. I love that, and so you're specializing in immigration. What sparked your interest in moving to immigration from, say, you were apparently dealing with PI, so there's dramatically different introductions to your clients at that point.

Speaker 4:

Yeah, it is different, but at the same time you're still helping people, right. So with immigration, I actually had started an interest. In law school. I took an immigration course. I found that interesting and so I just always I don't know had this interest in immigration law.

Speaker 4:

And so studying immigration law and reading about it and what an immigration attorney does, it just felt I don't know. It just seems so interesting but also complicated and complex. And so for me I'm a person who likes challenges, I'm a person who likes to solve complex issues, likes to solve complex issues, and I know, within immigration, a lot of people really need help or a guide to help them navigate the complexities of immigration law, and you know the system. So I just felt like, you know, being an immigration lawyer, it's been very rewarding. I've seen so many of our clients just absolutely in tears, overwhelmed with emotion, because they either got asylum or they got their green card, so they have lawful status, they're able to yeah, you know see their dream fulfilled in being, you know, eventually a US citizen and being able to live in, you know what's considered like the greatest country on earth.

Speaker 4:

So just being able to see that you know it's very, it's very rewarding, and I'm happy to do that for our clients.

Speaker 2:

That's got to be just, you know, one of the greatest things to see somebody win that and get that. And I guess, working with people from different countries, you're getting something different with each each country. So instead of it being like and I don't want to say just PI is the same in each one, but you know there's injuries you have to work through, but each is the paperwork different for different countries, so you're dealing with something that's slightly different.

Speaker 4:

So I would say the facts of the case are different. So I do primarily removal defense. So a lot of our clients are going through their process in immigration court. So we get a lot of clients from Cuba, venezuela, different countries, but you can assert different types of claims just based on the type of harm you suffered back in your country. So let's say you were being persecuted for your political beliefs. Political beliefs in Venezuela can be different from beliefs in Chihuahua, but you still disagree with the government and that means that each case is different. So each case varies. Some clients, if they come from the same country, they have similar cases but yeah, it varies just based on the type of persecution they suffered.

Speaker 2:

Interesting. Okay, great, let's jump over to Abby real quick. So, abby, you're managing a firm. I am Awesome. So let's talk a little bit about culture. I know that you, so you manage the intake and the organization and getting everything. So how do you manage your culture and the team With prayer?

Speaker 3:

honestly. I mean, you know managing and you know a firm is actually very different from working at a firm to manage a firm that is not yours. So here you know, I have to just put my main concern here, as that is one of the firm, is to make sure that everybody has what they want and what they need and that their mental health is at 110%, because if it's not, then you know we won't be able to fulfill everything that we propose ourselves to do. So that is my priority. You know a lot of in other places I've worked at they. Just, you know, let's do the work, do the work.

Speaker 3:

But some people don't, just don't understand that the fundamentals of managing something is, if you're going to manage not just a firm but you're managing employees, they have to be at their all, you know, all levels of, or I would say, centered, just so they can perform as us. That you know we are a managing firm. Everything like, looks as it's supposed to be Like. I said those are my main points and then I, you know, I would say I manage the intakes, the customer service for our clients, of course, making sure that everything is done in a timely manner and that they are receiving, most important, all the service that they are paying us for as well, because with immigration, everything can change. Today we're doing something, then tomorrow will be something totally different. So those are just like my main things as into managing or starting to manage a firm I see.

Speaker 2:

So now I know you worked in another firm. Were you management in the other firm before you moved over here?

Speaker 3:

Yes, so they called executive assistant and manager, you know, but because when you're an executive assistant, you're more dealing with just one attorney, just the main person, but you also have to manage what is going on with supervisors, per legals, or just to see where they stand, just to see if they need any assistance from us. So it's there.

Speaker 2:

I like that you focus on the mental health of your team. So I was just having a conversation with someone else about how some of the younger firms are actually taking culture to an actual thing. That they want to have is culture, so everybody feels like they're on a team. I know that you guys have an amazing reputation. People love working with you and they refer people to you, so obviously you provide an amazing service. So that tells me that you have a great culture inside and you work that you make sure that everyone that comes into as part of the team do you make sure that there's a good fit?

Speaker 3:

Yes, Again, I have three questions that I ask before I hire someone. But I'll just give you an example right off the bat, because I have Adrian right here next to me. So whenever I interviewed Adrian, I had I didn't even meet him, our interview was over the phone and it was probably like a 10, 15 minute interview and just by speaking to him the way he was, you know, expressing himself, you know all the things he was going to bring to our team. It was just like an instant, like let's get going. Okay, you know, I didn't even have to, you know, go into all the fundamentals, like the certain questions that everybody asks you, like why should we hire you? No, just let me know what you're bringing and by the, by your response, it can be the most simple question and you, by just responding in the most simple way as well, just letting me know this is what I'm willing to bring to the team. That just said a lot about himself.

Speaker 2:

I love that. So you're also working with the energy of what people bring. Oh yeah, I love that, most definitely. I love that. And, adrian, what principles guide you as a leader whenever you're leading the team to grow the firm?

Speaker 4:

Honestly, ethics. Since I am an attorney, that is what we always. That's basically our core value here is ethics. Everything that we do is done ethically, not even just doing handling a case ethically, but just thinking like can we help this person? Because I get a lot of consultations where I can't help them or I'm not the right person to help them with their problem. I'm not going to lie to them about or misrepresent I can't help you or no, there isn't a case. So I think just being transparent about everything, especially at that first meet, is very important, because you know you're dealing with people's lives and it's something not to be taken lightly. It's not, it's something not to be taken lightly, and so I always just make sure that whatever we're doing, we're doing it ethically and with transparency.

Speaker 2:

That makes a lot of sense. Especially, you know you most attorneys see people on an extremely stressful day or the worst day of their life. So it's I love that you do that and do you take the opportunity to maybe, if they are better off somewhere else maybe it's a different practice area you give them a referral.

Speaker 4:

We try, but you know it really just depends on the case. I mean, you know each person's case is different, but you know, if we have somebody in mind that we think can help them, we do try to send them, refer them to that person or firm. So yeah, we, because honestly we just want to help people. So if not us, then you know somebody else, who, who can do it.

Speaker 2:

I love that. I love that the definitely the honest approach and working with people and wanting to see the best results everywhere. So here's an interesting question what has been one of your biggest challenges? And we, I can ask both of you, but one at a time, Adrian, when it comes to law, what was one of your biggest challenges?

Speaker 4:

I mean, that's a lot You're asking me.

Speaker 3:

Like in my life or in an attorney.

Speaker 2:

I'm going to leave that on the table you decide.

Speaker 4:

I'm going to talk specifically about individual law.

Speaker 5:

Okay.

Speaker 4:

The biggest challenge is that the law changes so drastically. That's the biggest challenge. Just in the past couple of months, I mean, things have changed. New laws have been passed. So being able to, yeah, be aware of all the changes, reading all the different laws that have been passed, but also communicating that to the client, who might not be aware of or they might not understand what it means for them, that's very important. So having that open communication and that transparency with not just our current clients but also potential clients, you know, is very important and you know, sometimes you have to be honest and say like I don't know what this means yet because it's so new.

Speaker 4:

But as an attorney, I just go to my sources, people in the community, organizations like AILA that dedicate their time and their resources to educating. You know, attorneys who work in immigration. So you know I always, you know, check them out for their knowledge and for their resources that they have. That's, you know, available to any attorney who put this law means. So, yeah, it can be very challenging trying to stay on top of everything. There are resources out there that I take advantage of to make sure that I'm able to effectively communicate what it means for the client's case.

Speaker 2:

Yeah, it's got to be incredibly challenging right now with all the things going on and then changes that happen at the drop of a hat. Do you ever use like I know that there is an immigration law clerk type AI bots that can help translate that stuff Do you ever use anything like AI to help you start to see what changes are coming through and kind of communicate with those and learn more from that? In addition to Aala Because I know that Aala and I forget the other one they have an AI system that helps with explaining the new laws and stuff like that.

Speaker 4:

So I have not used AI specifically for that, and I think Abby even mentioned that that was a resource we could possibly use. It's just interesting because AI at least now it's so common now.

Speaker 3:

So advanced.

Speaker 4:

Yeah, it's pretty efficient, but I have not used it. I will not lie and say I haven't been interested in what AI can do for us as a firm, but no, I have not utilized that yet, but it is pretty interesting.

Speaker 2:

Yeah, it is, I will say that it is quite interesting, but I know that different firms are coming out or different entities like that, and ALA and stuff like that are doing a bit like that. They're doing some AI agents and that sort of thing. So Abby when it comes to growing the firm and growing the team. What are some of the biggest challenges you're finding right now?

Speaker 3:

With everything going on right now in the world and everything changing, everybody's scared. Everybody doesn't know who to believe, what to believe or who to trust. So it has been challenging for us to initiate that bond with our client or for them to trust us. You know, we here at RH we always even if, like how Attorney Adrian said, we are not able to help you, we are going to tell you we cannot help you. I'd rather lose you as a client than keep you and then not be able to help you later. So our main challenge right now is getting those clients to you know, feel comfortable with us, to have them have a little faith, because some of them have just lost it because they've had bad legal advice in the past and the environment.

Speaker 3:

So right now, yeah, and they're about it's. It's very, very critical right now. So I would say that is one of our biggest challenges at this moment in our in our time of growing this firm is, you know, bringing bringing in new clients and bringing them in with the correct advice, with the correct you know, or just the straightforward answer to be like, yes, we can help. You know, we cannot help you. We, we do not like to give a false hope. You know we cannot help you. We, we do not like to give a false hope if we tell you, yes, you know, and we always let them know once they hire hey, we are going to do everything that we can, that you know, that attorney, adrian can. Whatever is in our hands, we are going to do it. Unfortunately, we do not have the last thing, so you're always very upfront with them, and that's one of the things a lot of clients have, you know, mentioned to us. This is why I hired on with you guys, because you guys didn't just say at the beginning we got it, you're gonna win. No, you, yes, it hurt and yes, we were like, you know, you kind of like, sit back in our chair and like, oh well, that's not what I was expecting to hear, but I rather you hear it at the beginning, not at the end or in between your teams. So that has been one of our biggest challenges for the firm.

Speaker 3:

So I have always been the type of person to, even right now as a boss which I don't like that word, I just imagine you're a director I give my 110% to my employees. At least I try to. An agent can tell you if I'm wrong. You are going to come in here. I want this workplace to be your safe place. So whenever you come in here, I'm going to give you 110% trust. If you take it and you know how to work with it and you know how to take care of it, that is on you.

Speaker 3:

Once that trust is broken, then there's no turning back. You have to go, you know, because now we are no longer a team. You are not part of this team. You have broke that and I cannot have somebody here broken, and I guess that's why up until now I only five allies, and you know, and if I could forever keep it like that, I will, because and if we have all this work, we will get it out, but we have a dim. So that's what I look. You know, that's what I look for and right now and sometimes you know everybody, everybody's like my God, you expect so much from us, but I want to expect so much from you that I then don't have to question anything because I know you've done it and if that's the team that I have right now, that's the team that I would like to keep To bring somebody in. I'm not going, like I said, I'm that person. I'm going to give you 110. I don't expect anything back, but if you break it, that's all.

Speaker 3:

Yeah, so that has been one of the biggest challenges for me to find um, I'm not going to say evil people, because there's no equal people, but just people that to also like drive and integrity and it is very nice to receive. But don't have expectation, because anywhere that you go, you cannot expect you never know, true, you just have to bring it.

Speaker 2:

Bring what you want to drive in integrity, I mean what you've worked. That makes a big difference. Yeah, and when you have a good team with that, it's that's really hard to add to because afraid is going to weaken that.

Speaker 3:

But yeah, like we don't know who the new person is. Are you bringing good energy, bad energy? What are you really bringing? And we're in for the run. Like I said, all this journey has been a leap of faith, honestly, from day one. Wow.

Speaker 2:

That's good and you've done a great job. I mean that's. I just love what you guys are doing there. Who did you guys at any point now I know Adrian, you worked in another firm, as did you Abby Did you guys have individually like a mentor that helped you be in the direction you wanted to go in, or just kind of give you ideas of what you wanted to do or what you didn't want to do?

Speaker 3:

I'll go first. My first ever law firm job was at this big law firm that was very well known. That is still now very well known, and literally my I walked in there. My interview was here's a packet, there's a checklist, figure it out. If you figure it out, this is for you. If not, don't come tomorrow. So I said to myself, well, if this is for me, I will figure it out. Okay, so I did what I had to do all day turn it in. At the end of the day, they reviewed it and they're like okay, see you tomorrow.

Speaker 3:

So that's how I knew Okay, yeah, this is for me, this is something that I can do, you know, I just and I had no clue whatsoever about immigration at all. And so that supervisor that I had, that I started with. I believe that I am where I am today because of her. She showed me like, hey, you didn't know anything, but now you would just prove to yourself that, without knowing anything, you did it. You know, just keep pushing, keep doing. And she was the type of supervisor that she will show me one day. And finally, so that helped me a lot.

Speaker 3:

And she's like ask me all the questions that you want, but I'm only going to give you the answer one time. And if you forgot the answer, go look for it, Figure it out. Then you bring me the answer, because I already gave it to you. So it was like that every time the four years that I worked there, it was like that and because of her I learned so much. I know I did Until this day. She'll call me sometimes and she'll be like hey, are you working? Hey, where are you at? Hey, you know. And I'm like yes, I am. She's like well, I'm happy for you. And she's like and if I was that person and she's like you were. So, yeah, that was one of my first, my first time.

Speaker 2:

I love it. I think that is actually very clear responsibility and accountability to a team member To delegate. You've got to give them responsibility, but you have to hold them accountable for it too. Oh for sure. Yeah, I love that, that direction. And, Adrian, what was your?

Speaker 4:

And Adrian, what was your? As for me, so I'll just go back to the law firm where I had to, I worked the most. So I was a paralegal. I had actually multiple mentors. Obviously, I had an attorney who I worked with. He basically coached me and taught me how to be a lawyer, how to be an attorney. So he would let me, you know, sit in on on meetings obviously you know, if it's with a client, with the client's consent or, you know, since his PI personal injury. Sometimes he would let me sit in on on a time, on a meeting, in a meeting where you know he's negotiating with an adjuster or something like that, just to, just to, just for me to have experience, to see an attorney you know working in in their environment.

Speaker 2:

Yeah, it's pleasure Love that.

Speaker 4:

Yeah, and but I had other people, other attorneys, in the law firm. You know, if I had a question and my attorney didn't have the answer, I was allowed to ask them and you know they taught me a lot, and so what that taught me is Share the wealth, so the wealth, knowledge. So if you have that knowledge, share it with your other colleagues, because being an attorney it is I don't want to call it like of law school, the bar exam, and so we do. It's on us to pass down our knowledge to the next generation of lawyers, or even to somebody who is coming over from a different field or area of practice. So I think they taught me learn everything you can. If you don't know, ask somebody who has more experience and pass down that knowledge or share that knowledge to other people.

Speaker 4:

Because, at the end of the day, we are in this together as a community of lawyers. I mean, we're all held to the same standards. So we want to make sure that we are fostering, like an environment of ethics and good morals and not gatekeeping. Yeah, so I think you know just being very yeah, just sharing that knowledge with other attorneys and asking from other attorneys in your field is very important attorneys, or I'm part of a attorney group where we ask questions, especially again like immigration. Law is ever changing. So every day somebody's posting did you hear about this? Did you hear about this? What does this mean? So we're, we're sharing, we're sharing the wealth. So, again, we're all because we're on the same boat. We all have, you know, same type of clients, the same boat we all have you know same type of clients.

Speaker 4:

So we, you know, we all don't know what's going on. So, yeah, we just, we just talk, and you know, I think that's very important.

Speaker 2:

I think that's extremely well said because in the law I noticed in everyone we've talked to, there's always been the mentor attorney that was the older attorney and it's always that seems to be that type of networking where it's just passing down, Cause you can learn what you can learn in a book, but when it comes to actually doing makes a big difference and I love that you've benefited from that and now you're you're also being that person to pass it on. I love that. I love that. This has been a great conversation, guys. I really appreciate both of you being here, I know my listeners may want to reach out and connect with you.

Speaker 3:

Where would be the?

Speaker 4:

best place for them to reach you Is that directed.

Speaker 2:

Well, let's go with, obviously with the website. So, adrian, where would that? Do you have LinkedIn or anything like that? That would be good for someone to reach out for you.

Speaker 4:

Yes, we do. We have a website. We have LinkedIn. So RMH Immigration Solution that's our name. You can just search for that. We'll have a website. You can even schedule for a consultation or a meeting with us. You can even call our office 832-514-9498. That's our office number yeah, so if you want to reach us, you can do that. We are, yeah, we're open.

Speaker 2:

Awesome. We'll make sure that that information is in the show notes. So well, excellent. Thank you so much for being here today. I really appreciate you guys taking the time to chat with us today. Thank you for having us. It was a pleasure.

Speaker 5:

Thanks for joining me today for this episode. As we wrap up, I'd love for you to do two things. First, subscribe to this podcast so you don't miss an episode, and if you find value here, I'd love it if you would rate it and review it. That really does make a difference in helping other people to discover this podcast. Second, you can connect with me on LinkedIn to keep up with what I'm currently learning and thinking about. And if you're ready to take the next step with a digital strategist to help you grow your law firm, I'd be honored to help you. Just go to lawmarketingzonecom to book a call with me. Stay tuned for our next episode next week. Until then, as always, thanks for listening to Leadership in Law podcast and be sure to subscribe wherever you listen to podcasts so you don't miss the next episode.

Speaker 1:

Thanks for joining us on another episode of the Leadership in Law podcast. Remember you're not alone on this journey. There's a whole community of law firm owners out there facing similar challenges and striving for the same success. Head over to our website at lawmarketingzonecom. From there, connect with other listeners, access valuable resources and stay up to date on the latest episodes. Don't forget to subscribe and leave us a review on your favorite podcast platform. Until next time, keep leading with vision and keep growing your firm.

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