Richter invests in supporting its people

When Jenna Schwartz was an articling law student, she discovered that she missed using her commerce degree skill set – and that lawyers and tax accountants often collaborate. Because she enjoys working with numbers, she thought joining Montréal-based business advisory and family office services firm Richter LLP would be a good fit for her career.

“What I liked best about corporate law was closing deals for clients,” says Schwartz, who joined the firm as an associate in 2012. “Richter has a wonderful reputation generally but also for having a strong group of tax professionals. I still get to work with clients and put together deals for them but through the lens of tax and numbers, which I love.”

Schwartz, now senior manager (tax), has been promoted twice and praises the partners’ investment in their people. “I’ve always had clear dialogue and access to the partners,” she says. “I’ve been given a lot of trust in my roles, so I’ve never felt boxed in.”

In response to COVID-19, Schwartz was part of the team that helped navigate the new government subsidies, translating the rules into plain language for clients. She adapted well to working remotely after employees were sent home in March and still felt connected to her team members. “I like collaborating with my co-workers, because I work with smart, motivated, friendly people.”

Partner Mindy Mayman sits on the firm’s COVID-19 response team, which was created in mid-February. “Our goal was that if something was going to come our way, it would happen quickly, and we wanted to be thoughtful and put a plan in place,” she says. “We had a flexible work-at-home policy before, but it wasn’t fully utilized to this extent.”

With two teenagers at home, Mayman appreciates working remotely and only goes into the office occasionally. “I still engage with a wide variety of people virtually every day, which is good for me because that’s what I thrive on,” she says. Senior leaders stay in close touch with their teams to check on their mental health, and the firm doubled its insurance coverage of mental health support this year.

Recruiting is still occurring, although virtually. “The firm always needs young staff so we can train them and develop their careers – and they need a place to apply their knowledge in a practical way,” says Mayman. “We recognize they want access to senior leadership to give them insight into the firm’s purpose and strategy and to show them how their role fits into the bigger picture.”