An Interview with Elnaz Masoom

Elnaz Masoom, Managing Attorney, Masoom Law P.C.: A Zealous Litigator and Trailblazing Woman Leader

“We rely on a vast library of work products and resources that were compiled over the years.”

Masoom Law Firm P.C. or MLFPC is a premier employment law firm, providing professional legal services for employers and employees. It’s innovating the way workplaces are managed in the ever-changing world of employment law. The firm serves clients in the United States. MLFPC was incorporated in 2010 and is headquartered in San Jose, California.

As a journalist, I find Masoom Law Firm quite striking. From the emotional branding standpoint to the high energy and motivation I felt just talking with the Managing Attorney, Elnaz Masoom, the firm stands out. It’s the sense of pride I get just doing this interview and learning about MLFPC.

Interview Highlights

Can you explain about your services in brief?

My firm counsels and represents individuals and businesses of all sizes. Our business clients include solo entrepreneurs, mid-sized startups, non-resident entities, and non-profit organizations, predominantly in homecare, healthcare, hospitality and hotel management, construction, and real estate investment.

Legal work requires lots of rational thinking and research. How do you maintain efficiency in your service?

Efficiency is a byproduct of proper planning, time management, and much discipline. We heavily rely on case management tools, constant communication, and regular case meetings. We take a proactive approach to anticipating the next steps, plan ahead, prioritize, and prepare in advance instead of reacting to issues as they arise. We rely on a vast library of work products and resources that were compiled over the years.

Technology has transformed the practice of law. Which are some of the technologies that have helped you to improve your services?

We, at Masoom Law Firm P.C., have implemented numerous changes to make our practice cutting-edge, both legally and technologically. Over the past five years, we have transitioned from hardcopy filing and paper management to extensive state-of-the-art case management software and almost-exclusive cloud storage. We have also invested tremendously in legal research tools which are costly yet priceless. Our legal library keeps us updated on changes in the law. Litigation analytics give us relevant datadriven insights on the practitioners, courts, damages, and case types across most practice areas. With these tools, we can explore a costbenefit analysis of taking on a case, settlement negotiation approach, and possible risks or exposures for clients, with context around likely outcome, timeline, and cost. We make full use of the plentiful and sophisticated technology that we simply did not have decades ago.

Keeping in mind the social and cultural bondages that generally trim down the freedom, confidence, and boldness of women, what steps/programs/policies would you suggest for the women who want to be successful like you?

However you define success, it is almost always backed by knowledge. I encourage women to study, examine, investigate, reason, learn new skills, step out of their comfort zone, take calculated risks, find their potential, and always remain hungry for knowledge. When you know what you are talking about, you can be confident, bold, and free from gender stereotypes.

And just as importantly, always have a female role model you admire, someone who has a professional style you want to emulate, similar values, or a skill set you want to develop—a mentor who did it herself and knows you can do it.

There’s so much buzz about male allies. Conversations, studies, and presentations about mentors and sponsors are almost always about how leaders who are men can help women. Do you think that these narratives are important and necessary?

Mentoring is one of the best strategies to help close the gender gap in business leadership. Male allies can play an important role but tend to bring a male perspective, a male voice. Personally, I have learned the benefit of asking male leaders and mentors for mentorship in my life. I wouldn’t be where I am if I hadn’t dared to ask for the support of male allies who have sponsored, mentored, and supported me in my career. Highlighting gender bias and adopting embedded policies that prohibit and address gender inequities is crucial; bias can creep into language and everyday conversations, as well as the company’s culture and leadership style.

What qualities make you stand out as a lawyer in your practice area?

In terms of my law firm, it’s important to emphasize that we have standards. We don’t compromise our values and will never profile anyone. We relentlessly fight the good fight and are zealous in our pursuit of each client’s best interests. The team we have assembled is close-knit and covers an expansive amount of backgrounds and personalities, meaning that we all bring a unique perspective to the table.

Personally, I look for unconventional, creative solutions that reshape the sense of what is possible for my clients. I have the foresight and try to see the big picture even in the most complex cases. I am not afraid to try new things, but I know when to stick with what works. Fear is my enemy, but more than anything else, I speak out for my clients’ rights and am a force to be reckoned with—in and out of the courtroom.