Careers
Build a real career at a firm small enough to know you, on a platform built to make the work better.
TX-LW is a Texas holding company that acquires and operates small independent professional services firms. We are looking for three kinds of people: practitioners who do the client work at our firms, operators who run the holding company, and firm leaders who take an acquired practice and build it into the best version of itself. The three tracks share a common foundation — real responsibility, real authority, and a real career — but the day-to-day looks different in each.
Our Firms
Practitioners join a specific firm. Operators and firm leaders work across the platform. The current firms in the family:
Kreig LLC — Probate, estate, and real estate matters for Texas families.
Mitchell Tax Law — Tax controversy, planning, and IRS matters.
BKPR — Bookkeeping and accounting for owner-led businesses.
Assurance Financial — Business consulting and entity formation.
How We Hire
We do not use external recruiters and we do not run extended interview gauntlets. The process is a short phone screen, a deeper conversation with the firm leader or operator who would be your manager, a working session focused on the actual work, and a final conversation with leadership. Most candidates have an offer or a clear no within three to four weeks.
Everything is confidential. We will not contact your current employer. We will not put your name in a database. The conversation goes nowhere unless you decide to take it somewhere.
Track One: Practitioners
Practitioners are the attorneys, CPAs, enrolled agents, bookkeepers, paralegals, and tax preparers who do the substantive client work at our firms. You join a specific firm with a specific practice area and a specific community of clients. Your job is to do that work as well as it can be done.
What we look for
Technical depth in your discipline. A genuine interest in the client side of the work, not just the technical side. The willingness to take responsibility for outcomes, not just inputs. The temperament to work in a small firm where the team is tight, the work is varied, and the line between your effort and the client’s result is short. We hire people early in their careers and people deep into their careers. What we do not hire is people who are looking for a place to coast.
Professional Development
Real client responsibility from day one. Active mentorship from senior practitioners at your firm and across the platform. Continuing education that is paid for and expected. Access to shared technology and research tools that no small firm could afford on its own. And a path: associates become senior practitioners, senior practitioners become firm leaders if they want that, and firm leaders shape the future of the platform.
Track Two: Operators
Operators work at the holding company. You do not bill hours and you do not have a personal client book. Your work is to build and run the infrastructure that lets every firm in the family operate at a level no small firm could reach alone. This is where the platform actually lives.
What the operator roles are
Controllers and finance leadership. You own the financial backbone of one or more firms — monthly close, management reporting, AR and AP, budgeting, banking, and the financial discipline that makes a small firm a real business. You work with firm leaders, not for them.
Marketing and sales leadership. You own how the firms acquire and retain clients. That is web presence, content, intake, referral relationships, paid acquisition where it makes sense, and the lifecycle of a client from first contact through ongoing engagement. Most of our firms have never had a real marketing function before. You build it.
Administrative and operations leadership. You own how the work flows through the firm — intake, scheduling, document management, billing operations, vendor relationships, facilities, and the systems that hold it all together. This is the role that turns a chaotic small firm into one that runs on rails.
Technology and automation. You build and integrate the platform-level systems — practice management, document automation, secure client portals, AI-assisted workflows, integrated billing. You are not building consumer software; you are building the operating layer that every firm uses.
What we look for
Operators with a builder’s temperament. People who have run something small before, or want to. Comfort with ambiguity and with rolling up your sleeves on things that are technically below your title. Genuine interest in professional services as an industry, not just as a paycheck. A track record of moving things from broken to working.
Professional Development
Operators at TX-LW have unusual scope. You are not running one firm’s billing department. You are running billing across a growing portfolio of firms, which means systems thinking, real authority, and exposure to multiple practice areas. The career path runs deep — lead a function, then lead multiple functions, then lead a firm if that is what you want.
Track Three: Firm Leadership
Firm leaders run our acquired firms. They are operators with a particular skill set: the ability to walk into a newly acquired practice, understand what made it work, fix what did not, and build the firm into a durable, best-in-class business. This is a small group of people and the role is unusual.
What the role is
A firm leader is the on-the-ground head of one of our firms. You are accountable for client outcomes, staff development, financial performance, and the long-term trajectory of the firm. You are not a CEO of a public company — you are running a small practice with a tight team. But the authority is real: you control the operating decisions, you choose the people, and you own the result.
What we look for
People who have run something before — a practice group, a small firm, a unit of a larger firm, or a self-built business. Strong judgment about people. Comfort making decisions without complete information. A deep respect for the discipline involved in professional services work, even if it is not your personal technical discipline. The patience to spend the first six months listening before the next six months changing things.
Firm leaders do not need to be technically licensed in the firm’s practice area, though many are. What they do need is the operating instinct to make a small professional services firm work, and the temperament to lead a team of practitioners who know their craft better than you do.
Professional Development
The first firm-leadership role is the hardest. After that, the pattern repeats and gets easier. Firm leaders at TX-LW often start by shadowing a more experienced leader on a current firm, then taking over a newly acquired practice, then growing into broader responsibility across multiple firms or into a senior operating role at the holding company.
How to Apply
Current openings are listed on each firm’s LinkedIn page and at the firm-level career pages linked from the homepage. For general interest or roles not yet posted, reach out through the contact form on the firm’s website (see Our Firms above) and tell them which firm interests you and what you are looking for.
Firm leadership roles are not always publicly posted. If you think this is the track for you, reach out through the contact form on any of our firms’ websites with a summary of what you have led, what you have learned, and what kind of firm you would most want to run.