Desiree Moore is the President and founder of Greenhorn Legal, LLC. Greenhorn Legal offers intensive practical skills training programs for law students and new lawyers as they transition from law school into their legal practices. Ms. Moore is the author of the new book, Thrive – A New Lawyer’s Guide to Law Firm Practice (American Bar Association, 2012). Get your copy here! Have questions or just want to chat? You can contact Ms. Moore at: [email protected], on Facebook, or on Twitter at @greenhornlegal.
What’s your recruiting style?
Making a move to another employer can be an anxiety-filled event so I like to team up with the candidates I work with and become fully involved and invested in each step of the process; as if it were me making the change. I meet with candidates to ascertain their unique experience and follow up with ideas to assist them in achieving their long-term professional goals. My hope is that this process leads to the candidate making decisions that is best-suited for them. On the employer side, I attend meetings with the hiring managers and/or partners to fill a dual purpose: to stay abreast of the changing employment needs of the firm, company or organization and to get to know a particular employer’s distinct culture and environment.
Your career is a marathon, not a sprint. Formulate a plan early on to position you for your ultimate career goal. If you decide to use a legal recruiter, choose wisely—make sure the recruiter is experienced, really knows the law firms and/or companies in your market, is candid and realistic about what options are the best fit for you, and is responsive and supportive during your search. More generally: 1) be thoroughly prepared and invested in every interview; 2) treat every networking call or meeting as if it were an interview; 3) make sure your resume is proofread by at least 3 people to check for typos, spelling errors and consistency issues; 4) always have 8-10 questions to ask during an interview; and 5) send thank you notes after an interview (very few people do them anymore and, if well written, they can set you apart).
Meet and establish a relationship with a recruiter well before you consider changing jobs (they will counsel you on how to best position yourself in a move).
Never work with a recruiter who does not offer to meet you in person.
Always work with a recruiter who is located in the region in which you are seeking a job.
Always do a mock interview prior to the actual interview.
Always work with a recruiting firm that has multiple recruiters (they will have access to many more opportunities).
Ask someone for a recruiter referral—classmate, law school placement office, recruiting manager at a friend’s firm, etc.
“Diana Rubin is a highly effective legal recruiter. We hired her to find three senior attorneys for Volkswagen’s legal department and were extremely pleased with the result. She easily grasped both the legal skills and the personal qualities required for an attorney to succeed in our company She found us highly skilled lawyers who are also great people, and did so quickly. She was professional and easy to work with, and I would recommend her without reservation to anyone seeking a lawyer for their in-house department.”
David Geanacopoulos, Executive Vice President, General Counsel of Volkwagen Group of America
What are the major factors you should consider in choosing a firm as a summer associate or first-year associate?
Please welcome our newest columnist: Bruce Stachenfeld, founder and managing partner of Duval & Stachenfeld LLP.
* The $160K-Plus Club welcomes its newest member: Duval & Stachenfeld, a real estate firm in NY, is more than doubling its starting salary for associates to $175K. Look for them recruiting at your “tier one” school soon. [New York Law Journal]
* In this economy, bankruptcy firms are being hit hard: Stutman Treister & Glatt, a top L.A. firm that once assisted businesses like Lehman Brothers and Enron Corp. in their Chapter 11 proceedings, is closing up shop. [WSJ Law Blog (sub. req.)]
* It ain’t easy being dean at the law school with the best Biglaw prospects — oh wait, yes it is. Congrats to Gillian Lester, who will serve as Columbia Law’s fifteenth dean come January 2015. [Columbia News]
* “Do I think he thought he was gonna beat it? Yeah.” The district attorney who brought charges against Stephen McDaniel thinks the law school killer was too big for his chainmail britches. [Macon Telegraph]
* From catcalling to “jiggle tests,” NFL cheerleaders have to put up with a lot of really ridiculous stuff. Not being paid the minimum wage is one thing, but having to put up with being groped is quite another. [TIME]
Which promising young partner just got pirated away by Kirkland?
A big draw of being a solo practitioner or a member of a small partnership is the freedom. But how much “freedom” is there really?
First, do you even want to be doing this? Second, are you good enough?
These suggestions may help lawyers contemplating fixed-fee billing get started, or convince those who’ve tried flat fees unsuccessfully to reconsider.
Email sucks. How can you make it suck less?
Plummeting profits, defecting partners, and layoffs of associates and staff — is this firm in trouble?
The New York City office of Epstein Becker & Green seeks an attorney to work at the level of a fourth to sixth year associate to join its national employer-side labor and employment practice. Knowledge of the full range of federal and state employment statutes, prior litigation experience, and experience and knowledge with matters involving all aspects of labor and employment law, including discrimination, wrongful discharge, harassment, wage & hour and employment contract cases is needed.