The other day I had lunch with five colleagues, each of whom acts as the head of recruitment for a large New York law firm. Despite our best efforts, the discussion repeatedly returned to work and the immense pressure that we all have been feeling in the wake of the “economic adjustment.” Our jobs used to be (relatively) fun in the late 1990s. We fondly recalled the days when one of the greatest pressures that we faced was finding, at the last minute, extra Yankees tickets for an oversubscribed summer associate outing. Well, our roles have changed. Today our primary task is to find for our employers, time and time again, flawless candidates who have made no missteps in their careers.
During the discussion, I kept steering the conversation back to the topic that I address today. I wanted to share with readers the major pet peeves of recruitment staff members in the hope that you can benefit from such disclosures. In no particular order and with no malice:
There’s evidence to suggest that lateral partner hiring doesn’t always turn out well for the law firms that engage in it. Sometimes firms overpay for talent. Sometimes the talent isn’t as talented as they claimed. Sometimes firms fail to integrate lateral partners well. There are many ways for the process to go wrong.
But what about for the lateral partners themselves? Are they more satisfied with the process and their new professional homes?
Ed. note: This is the latest installment in a series of posts on lateral partner moves from Lateral Link’s team of expert contributors. Katherine Hagman is a Director at Lateral Link where she places associates and partners throughout Chicago and the Midwest. She was a Corporate Recruiter in-house for one of Chicago’s fastest growing companies, and has several years of experience placing attorneys at Chicago law firms and companies. Katherine graduated magna cum laude from the University of Illinois at Urbana-Champaign and received her J.D. from Suffolk University Law School in Boston.
“We’re hiring!” it says. While intrigued by the opportunity, you are not really sure if you should consider a job change at the moment. You are happy where you are and so it just doesn’t feel like the “right time.” After all, they are nice to me here. It’s not so bad. It’s probably not any better across the street. Then again, maybe it doesn’t hurt to look. You can’t decide what to do!
While it is good to trust your gut, there are concrete elements that are going to be very valuable for your career trajectory as an attorney. For the sake of this article, let’s assume you are happy in your job and that if you weren’t, you would work on fixing that or move on.
I’ve been working with lawyers on their careers for the past seven years and it can be hard to really put your finger on whether or not you’re at the right place. This can change over time and it’s more or less a moving target.
I’ve created this quiz to help you take the temperature of your current job and to help you see if you need to think about moving somewhere warmer. Keep reading below for a breakdown of each question…
Law students love to bash the staff of their law school’s career services office. Students often roll their eyes as they describe a staff, usually all female, most with law degrees, who have allegedly traded in the law firm life for a 9-to-5 job. The students often comment that the staff does nothing to help the students secure jobs. Well, I wish to share with you a harsh reality that your law school counselors may not be able to impart directly.
When a student presents to the career services office at law school for a résumé review, there is very little that the counselors can do at that point. The counselors can, of course, suggest the reordering of text and/or tighten certain job descriptions. But YOU are the one who has made certain professional choices, and the staff cannot rewrite your history. A résumé is impressive not because it is well-written; a résumé is impressive because it demonstrates curiosity, risk-taking, and a desire for depth of experience.
Following the publication of my initial column, I received scores of emails from polite job-seekers with specific questions about their current employment situations. While I am not able to reply to all of the notes, I can offer some guidance to assist the majority of these job-seekers.
Insider tip: Biglaw firms tend to avoid hiring candidates who have strayed off of the traditional path to Biglaw firm employment. Such “rogue” candidates make the recruitment committee nervous, and any candidate who makes the committee nervous will not be advanced in the process. If you want to work in Biglaw, get a job in Biglaw during your 2L summer. If this is not possible (because you did not land a job in Biglaw or you have already graduated), get a job at a small- or medium-sized private firm in the exact practice area that you hope to work in when you make the jump after a few years to Biglaw. Clerkships are fine, but law firm experience in your desired practice area is the ideal. Also, of great importance, you MUST do well in all courses related to your practice area of choice. If you received a C in Securities Regulation, it will be a hard sell to land a job as a securities lawyer at a large firm.
What are some other factors that will make the recruitment committee uncomfortable?
Ed. note: This is the latest installment in a series of posts on lateral partner moves from Lateral Link’s team of expert contributors. Abby Gordon is a Director at Lateral Link, focusing on law firm and in-house searches, primarily in the New York region, Boston, and Paris.
I was a paralegal before law school. I took four years between undergrad and law school, so I knew a herd of practicing lawyers when I was still applying to law school. I thought I had a leg up on everyone; I thought I had it all figured out. But in hindsight, I realize that there was a lot I did not know — not in law school and not as I made my way through seven years as an associate with a top international law firm.
Now as a legal recruiter, I see associates making the same mistakes over and over. I wish law schools would do a better job of preparing students for the practicalities of the legal industry and not just teach the substance of the law. But until they do, here is my list of key points to understand and mistakes to avoid…
Ed. note: Please welcome our newest columnist, Anonymous Recruitment Director, who will offer an insider’s perspective on the world of law firm hiring.
As a recruitment professional who has worked in large law firms for 20 years, I am delighted to be writing for Above The Law. I have decided to write anonymously because, otherwise, I would need to have my current employer approve the content of each column and, let’s face it, you want the dirt. Well, I have plenty of dirt to share. But, above all, my motivation for writing this column is to be of assistance to job seekers. Attorneys, as a group, are awful at taking advice. It is my hope that a few of you may appreciate that you can learn from someone who is included in the process of hiring new attorneys at a leading international firm.
As to my background, I am based in New York City, and I “run” the recruitment department of one of the largest law firms in the world. According to my job title, I oversee all aspects of the hiring chain, including lateral partner recruitment, lateral associate recruitment, summer associate recruitment, and LLM recruitment. In practice, most of my time is spent on the identification and recruitment of new junior attorneys. I have many lessons that I wish to share with these job seekers….
Is there really a value to recruiting home-grown associates based on 1L grades? Is there a negative connotation to not competing with the top-tier firms for law school talent? Can firms only fill their “real” needs by looking across the market for lawyers 3 or 4 years into their careers?
There are pros and cons to recruiting associates (and partners) through either method. Let’s take a look at how to build a law firm….
Bonuses are in. ‘Tis the season to lateral. Here’s what you need to know to make a move. Warning: some points are fairly obvious, many are overlooked, but all are important.
1. Start the process now.
Making a lateral move takes time. Unless the planets magically align for you, you’re likely looking at a couple-month process, start to finish. While that’s certainly not a bad thing (you should be exhaustive when making a career change), it does mean that you should start the process now if you’re planning on exploring your options after you collect your bonus in the upcoming weeks/months.
This is not to say that you should send your résumé to every recruiter that includes you in an e-mail blast in January. However, now is a good time to start taking all the necessary steps that come before sending out résumés and interviewing. These steps will help ensure that your lateral move will be as painless as possible.
The more organized you approach your search, the easier it will be for a good recruiter to get you what you want. This is typically a slow time of year for both work and lateral opportunities, so it’s a good time to get all your ducks in a row and be ready to take advantage of all the opportunities that interest you in 2014…
Ed. note: The Aspiring Lateral, a new series from Levenfeld Pearlstein, will analyze a variety of issues surrounding lateral moves, drawing on the firm’s experience in the lateral market as well as the individual experiences of LP attorneys. Today’s post is written by Shelly Leonida, LP’s Director of Human Resources.
It’s 10:30 on a Wednesday morning, you’re cranking away at that brief, and your office line rings. You don’t recognize the number. You put your head down, waiting for voicemail to pick up so you can get back to the finer points of Massachusetts estoppel law. Because you know, inevitably, that on the other end of that line is yet another headhunter.
Sure, it’s annoying. But don’t let that experience turn you off from recruiters when it comes time to make a move. For one thing, let’s be honest: having too many people trying to get you a job isn’t the worst thing in the world. For another, recruiters taking the scattershot, cold-calling approach — testing your interest in a real estate practice in LA, when you’re quite happy at your corporate group in Chicago — are not the best representatives of the profession. The fact is, they can help. And I don’t just say that because I used to be one myself.
Brokers fill important roles in many markets, and recruiters — though not “brokers” in the strictest sense — do just that in the market for legal talent. First, and maybe most importantly, they are valuable sources of information. That may sound like a superfluous role in the Internet age, given all the information available on law firms’ websites and candidates’ LinkedIn profiles. But neither firms nor prospective laterals put everything out there for the world to see, and that’s where recruiters can be handy…
Ed. note: The Asia Chronicles column is authored by Kinney Recruiting. Kinney has made more placements of U.S. associates, counsels and partners in Asia than any other recruiting firm in each of the past seven years. You can reach them by email: firstname.lastname@example.org.
It’s that time of year again when JDs are starting to apply for 2L summer jobs and 2L summers are deciding which practice area to focus on.
For those JDs with an interest in potentially lateraling to or transferring to Asia in the future, please feel free to reach out to Kinney for advice on firm choices, interviewing and practice choices, relating to future marketability in Asia, or for a general discussion on your particular Asia markets of interest. This is of course a free of cost service for those who some years in the future may be our future industry contacts or perhaps even clients.
For some years now Kinney’s Asia head, Evan Jowers, has been formally advising Harvard Law students with such questions, as the Asia expert in Harvard Law’s “Ask The Experts Market Program” each summer and fall, with podcasts and scheduled phone calls. This has been an enjoyable and productive experience for all involved.
Whether you’re fresh off the bar exam or hitting your stride after hanging a shingle a few years ago, one thing’s for certain: independent attorneys who start a solo or small-law practice live with a certain amount of stress.
Non-attorneys would think the stress comes from preparing for a big trial, deposing a hostile witness, or crafting the perfect contract for a picky client.
But that’s nothing compared to the constant, nagging, real-life kind, the kind you get from the day-to-day grind of being a law-abiding attorney.
Connecticut plaintiffs-side boutique litigation firm (12 lawyers) seeks full-time associate with 2-4 years litigation experience, top tier undergraduate and law school education. Journal or clerkship experience a plus; highest ethical standards and strong work ethic required. Familiarity with Connecticut state court legal practice is preferred, but not required.
The firm handles sophisticated, high-end cases for plaintiffs, including individuals and businesses with significant claims in a wide array of matters. Our cases often have important public policy implications, and are litigated in state and federal courts throughout Connecticut. Representative areas of practice include medical malpractice, catastrophic personal injury, business torts, deceptive trade practices and other complex commercial litigation, and products liability.
Additional information can be located on our website, at www.sgtlaw.com.