The results were encouraging. I met many supportive people who introduced me to others, provided useful advice and inside job information. I am beginning to think that the legal community is not as gloomy and cutthroat as I was led to believe.
After the jump, I will share how many interviews I received and the job offers I am currently considering.
Today I continue to address some of the questions that I have received from you by email. Once again, I note that these are simply my personal views on the questions presented.
1. How do law firms assess job moves on a résumé, particularly when the moves were dictated by life circumstances (such as the need to follow a spouse into a secondary legal market)?
There is an unspoken belief amongst many recruitment professionals that a candidate who has moved around too often is a problematic candidate. Whether this is true or not, recruitment professionals view a fifth-year candidate who has already been at three firms as easily discontented. The thought then becomes — why would this candidate be happy at our firm? How are we any different than his or her previous employers? While candidates are often able to explain their moves (e.g., personal circumstances), recruiters then question the depth of experience that a candidate has had to date. Is a candidate who has stayed at one firm for five years more experienced that a fifth-year associate who has moved firms three times? In my experience, employers always favor the former candidate. Partners like loyalty and depth of experience, be it actual or perceived.
2. How long after graduation should an associate remain at a less than ideal job in a secondary market before submitting a résumé to a Biglaw firm in a more desirable location, such as New York or Chicago?
I have received hundreds of emails over the past few months from job seekers, and today I would like to answer some of these questions.
The Recruitment Team
1. Do you take a sadistic pleasure in rejecting candidates?
I have received emails calling me “smug,” “arrogant,” “fat,” and “in all likelihood unattractive.” I am fat and, on most days, unattractive, so well done on that front. However, I am not smug or arrogant. BigLaw is a particular work environment, and it is an environment that I have observed firsthand for 20 years. I am trying to provide readers with some inside information. Please recall that it is just a singular viewpoint on a huge industry.
Neither I nor my colleagues enjoy denying smart people who have worked hard a chance to work in the setting of their choice. There is nothing gratifying about rejecting a candidate.
2. Does the scan of the applicant’s transcript come before or after you review the résumé?
I have received numerous emails from law students requesting advice about the Biglaw interview day. I once again solicited the input of other recruitment professionals in order to compile a list of the items that candidates should keep in mind on their interview day.
Please recall that, as members of the recruitment staff, we are not the individuals who conduct the interviews; rather, we hear secondhand about the reasons why a candidate is or is not advanced in the process. The following list contains our collective thoughts, but, ultimately, a candidate needs to be true to him or herself during the interview process:
I had the pleasure of spending much of last week in Seattle, for the 2014 Annual Education Conference of the Association for Legal Career Professionals (aka NALP). On Thursday afternoon, my colleague Brian Dalton and I, along with Guy Alvarez of Good2bSocial, gave a well-attended presentation on new media strategies that work.
I unfortunately had to leave the conference early to speak at another symposium (the Marquette Law conference on law clerks). But while at NALP, I did attend a number of informative panels, centered around two topics: (1) lateral hiring at law firms and (2) federal judicial clerkships.
Here are some themes that emerged from the three lateral hiring panels I attended:
Ed. note: This is the latest installment in a series of posts on lateral moves from Lateral Link’s team of expert contributors. Ed Wisneski is a Director with Lateral Link, a full-service, multinational legal recruiting firm. Ed’s practice focuses on: (1) working with law firm partners who wish to make successful lateral moves that are personally beneficial, maximizes their profitability and best meets the needs of their existing clients; (2) working with law firm associates who wish to make lateral moves that will enable them to meet their career goals; (3) working with top-level government attorneys who wish to make successful transitions into (or back to) private practice; and (4) working with corporate general counsel to attract and acquire top tier attorneys for important in-house positions. Prior to joining Lateral Link, Ed was a partner and an associate at Patton Boggs LLP, a premier international law firm. Over a 20 year career, Ed developed an ability to work closely with colleagues and clients to successfully navigate complex civil litigation matters. Ed strongly believes that his many years on the “inside” of a top law firm provided him with unique perspectives into the legal marketplace and what it takes to make a successful lateral move. Ed holds a B.S. in Communications from the University of Delaware, and a J.D. from the University of Maryland School of Law, where he graduated cum laude.
If you are a partner in a medium to large law firm, part of your week involves fielding multiple calls from legal recruiters. I know this because for many years prior becoming a Director at Lateral Link, I was a partner at a large international law firm. Towards the end of my tenure, I would receive calls from as many as six legal recruiters in a week, each with an earnest promise that they would find me the perfect job.
Did I take every call? No. But I did take many. Why? Because in today’s highly competitive legal market, it makes sense to know your options.
In a sea of legal recruiters, how can you determine which recruiter is right for you? How can that recruiter help you make a prudent lateral move? How can that recruiter help you test your marketability without causing a distraction to your busy work schedule?
Ed. note: This is the latest installment in a series of posts on lateral moves from Lateral Link’s team of expert contributors. Ata Farhadi is a Director of associate, partner, and in-house recruiting at Lateral Link. He recruits for Am Law 200 firms, smaller boutiques, and corporations ranging from financial institutions to major entertainment and media outlets. As a Director at Lateral Link, Ata offers market analysis, resume advice, interview strategy and related services to attorneys across the United States, Europe and Asia. Ata is also a proud alumnus of Pembroke College, Oxford, and the University of Southern California (Go Trojans!) and is always happy to hear from alumni of either school.
…quite a lot, actually.
By now, you’ve probably read an article or two on the subject, and know that headhunters are third-party recruiters, tasked with the job of exploring the market to find the best attorneys willing to move for the best firms willing to hire. The very best headhunters aren’t in it to throw mud against the wall to see what sticks, but rather it is in the headhunter’s, the firm’s, and your own interest, to ensure that your transition goes as smoothly as possible, both before and after you are hired.
How exactly do headhunters help? Or, more to the point, how have we helped associates and partners like you? Here are some real-life examples from Lateral Link as proof that the best recruiters really can add value to your search…
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?
As part of a nationwide tour, Above the Law is coming to the great city of Chicago.
Join preeminent law firm management consultant Bruce MacEwen, Katten Muchin Chicago managing partner Gil Sofer, and JPMorgan Chase & Co. assistant general counsel Jason Shaffer for a panel discussion (sponsored by Pangea3) on the evolutionary and market forces bearing down on the law firm business model. Come on by Thursday, November 20, at 6 p.m., for thought-provoking discussion, food, drink, and networking.
Space is limited and there will be no on-site registration, so please RSVP
Average law school debt for graduates of private universities hovered around $122,000 last year. With only 57% of new attorneys actually obtaining real lawyer jobs, recent graduates have a lot to consider when it comes to managing their student loan payments. Thanks to our friends at SoFi, today’s infographic takes a look at student loan debt, including the possible benefits of refinancing for JDs…
Kinney Recruiting’sEvan Jowers is currently in Hong Kong for client meetings and still has a few slots available through October 22. Evan will also be in Hong Kong November 14 to December 15. Further, Robert Kinney has been in Frankfurt and Munich this week and is available for meetings with our Germany based readers.
One of our key law firm clients has referred us to one of their important clients in the US, Europe and China – a leading global technology supplier for the auto industry – in order to handle their search for a new Asia General Counsel and Asia Chief Compliance Officer.
Kinney is exclusively handling this in-house search.
This position will have a lot of responsibility and include supervision of eight attorneys underneath them in the Asia in-house team. The new hire will report directly to the global general counsel and global chief compliance officer, who is based in the US. The new hire’s ability to make judgement calls is going to be as important as their technical skill set background.
The position is based in Shanghai and will deal with the company’s operations all over Asia and also in India, including frequent acquisitions in the region.
It is expected that the new hire will come from a top US firm’s Shanghai, Beijing or Hong Kong offices, currently in a top flight corporate practice at the senior associate, counsel or partner level. Of course, the candidate can be currently in a relevant in-house role.