It’s not all doom and gloom in the Back In The Race series. Despite getting ignored or getting countless rejection letters from law firms big and small, I like to have a little fun with my job search. So today, I will share my experience at an interview with a firm I had no interest in working for. Thanks to Above The Law’s generous contributor compensation plan, retirement benefits and student loan repayment assistance program, I can afford to be slightly more picky when it comes to choosing employers.
Over the weekend, a recruiter asked if I would be interested in meeting with a local solo practitioner who seeks to hire an associate. After learning a little bit about her and her area of practice, I knew it wasn’t going to work between us. But I decided to go to this interview anyway just so I could play the role of the demanding, entitled special snowflake and see her reaction.
So let’s find out who the lucky solo is and see how it all went…
As the dates for on-campus interviews approach, I would like to share with rising 2Ls a few lessons that I have learned from colleagues at firms and law schools about the summer associate application process. As always, in doing so, I run the risk of being called an elitist pig; however, my firm has over 30 positions to fill this fall, and this elitist pig would be delighted if you were one of the individuals to land one of these well-paid spots.
1. You will be given 20 to 30 minutes to make a favorable impression on the on-campus interviewer. Over the years, candidates have tried every tactic in the book to be remembered. This includes outlandish outfits, bringing the interviewer baked goods, and, the worst, flirting with the interviewer. I believe that your main task during the interview is to demonstrate MATURITY. You do not need to demonstrate that you are cool, fun, athletic, perpetually happy, etc. You just need to leave the interviewer thinking that you seemed like a mature individual.
The on-campus interviewer is only going to take a risk on a candidate who he or she thinks will reflect well on him or her. In other words, Partner X wants to call back candidates who will perform well during the callback; if the candidate does well, Partner X looks good to his colleagues. Stated differently, any candidate who is a risk will not be given a callback because Partner X is concerned that his peers will question his judgment by offering a callback to an immature, unfocused, or odd candidate.
Be safe by presenting as mature. So how does a candidate demonstrate maturity?
Ed. note: This is the latest installment in a series of posts on lateral partner moves from Lateral Link’s team of expert contributors. Sarah Morris is a Director at Lateral Link based in Northern California and oversees attorney placements and client services in California. Prior to joining Lateral Link, Sarah practiced law for five years at Skadden, Arps, Slate, Meagher & Flom LLP where she was involved with the hiring and women’s committees. Sarah also worked as an in-house attorney for Bare Escentuals. Sarah obtained her J.D. from Berkeley Law School (Boalt) and her B.A. from the University of California at Berkeley.
Many candidates find that most lateral interviews end up being easier than anticipated, but there are always those tough questions that you want to be prepared for. In addition to doing your research on the firm or company you are interviewing with, be prepared to spend a few hours familiarizing yourself with the types of questions you may be asked. Nothing turns off an interviewer more than “ummm” and “uhhh.” You don’t have to memorize your responses verbatim (and you shouldn’t), but being prepared will help you avoid awkward answers. While it is impossible to cover every tough question an interviewer may ask, below are some of the more commonly asked questions. In addition to some recommended responses, I have also added comments explaining the purpose of the question, and I point out some “traps” the interviewer may be setting by asking you that particular question…
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:
Ed. note: Please welcome Above the Law’s new poet-in-residence, Qui Tam. You can read his inaugural column (and poem) over here.
On-campus interviews: the topic of this week’s Qui Tam observational “poem.” I can’t imagine a more dehumanizing job-related experience, unless of course you were one of those students who didn’t get any….
The Biglaw on-campus recruiting season is a subject of decreasing relevance for most aspiring lawyers, as illustrated by this grim infographic. We are all familiar with the parade of horribles that is the law firm recruitment market, at least from the student point of view. Since the halcyon days of 2007, summer associate class sizes are down at the overwhelming majority of large law firms, often by fifty percent or more. And of course nobody is seriously arguing that class sizes will ever rebound to their pre-recession levels. But 50 percent is not 100 percent; there are still 2Ls who have just made their way through the OCI cattle call.
About a month back, we asked our readers to share their experiences of the OCI process. We wanted to learn where student priorities fall during this era of “New Normal.” For those of you fortunate enough to be in a position to choose among employers, what are the factors driving your decisions? What, if anything, is likely to make you reject an offer? And what, in this unbalanced buyers’ market for legal talent, is the actual interview experience like?
Three of your Above the Law editors — David Lat, Elie Mystal, and Joe Patrice — recently sat down in the ATL offices to discuss the law firm recruiting process. After on-campus interviews and callbacks are done and a student is weighing multiple offers, how should he or she pick the right firm?
The gang weighs in with this short podcast after the jump. Good luck to all those who are still interviewing or choosing between offers….
The law firm on-campus interview process is a peculiar institution. No other industry entrusts its entire entry-level hiring process to a series of superficial 20-minute “cattle call” interviews two years ahead of when the candidate will actually become a full-time employee. There is something contrived about the whole thing. (This old-ish video clip gives a good sense of the inherent absurdity.)
OCI is still underway at law schools across the country. Firms are currently hustling to interview students nationwide, make callbacks, and extend offers within an arbitrary 28-day window (per the NALP guidelines).
As we recently noted, opportunities to participate in OCI — which continues to be the primary entry point for law students into the largest and best-paying firms — are increasingly harder to come by in the current job market. The reality is, most students are on the outside looking in. Most will never be afforded the opportunity to land one of the few gigs that will actually give them a plausible chance of being able to pay off their student loans.
If you are one of the fortunate ones who just went through or is continuing to take part in OCI, we want to hear about your experiences….
The sky is not falling. Or if it is, it’s falling very, very slowly.
Yes, the legal industry is going through some major changes. The profession is becoming more business-focused than ever before, meaning that it’s harder out here for a partner. It’s also a tough time to graduate from a low-ranked law school if you’re not at the top of the class, as Elie Mystal has discussed at great length.
But for many law students and young lawyers, especially those with strong credentials from strong law schools, times are still good. For proof of this, consider on-campus interviewing (OCI), currently taking place at law schools around the country….
1) I never claimed to be a Deadhead, though I love their music. I will leave that to Mr. Wallerstein. I am a committed Phishhead, and could easily have used Trey Anastasio’s bust and subsequent rehab as an example for last week’s column. However, the Furthur incident had just occurred near here and I thought it was more topical.
2) I did not intend to depress anyone with a column on alcohol, so I guess I should have been sober when writing, but that goes against my practice.
3) I am rarely shocked any more by the comments on this site, but I have to say that in my opinion, they have devolved so far into a cesspool of misogyny and lack of humor or wit, that I have decided to continue to write columns without the ability to comment. I have been doing this long enough, and been called enough names and insulted sufficiently that I have become inured to being “hurt.” If you have a genuine criticism, suggestion or correction, write me at the Gmail address.
Jiminy jillickers! ATL editors are going all over the place over the next month or so. Or at least all over the Eastern Seaboard. If we aren’t heading to your neck of the woods on these trips, never fear, we may hit you up on the next time around. We’ve already hit up Houston, Chicago, Seattle, San Francisco, and Los Angeles in the past year.
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.
The JOBS Act created new tools for companies to publicly advertise securities deals online. As a result, thousands of new deals have hit the market and hundreds of millions in capital has been raised, spurring a wealth of new business development opportunities for attorneys.
Fund deals, startup capital raises, PIPE deals and loan syndicates are just a handful of the transactions benefiting from the JOBS Act. InvestorID FirmTM is a platform designed to help attorneys equip their clients with the workflow, marketing and compliance tools to publicly solicit a securities offering online. By providing clients with the tools to painlessly navigate the regulatory landscape of general solicitation, InvestorID FirmTM helps attorneys add value above just legal services.
The Jumpstart Our Business Startups Act (JOBS Act) went into effect in 2013 and permits Regulation D offerings of securities to be advertised publicly. This means that funds and companies can now use social media, emails and web sites to market transactions to new “accredited” investors.
However, with these new powers come new pain points. InvestorID FirmTM provides a secure, fully hosted, cloud-based platform with a breadth of tools for your clients, including: