Actually, let me clarify that. Email is a fast, open platform that has universal adoption and has changed the world. It’s convenient and probably how 99% of the people reading this conduct their client communications. But email client programs suck. Most of them are horribly designed and have morphed into unwieldy, user-interface nightmares, mostly due to the broken way most people use them.
If you’re like the vast majority of people, your inbox is a source of work. It’s also highly likely that you also treat it as a storage/repository of work. You begin to attempt to organize it. You start flagging things, creating folders, and soon you’re using your inbox as a task management system. Which is horribly inefficient, and not at all what your inbox is designed for. Furthermore, you’ve likely got your email client set to fetch and notify you on some ridiculous schedule, like every five minutes. Meaning that it’s quite possible that you never get more than five minutes into a task before being interrupted!
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 Shannon Achimalbe to Above the Law. Shannon will be writing about the journey from solo practice to a larger law firm.
Since my last post, the ATL editors have been busy coveringmultiplelayoffstories. That, along with news that hiring will not return to pre-recession levels, is scaring the crap out of me discouraging. But as every lawyer and law school graduate since 1950 knows, finding any lawyer job is a Herculean ordeal – whether boom or bust. And finding the right lawyer job is like finding a needle in a stack of needles.
Because of my non-peer pedigree and the continuing economic malaise, the traditional method of job searching is not going to work, and I’ll end up getting either nothing or a dead-end temporary job. In order to get the job I want, I’ll need to create and execute a long-term career plan.
I’m sure most of you are familiar with the “shotgun” method of job hunting. Towards the end of my third year of law school, I sent at least 500 unsolicited cover letters and résumés to every law firm, recruiter, in-house, out-house and temp agency my career counselor and I can think of. I must have spent hours customizing each cover letter and résumé for each firm explaining why I should be hired without sounding like a blowhard or a wimp. I took advantage of the free law student bar memberships and went to every networking event I could.
Lat here. Tomorrow is a big day. First, April 15 is Tax Day; we hope that you’ve filed your return — and that you haven’t been taken advantage of. Second, it’s the deposit deadline at various law schools. We hope that you’ve made up your mind — and that you haven’t been taken advantage of.
Helping people make informed decisions is the goal of our popular column called The Decision. We field queries from prospective law students choosing between different schools, offer them advice, and ask ATL readers to weigh in as well.
Now, on to today’s scenarios. We’ve titled them “Jersey Boys” and “The Book of Mormon,” for reasons that will soon become apparent….
I’ve now written more than 250 columns at Above the Law; I’m invoking a point of personal privilege.
Neil Falconer (of Steinhart & Falconer in San Francisco) passed away last week at the age of 91. He was an extraordinary lawyer, a fine man, and a mentor to anyone who had the sense to listen. Between 1984 and 1989, I learned from Neil what it meant to be a lawyer – “be a sponge; soak up the law;” “never tell a small child not to stick peanuts up his nose;” “you take as long as necessary to solve the problem; let me worry about the bill” – and I later dedicated The Curmudgeon’s Guide to Practicing Law to him. I expected to shed a tear when I read his obituary, but I didn’t expect to be dumbstruck. Words are a terribly feeble way to encapsulate a life. And sometimes you’re paid back, years later, for even the smallest of gestures. Here’s a link to Neil Falconer’s obituary in the San Francisco Chronicle. Rest in peace, Neil. And thank you.
Thinking about Neil caused me to reflect on the decision that I made, 30 years ago, to work at a small firm (of 20 lawyers) on the West Coast.
Everyone told me that I was nuts: “You can always move laterally from a big firm to a small one, but you can’t move laterally in the other direction!” “You can always move from a big New York firm to a firm in California, but you can’t move west to east!” “You have to start by getting the ‘big firm experience.’ Then you can always move to a small firm.” “Go to a big firm! That’s how you keep your options open!”
The conventional wisdom isn’t always right . . . .
Alfred P. Sloan, Jr., famed chairman of General Motors in its heyday, has been attributed with saying the following at a top committee meeting:
“Gentlemen, I take it we are all in complete agreement on the decision here.” Everyone around the table nodded in assent.
“Then I propose we postpone further discussion of this matter until our next meeting to give ourselves time to develop disagreement and perhaps gain some understanding of what the decision is all about.”
If you are like many other young lawyers of today, you likely came up through an education system that encouraged teamwork and consensus building in which everyone’s opinion and input were valuable. Warm, encouraging environments that allowed students to discover who they are and develop their own meaning behind their education. Their minds, not something to discipline and develop, but rather soft sponges to hopefully absorb information through osmosis. That there wasn’t really a wrong answer, what mattered was how did you feel about the problem. Which is nice if you care about the feelings of children, but next to worthless in the practice of law…
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?
One of the most common soft skills issues that comes up in every environment, whether work, home, or play, is how people deal with others’ negative perceptions or criticisms of them.
When we receive negative feedback from others, most of us go autopilot into some level of defensiveness. We’ll tend to find excuses for our behavior (“I was really overworked at that time,” “I was preoccupied by personal issues,” “That wasn’t my intent,” etc.). Or we’ll blame the other person (“She wasn’t paying attention,” “He’s always so closed-minded,” “She doesn’t get the big picture,” etc.).
Even if any of the explanations above are true, there are other ways of responding to criticism and negative feedback that can be lot more helpful….
Ed. note: Please welcome Shannon Achimalbe to Above the Law. Shannon will be writing about the journey from solo practice to a larger law firm.
Some time ago, I met with a consultant to discuss how I could improve and expand my solo practice. I told him my future goals: to be recognized as an expert in my areas of practice, make lots of money, and have free time for my personal life. He said I could accomplish these goals, but it would depend on how much time and effort I put in. He then told me that I would need to “invest” money in marketing, blogging, networking events, and joining various organizations. I would also need to make plans to upgrade my office and get a staff. Finally, he told me to pick a religion, because I’d be praying often.
But when I looked at the projected costs to accomplish my goals along with the non-guarantee of success, I hesitated. A flurry of questions went through my head: Who do I need to connect with and hire? What niches are marketable and enjoyable? When would I start to see a return on my investment? Where are my potential clients? How many more networking events do I have to attend? Why am I doing this? Am I going to enjoy doing this? When I found myself asking that last question, I knew it was time to look at other options…
Ed. note: This is the latest installment in a series of posts from the ATL Career Center’s team of expert contributors. Today, Casey Berman discusses seven transferable skills that can give attorneys an advantage in the job market.
Some of us lawyers want to leave the law: We are unhappy and dissatisfied with our work situation. We suffer long hours. We find our day-to-day lawyer tasks mostly uninteresting. We are demotivated because we are not included in the partner track discussions. We feel we receive little-to-no mentoring. We are weighed down by high student loans.
And maybe most important, we feel that our professional skill set is not really in alignment with the duties and responsibilities required to be a lawyer. We are not fully confident that we can be a really good lawyer. It’s turning out that what we are good at doing and what we enjoy doing isn’t what an attorney does. We’re pretty sure that this lawyer gig is really not for us.
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: