Ed note: This is the latest installment in a series of posts from the ATL Career Center’s team of expert contributors. Today, Rob Jordan gives advice to attorneys on how to best position themselves to clarify or confirm their career path.
“Better to be at the bottom of a ladder you want to climb than in the middle of some ladder you don’t, right?” — Dave Eggers, The Circle (affiliate link)
Everyday, many lawyers sit unhappily in their offices with little clarity about their professional futures. I know: I was one of them.
Today, the continued weakness and real-time evolution of the business of law merely compounds the uncertainty. In this environment, it is critical that lawyers regularly perform self-reviews to assess contentment and career trajectory.
These reviews will obviously be very personal. Some lawyers may simply conclude that their unease stems from the plain practice of law; that their law degree is a sunk cost; and that every day spent practicing law rather than pursuing a career acting, rapping, or starting a company is opportunity cost. Others, however, may not be fortunate enough to arrive at such a definitive conclusion; rather, they may be stuck in a state of inertia, unclear whether they like or want to continue to practice law.
I assume that a typical law student reader of Above the Law is attending an elite law school, has awesome grades, and is being groomed to be the next SCOTUS clerk or equity partner of a Vault 20 firm. If this describes you, then don’t waste your time reading the rest of this nonsensical piece. But if you are one of the rare outliers who has a few B pluses staining his résumé, you will have to make some strategic moves during your 2L and 3L years or you are likely to be jobless after graduation.
Since another law school year is almost over, I want to interrupt my regularly scheduled Back in the Race programming to give some advice to law students that I wish someone had shared with me. The advice I provide is time-consuming and stress-inducing because it will require working, studying, and more. To make things worse, as post-graduation employment numbers remain bleak, following my advice will not guarantee employment. But I hope it will make the reader a more competitive candidate for employment in this challenging job market.
It’s not surprising that law grads from top-50 schools have better job prospects than graduates from less prestigious law schools. What’s surprising is how large the gap is.
While there are more than 200 ABA accredited law schools floating around, the employment outcomes from those beyond the first tier are embarrassing. All law schools will tell you that their education is worth the high price of tuition… but it seems that around 150 of them are lying.
Last week, Above the Law released its second annual law school rankings. We rank the top 50 law schools, using the most recent employment data (from the class of 2013). It turns out that those recent employment stats suggest that there are really only 50 schools worth going to — at least if you want to get a job after you graduate from law school.
Anyone who is a lawyer can relate to the perennial quest to find work-life balance, but this odyssey becomes compounded when you are also the boss. Even though acquiring all of your business, as well as making sure the legal representation you provide is good, determines whether you may be paying your rent in a given month, you have to decide where you draw the line with your clients.
Drawing this line also works to the benefit of your clients, who end up getting more comprehensive and meaningful counsel than through the superficial interaction that not drawing these boundaries may lead to…
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?
Every once in a while, I would run a Google search on myself. On the first page, I would see my LinkedIn profile, an article I wrote a few years ago on an obscure topic, and my five-star Yelp rating. Thankfully, no drunken college pictures appeared. So my Google footprint was clean — which is supposed to be good. But then I ran a search on two other attorneys I highly respect and saw pages showing their accomplishments, their connections, and newspaper articles featuring their names. That’s when I realized that I was a nobody.
But now that I am looking for a job, it is very important that my internet image is clean and wholesome. So I did a more detailed search. I tried using different search engines, like Yahoo and Bing. I also used more detailed search terms. Unfortunately, I discovered an old rant on a message board which I think some employers might find offensive. So now I had to find a way to remove it before someone sees it….
I’m spreading my criticism widely here: Lawyers both in-house and out are often guilty of the sin I’m describing today.
Look: When people ask for legal advice, they need legal advice. They don’t need to hear from empty conduits through which information passes unfiltered by a human brain.
What’s today’s lesson? When asked for legal advice, give useful advice. Don’t regurgitate silly nonsense that doesn’t help anyone.
Let me give two specific (but fictionalized) examples, both analogous to real-life situations, and which give a sense of the broader issue.
Example number one: A regulator raises a concern about some statement that your company has made repeatedly or some product that you’ve sold widely. A business person — or another lawyer, or any living human being, for that matter — asks you, reasonably enough, “What’s our likely exposure in this matter?”
At this point, many lawyers turn off their brains and give the terrible, horrible, no good, very bad legal advice . . . .
What do you need when starting a solo practice or a small firm? A huge office in the middle of downtown? The most cutting edge computer? A paralegal and an associate?
You don’t actually need any of those things, but the one that often costs small firms the most headaches in terms of time and money is hiring staff. Many times, new solos or small firms feel the need to staff up right away — they’re lawyers! They have to have a secretary, an assistant, a paralegal, etc. It’s expected. Clients won’t feel comfortable coming into an office without a secretary. But after six months of a low volume caseload, becoming familiar with case management software, and discovering that clients don’t particularly care if you have a secretary, lawyers realize they are wasting money on unnecessary people. Even worse, lawyers might find they hired the wrong people. In a rush to get their office started, they took on whoever first came in the door. Or they only spend a cursory time with the interview process, relying on people’s résumé or referrals. After which they discover hiring the wrong person pulls everyone else down.
So when is the right time to hire someone? And how do you know if they are the right fit?
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 with Lateral Link’s New York office. Abby works with attorney candidates on law firm and in-house searches, primarily in New York, Boston, and Europe. Prior to joining Lateral Link, Abby spent seven years as a corporate associate with Cleary Gottlieb, focusing on capital markets transactions for Latin American clients in New York and for the last five years for European clients in Paris. A native of Boston, Abby holds a J.D., cum laude, from Georgetown University Law Center and a B.A. in government and romance languages, magna cum laude, from Dartmouth College. Abby also worked with the International Rescue Committee as a Fulbright Scholar in Madrid, Spain. She is a member of the New York Bar and is fluent in French and Spanish (and dabbles in Portuguese and Italian).
Choosing a law firm and a practice area is a big decision. While 62% of lawyers move firms within their first four years of practice, your career path will likely be clearly shaped by your first job as a lawyer. I cannot stress enough how difficult it is to switch practice areas once you have started your legal career. It is not impossible, but it can be very difficult. Some firms are much more flexible than others in letting you dabble in various areas before committing to a practice area. In fact, certain firms never officially require you to choose a group. However, it is extremely rare for associates to find opportunities to switch from one firm’s practice area A to another firm’s practice area B. If you are lucky enough to have this opportunity, you will almost inevitably be asked to take a haircut in class year.
So what are the major factors you should consider in choosing a firm as a summer associate or first-year associate?
File this one under #firstworldproblems. Today we have a guy who got into the University of Chicago Law School and Duke Law School, and he’s getting money from both.
But he’s getting a little more money from Duke… which is about as close as you’ll ever get Duke to admitting that it’s not “the Harvard of the South” because Harvard wouldn’t give you a dime to draw you away from the UofC (no offense, Brian Leiter).
So what should this guy do, other than be happy and email ATL about his good fortune? Well, you probably need a little more information…
Ms. JD is hosting their 2nd annual cocktail benefit to raise money for the Global Education Fund. The event will be held on August 21, 2014 at 111 Minna in San Francisco. Our goal is to raise $20,000 to fund the legal educations of four dedicated law students in Uganda who count on our support to continue their studies at Makerere University during the 2014-15 academic year.
The Global Education Fund enable womens in developing countries to pursue legal educations who otherwise would not have access to further education. According to the World Bank, investment in education for girls has one of the highest rates of return to promote development. In Uganda, more than 45% of women over the age of 25 have no schooling at all, and men are more than twice as likely as women to have access to higher education. Together, we can work to end educational inequality. For more information about the program, please visit http://ms-jd.org/programs/global-education-fund/
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: email@example.com.
We at Kinney Asia have made a number of FCPA / White Collar US associate placements in Hong Kong / China thus far in 2014. Most of such placements have been commercial litigation associates from major US markets, fluent in Mandarin, switching to FCPA / White Collar litigation. Some have already had FCPA experience, but those are difficult candidates for firms to find (this will change in coming years as US firms are now promoting FCPA / White Collar to their 2L summers who are fluent in Mandarin and have an interest in transferring to China at some point).
Legal Week quoted Kinney’s Head of Asia, Evan Jowers, extensively in the following relevant article here.
There is a new trend in the market, though, where mid-level transactional US associates, fluent in spoken Mandarin and written Chinese, are interviewing for and in some cases landing junior FCPA / White Collar spots in Hong Kong / China at very top tier US firms.
When the LexisNexis Cloud Technology Survey results were reported earlier this year, it showed that attorneys were starting to peer less skeptically into the future, and slowly but surely leaning more toward all the benefits the law cloud has to offer.
Because let’s face it, plenty of attorneys are perhaps a bit too comfortable with their “system” of practice management, which may or may not include neon highlighters, sticky notes, dog-eared file folders, and a word processing program that was last updated when the term “raise the roof” was still de rigueur.