Lateral Link had a record year in 2012. We promoted eleven recruiters — five new Principals, five new Senior Directors, and one new Managing Director. Given our existing client base, we are hiring Directors for our Partner Group in all major markets to assist with partner level recruiting for Am Law 200 and regional boutiques.
Lateral Link is a leading global legal recruiting firm with twelve (12) offices in the United States and Asia. We have immediate openings in our New York, Chicago, San Francisco, and Dallas offices for a Director-level recruiters to focus on partner search. This is a unique opportunity to leverage an existing client base while joining our team of experienced recruiters, including Larry Latourette (HLS ’82), former managing partner of the Preston Gates, DC office and partner recruiter with over a decade of experience, who manages our partner recruiting practice.
Why Lateral Link? Continue reading to learn more….
Ed. note: This is the fourth installment in a new series of posts from the ATL Career Center’s team of expert contributors. Today, we have some great advice for newly minted attorneys from Joshua Stein, the principal of Joshua Stein PLLC, a prominent commercial real estate law practice in Manhattan.
It’s your first year as a new lawyer. What do you need to know? How can you not screw it up? Here are some suggestions, based on more than 30 years of experience — as an associate at two firms, then a brief time as an associate at a third firm, followed by 20+ years as a partner at that third firm. These suggestions reflect my own experiences, lessons learned along the way, and what I’ve seen and heard from others. Nothing here applies specifically or uniquely to any firm where I worked.
It’s a Business. As much as we might all want law firms to be kind and gentle, remember that client demands are not kind and gentle. Also remember that a firm’s profitability — the ultimate main event — depends on buying a lot of legal expertise wholesale, converting it into as many hours of billable legal work as possible, then selling those hours at retail. That isn’t going to go away. Get used to it. That’s the business you’re in. If you don’t want to be in it, go find some other business to be in.
I had lunch recently with a guy who’s looking for an in-house job. He was complaining about how tough this is: “Recruiters don’t do you any good. They’re focused almost entirely on moving lawyers between law firms; they don’t know about in-house jobs. The recruiters who get retained to do job searches for corporations are working for the corporation, not you. If you don’t match the criteria the corporation laid out, they don’t want to talk to you. How the heck does one land an in-house job?”
Surprisingly, I’d never thought about this issue. (I wasn’t looking for an in-house job — or, indeed, any job at all — when I landed in my current position.) Because I’d never considered how one obtains an in-house job, I had no idea what the answer was. So — always thinking of you (and searching for blog fodder) — I picked the brain of a headhunter-friend.
How, I asked the headhunter, should a lawyer go about looking for an in-house job?
The rumor mill has been churning nonstop over the past week about Dewey & LeBoeuf. In our recentstories about the firm, we’ve discussed reports of financial difficulties, partner departures, and possible layoffs of lawyers and staff.
During this time, firm management has remained fairly tight-lipped. But earlier this evening — a Friday evening, of course — the firm broke its silence. Chairman Steven H. Davis sent out a firm-wide memo, acknowledging the rumors and confirming that yes, Dewey will be conducting some layoffs and engaging in other cost-cutting measures.
Call it RICO not so suave. One of the nation’s biggest legal headhunting firms, Major, Lindsey & Africa, is withdrawing its RICO action against a former employee — after a federal judge offered a somewhat snarky assessment of the merits of MLA’s case.
As reported by Leigh Jones over at the National Law Journal, on Thursday attorneys for MLA submitted a notice of dismissal to Judge Colleen McMahon (S.D.N.Y.). The notice declared Major Lindsey’s intent to withdraw its claims against former Sharon Mahn, a former managing director at MLA, without prejudice, in order to bring such claims in arbitration and/or state court.
Perhaps MLA read the writing on the courtroom wall. The move to dismiss came after Judge McMahon ladled out some judicial sauce….
The world of legal recruiting is a bit like Glengarry Glen Ross. Like the real estate agents of Glengarry, legal recruiters work mainly on commission, and they get paid when they close deals. Instead of getting paid for selling parcels of land, though, headhunters get paid when they find lawyers — people like you — new employment (most often at law firms, although sometimes in-house as well).
Like Glengarry, the world of legal recruiting features outsized personalities, profanity-spouting hustlers, and smooth-talking salespeople (the folks who cold call you and try to lure you away from Big Firm A to Big Firm B). Given the sheer number of recruiters working today, the fierce competition for deals, and the fees at stake — moving a group of powerful partners from one firm to another can result in a six- or even seven-figure payday — it’s not surprising that the business has a seamy side.
In a lawsuit filed earlier this year, which has come to light thanks to some recent, non-sealed court filings, one of the biggest attorney search firms out there — Major, Lindsey & Africa — has made RICO claims against an ex-employee.
Wait a sec. RICO — as in the Racketeer Influenced and Corrupt Organizations Act? Some say legal recruiting can be a dirty business, but it’s not that dirty, is it?
(And are law firm associates going to start getting voice mails from Teamsters? “Hey there, uh, David, my name is Sal….”)
Let’s explore the allegations of MLA’s lawsuit against one its former recruiters, Sharon Mahn….
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.