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 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:
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?
‘Congratulations on your offer! Take your time deciding.’
The weather here in New York is turning nice and crisp; Sunday is the first day of fall. But because on-campus interviewing gets underway earlier and earlier, “fall recruiting” is almost over for many law students. Those who are lucky enough to be fielding multiple offers for 2014 summer associate positions are now deciding where to go.
But some students are still making up their minds. And one leading law firm wants them to decide faster — or else….
UPDATE (5:40 p.m.): We’ve added comment from the firm below.
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….
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: firstname.lastname@example.org.
Things have changed recently in Korea – a few of our US and UK client firms are looking, very selectively, for a lateral US associate hire. Until just recently, there was not much hiring like this going on in Korea, since US and UK firms started opening offices there. We have already placed two US associates in Korea in the past month at top firms. Most of the hiring partners we work with in Korea do not actively work with other recruiters.
If you are a Korean fluent US associate in London, New York or another major US market, 2nd to 6th year, at a top 20 firm, with cap markets or M&A focus (or mix), or project finance background, and you are interested in lateraling to Korea to a top US or UK firm, please feel free to reach out to us at email@example.com or firstname.lastname@example.org. Our head of Asia, Evan Jowers, was just in Korea recently, and Evan and Robert Kinney will be in Korea in a few weeks. We are in the process of helping several firms open new offices in Korea (a number of which are interviewing our partner level candidates) and also helping existing offices there fill openings.
Professor Joel P. Trachtman has developed a unique, practical guide to help lawyers analyze, argue, and write effectively.
The Tools of Argument: How the Best Lawyers Think, Argue, and Win is a highly readable 200-page book, available for about $10 in paperback or e-book. Chapters focus on foundational principles in legal argument: procedure, interpretation of contracts and statutes, use of evidence, and more. The material covered is taught only implicitly in law school. Yet, when up-and-coming attorneys master these straightforward tools, they will think and argue like the best lawyers.
For most attorneys, time spent managing the books is a necessary evil at best. Yet it is undeniably a crucial aspect of running a successful practice. With that in mind, we invite you to view or download a free webinar by Above the Law and our friends at Clio to learn how to better manage your finances.
Take this opportunity to learn what it takes to streamline your accounting and get the most out of your time. The webinar agenda:
● The basics of accounting for lawyers.
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● Steps to prepare your tax return for your firm’s income.
Do not miss this crucial chance to optimize your accounting practices. Save time and get back to billing!