Today I continue to address some of the questions that I have received from you by email. Once again, I note that these are simply my personal views on the questions presented.
1. How do law firms assess job moves on a résumé, particularly when the moves were dictated by life circumstances (such as the need to follow a spouse into a secondary legal market)?
There is an unspoken belief amongst many recruitment professionals that a candidate who has moved around too often is a problematic candidate. Whether this is true or not, recruitment professionals view a fifth-year candidate who has already been at three firms as easily discontented. The thought then becomes — why would this candidate be happy at our firm? How are we any different than his or her previous employers? While candidates are often able to explain their moves (e.g., personal circumstances), recruiters then question the depth of experience that a candidate has had to date. Is a candidate who has stayed at one firm for five years more experienced that a fifth-year associate who has moved firms three times? In my experience, employers always favor the former candidate. Partners like loyalty and depth of experience, be it actual or perceived.
2. How long after graduation should an associate remain at a less than ideal job in a secondary market before submitting a résumé to a Biglaw firm in a more desirable location, such as New York or Chicago?
I am making plans to attend several conferences and major bar association events for the remainder of the year. My primary goal for attending is to meet people who will provide job leads. But I also hope to meet potential clients, industry leaders, mentors, referral sources, and possibly a shopping companion. The problem is that attending these conferences can be expensive, especially if you are a solo practitioner paying with your own money. But I believe with proper planning, I can make the most of it without breaking the bank.
When I was a newbie lawyer, I dreaded going to conferences. This was because the costs of registration, travel, and lodging were high, and the lectures were boring, obscure, or both (which was mostly the case). I went only because everyone told me that I should introduce myself to the attendees, offer my services, and possibly get a job offer or referrals. So I went, tried my absolute best to stay awake and learn something, and gave my elevator speech and business card to everyone I met. I even paid extra for the dinner reception where I listened to the keynote speaker ramble on and on about her pro bono work. After I left, I sent everyone I met a follow up email and requested a meeting over coffee or lunch. Most ignored me. Others politely declined. And the few I met in person were genuinely good people but probably not going to help my career. After spending several thousand dollars with no immediate results, it can get discouraging and frustrating.
Now that I am more seasoned, I still dread going to conferences, but my approach has changed….
Today, we’ve got yet another law student employment train wreck. When you’re searching for a summer job in this economy — or really, any job at all, even after graduation — you don’t have very much bargaining power as to your starting salary. Apparently some law students aren’t familiar with this fact.
Pay close attention, 1Ls, because this is a teachable moment. If you want to negotiate for a higher salary, please don’t tell a law firm managing partner that you consider his firm’s summer wages to be on par with those of a “McDonald’s hourly worker”…
Some people go to law school not in the hope of making buckets of cash, but to bring justice to their communities. With long hours and low pay, being a government attorney is a noble pursuit. The catch is that some of these poor souls didn’t know just how poor they’d actually be.
To that end, they certainly didn’t expect that they’d be paid a lower salary than the courthouse custodian, and they had no clue that they’d be members of the working poor.
Which state is allowing entry-level government attorneys to live in squalor?
In 1983, when I graduated from law school, essentially no one wanted in-house legal jobs, and people who worked in-house weren’t held in very high regard.
To the contrary: With few exceptions, in-house lawyers were viewed as failures. These were the folks who couldn’t succeed at real jobs. People went in-house because law firms wouldn’t have them; jobs with short hours, low pay, no challenging assignments, and no stress were the only available alternative.
That was not simply my narrow-minded perspective. It was the widely shared belief of generations of lawyers who came of age in the law before about 1990. I recently had a drink with the general counsel of a Fortune 250 company, and he (or she, but I’ll use the masculine) told me that he could never be a success in his father’s eyes: “My father was a partner at a major law firm. He was pleased with me when I clerked for a federal appellate judge, took a fancy government job, and later became a partner at a big firm. But then I went in-house, and he lost all respect for me. He wanted me to ‘succeed’ in the law — to try high-profile cases and argue important appeals. When I went in-house, he quickly decided that I was a failure, and there was never any chance that he’d change his mind.”
What is a law firm? Unlike a lot of businesses, there are really no assets except the lawyers and (in some instances) the brand name. For most law firms — especially newer firms and start-ups — there is no brand name; that leaves the lawyers as the only assets. And for brand-name law firms, if the talent starts to leave, eventually the brand dies.
As one of my partners once said to me: “Bruce, all of the assets of this business go down the elevator every night. Your job is to get them to come back up in the morning.” He just said it casually, but it hit me strongly later on as I realized he was completely right. The entire point of running a law firm was to keep the lawyers in the firm. You can always get more clients if you lose them, but without the lawyers, you have nothing to sell and it is game over.
Accordingly, to answer the question posed at the outset as to what a law firm is…. it is a collection of lawyers who are together because they wish to be together. If they don’t wish to be together any more, then they leave, and that is the end.
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.
* According to the latest Citi report, Biglaw was looking pretty good during the first quarter of 2014. Revenue was up by 4.3 percent — the best first quarter results since 2008. Hooray! [Am Law Daily]
* Nice work if you can get it: Gibson Dunn, the firm hired to handle New Jersey Governor Chris Christie’s “Bridgegate” investigation, billed about $1.1 million for roughly two weeks of work. [NJ.com]
* A “perfect storm” of too many grads and not enough jobs caused the decline in law school enrollment. The solution is obviously online learning instead of lowering tuition. Yep. [New Hampshire Public Radio]
* Our congratulations go out to Catherine Wauters of George Mason Law, winner of BARBRI’s inaugural public interest fellowship! (Our very own managing editor, David Lat, served as one of the judges.) [CNBC]
* The latest football franchise to face the wrath of underpaid cheerleaders is the New York Jets. Members of the team’s “Flight Crew” say they make less than minimum wage to shake their pom poms. [Bloomberg]
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.
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.
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 firstname.lastname@example.org or email@example.com. 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.
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