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….
Ed. note: Please welcome Above the Law’s new poet-in-residence, Qui Tam.
Qui Tam. Short for a Latin phrase that means, more or less, self-righteously suing alongside the King, and keeping a little on the side for yourself. More commonly known today as a whistleblower action, where a private individual with knowledge of fraud gets sheltered by the feds and a nice cut of the penalties imposed for said fraud. So basically the same idea in Latin and common parlance.
For purposes of this column — which will be a collection of observational “poems,” chronicling experiences the writer may or may not have had during a pretty vanilla T1 law school and corporate legal career — what I am going for is the “whistleblower” allusion (quite self-flattering, not to mention self-righteous). Oh, and the pretentious use of Latin is designed to create a sense of sophistication where one probably doesn’t exist (sorry Bryan Garner, but it is true).
It depends. Your view of the direction of the job market for summer and entry-level associates will depend upon which metrics you focus on. That seems to be the bottom line of the latest findings from the good folks over at the National Association for Law Placement (NALP).
The overall outlook seems to be… muddled. Some indicators are up a little; some indicators are down a little. Things appear a bit flat — which is not that different from last year.
But I’m finding (or trying to find) reasons for optimism. Hear me out….
If you can’t see it in the eyes, then I can’t help you.
Don’t date people you work with. Don’t date people you might work with. Don’t date people you are interviewing. Don’t date people you don’t technically work with, but who work for the same company as you do. Don’t date people who you have to see every day on your way to work. Don’t try to get your date a job at your company. Don’t date people who have dated other people at your company. DON’T S**T WHERE YOU EAT!
Why? Because when (not if) it ends, it’s going to end badly. One of you is going to have to quit. And that’s assuming that both of you are reasonable adults. God forbid if one of you happens to be a crazy person. Then, you’re just going to end up with a shattered windshield and a legitimate concern that you need to find a new job for the summer.
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?
Social media is a blessing and a curse. On the plus side, it allows people to share news and easily keep in touch with friends and family. That’s good.
It also allows tools to broadcast their douchebaggery to an even larger audience at the speed of light. That’s bad.
And it allows someone else to create a fake profile and rip that tool anonymously. That’s very good for this site in particular. For instance, now we can debate and ask you to take a reader poll below….
‘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….
If you are considering a virtual law practice, you know that many of today’s solo firms started that way. But why are established, multi-attorney law firms going virtual?
Many small firms are successfully moving part—or even all—of their practice to a virtual setting. This even includes multi-jurisdictional practice spanning several states and practice areas, although solo and small partnerships are still the largest adopters of virtual law.
Can you do the same? The new article Mobile in Practice, Virtual by Design from author Jared Correia, Esq., explores how mobile technology bring real-life benefits to a small law firm. Read this new article—the next in Thomson Reuters’ Independent Thinking series for small firms—to explore how a mobile practice:
Reduces malpractice risk
Enables you to gather the best attorneys to fit the firm, regardless of each person’s geographic location
Leverages mobile devices and cloud technology to enable on-the-spot client and prospect communication
Transitioning in-house is something many (if not most) firm lawyers find themselves considering at some point. For many, it’s the first step in their career that isn’t simply a function of picking the best option available based on a ranking system.
Unknown territory feels high-risk, and can have the effect of steering many of us towards the well-greased channels into large, established companies.
For those who may be open to something more entrepreneurial, there is far less information available. No recruiter is calling every week with offers and details.
In sponsorship with Betterment, ATL and David Lat will moderate a panel about life in-house and we’ll hear from GCs at Birchbox, Gawker Media, Squarespace, Bonobos, and Betterment. Drinks, snacks, networking, and a great time guaranteed. Invite your colleagues, but RSVP fast, as space is limited.
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.
It’s that time of year again when JDs are starting to apply for 2L summer jobs and 2L summers are deciding which practice area to focus on.
For those JDs with an interest in potentially lateraling to or transferring to Asia in the future, please feel free to reach out to Kinney for advice on firm choices, interviewing and practice choices, relating to future marketability in Asia, or for a general discussion on your particular Asia markets of interest. This is of course a free of cost service for those who some years in the future may be our future industry contacts or perhaps even clients.
For some years now Kinney’s Asia head, Evan Jowers, has been formally advising Harvard Law students with such questions, as the Asia expert in Harvard Law’s “Ask The Experts Market Program” each summer and fall, with podcasts and scheduled phone calls. This has been an enjoyable and productive experience for all involved.