The process of looking for a legal job is not a model of efficiency. The unemployed and underemployed desperately comb through hundreds of Craigslist postings. Meanwhile, the relatively privileged denizens of Biglaw get besieged by cold calls from legal recruiters, whether they’re looking for new jobs or not.
There has to be a better way. And one former Biglaw associate, an alumna of two top firms, believes she has the answer.
Finding a legal job: there’s an app — well, not an app, but a website — for that….
Ed. note: This is the latest installment in a series of posts on lateral partner moves from Lateral Link’s team of expert contributors. Today’s post is written by Michael Allen, the Managing Principal of Lateral Link, who focuses exclusively on partner placements with Am Law 200 clients.
On the surface, the state of the legal market looks grim; in the third quarter of 2013, lateral moves declined in almost every practice area in comparison to Q1 and Q2 of 2013 and the three previous Q3s. Although the legal sector added 2,700 jobs in August, there has been stagnation within the top 200 firms relative to the last few years. Compared to the last two years, lateral movement has dropped 29% since 2012, after having risen 5.5% from Q3 of 2011 to Q3 of 2012. When compared to the first two quarters of 2013, the drop is less dire. From the first quarter to the third, total lateral moves dropped 6.3% (not nearly as significant), and from quarter two to quarter three, lateral moves decreased by 13%.
Since Q3 is not yet over, we have assumed that the market trends will hold steady over the course of the next few weeks, and we used this inference to fill the gaps in our data. Analysis of past years’ data shows that this is not an unreasonable assumption. Our findings indicate that lateral movement during Q3 is especially weak when comparing these last two years. In 2012, 5,725 attorneys moved laterally (January 1 through September 18th), compared to 4,840 in 2013 — a 15.4% decrease. While the lateral market would be depressed even without Q3, the drop for the year to date would not be as significant. Of the top Am Law 200 firms, nearly 40% either hemorrhaged lateral attorneys or had no net gain. Despite this lateral recession, Lateral Link has increased its market share over the last year, placing even more candidates than the year before despite the otherwise static lateral market….
Biglaw summer associate programs are like lions in winter: shriveled husks with but an outline of their past glory.
Instead of talking about it, we decided to make an illustration so we can all look at it in horror. We’ve compared the sizes of the 2007 summer classes at the top 50 largest law firms to the sizes of these firms’ 2013 summer classes. It’s a little bit like comparing the size of House Stark before and after they started messing with the Lannisters.
Winter is coming, would-be summer associates. Here’s a picture for those of you who are confused by math….
The sky is not falling. Or if it is, it’s falling very, very slowly.
Yes, the legal industry is going through some major changes. The profession is becoming more business-focused than ever before, meaning that it’s harder out here for a partner. It’s also a tough time to graduate from a low-ranked law school if you’re not at the top of the class, as Elie Mystal has discussed at great length.
But for many law students and young lawyers, especially those with strong credentials from strong law schools, times are still good. For proof of this, consider on-campus interviewing (OCI), currently taking place at law schools around the country….
At more senior levels, however, Davis Polk is evolving. Under managing partner Tom Reid, the firm is increasingly focused on the bottom line. It’s adding lateral partner talent, which it historically hasn’t done very often, and it’s asking more from its existing partners in terms of business development (and subjecting some less productive partners to, shall we say, heightened scrutiny). It’s offering buyouts — rather generous ones, it should be noted — to reduce the ranks of support staff (and the associated expenses).
The old Davis Polk, prioritizing prettiness and peacefulness over profits, might have quickly and quietly settled a lawsuit with a recruiter, without regard to the legal merits, just to avoid the ugliness. The new Davis Polk, in contrast, won’t go down without a fight….
* Happy Administrative Professionals’ Day! While we focus a lot on lawyers, judges, and law students, I’d like to take this opportunity to appreciate our legal staff audience — the secretaries, paralegals, clerks, recruiters, office managers, word processors, receptionists, and everyone else affiliated with the legal practice other than the J.D. crowd. Not only do you do great work, but you help keep this site running with your anonymous tips. Keep ‘em coming! [Above the Law]
* A mega-retailer with a reputation for ruthlessly destroying its competitors makes life difficult for anyone who has to subpoena them? No! [Associate's Mind]
* UVA College Republicans see a massive infringement of student rights in the administration’s decision that fraternities conclude pledging early as an anti-hazing measure. Republicans: Protecting your God-given right to create a naked pyramid since Abu Ghraib. [Cavalier Daily]
* “The Blogger as Public Intellectual.” See, we’re a lot more than dick jokes about law firms, people. [PrawfsBlawg]
* Of all the reasons to lock your cell phone, “To Avoid Arrest” is one of them. [Legal Juice]
* Biglaw explained: Clinical depression is contagious. [Law and More]
* SJL Attorney Search has acquired The Shannon Group, a Washington, D.C.-based career transition, coaching and talent development firm. [Wall Street Journal (press release)]
* Arrested Development is coming back soon! Check out this infographic that tells you which Arrested Development character you are. To the surprise of no one, I’m Lucille. Unfortunately, Barry Zuckercorn, Maggie Lizer, and Bob Loblaw aren’t options. [OK Gorgeous]
I kicked a hornet’s nest last week by bloviating about an anonymous someone else’s contrary opinion to mine regarding clerking. I banged out a column that I thought was interesting, and furthered my argument that taking a clerkship in this economy is better than being unemployed.
However, at the same time, I unfairly attacked someone with a differing opinion, and for that I am sorry. I have apologized to this person over email, and am doing so now in this column.
Foot in mouth disease seems to follow some of us like the cloud behind Pigpen. I can remember all the way back to sixth grade making fun of Mark something-or-other, for his constant coughing in class, only to be sternly told by the teacher that Mark had a serious illness. I recall making fun of the cashier in a hotel bar (whose bank count was always off) where I was employed in accounting, only to learn that he was a “Mainstreamed” employee. And then, of course there was last week’s column….
I am well aware of the basement-dwelling commenters who make a bloodsport of decimating each column written here at ATL. Heck, sometimes they make a good point, or more rarely, are funny. But, I admit that I was surprised upon learning that a legal recruiter out there was taking issue with my column regarding experienced lawyers taking clerkships. I looked up this person, who appears to be still in her 20s, and thought to myself, are you kidding me right now? This is 2013, not 1999.
It should have been readily apparent that I was referring to clerking as an alternative to being unemployed. If it was not clear, then mea culpa. My bad. However, I read some of this recruiter’s tweets and was curious if there wasn’t a more nefarious motive behind advising lawyers to think twice about clerking mid-career — specifically, with government positions, no recruiters need apply.
Ed. note: This is the latest installment in a series of posts from the ATL Career Center’s team of expert contributors. Today, in the first of five related articles, Casey Berman, founder of Leave Law Behind, a blog and community that focuses on helping unhappy attorneys leave the law, discusses the first step attorneys can take to leave the law.
Through Leave Law Behind, I work with many intelligent, driven, personable, resourceful, knowledgeable but nonetheless unhappy, dissatisfied, unmotivated, upset, and burnt out attorneys. They tell me that they want to leave the law behind and explore a completely new line of work. They tell me that they want to change their current practice of the law in order to enjoy their work more.
I tell them that there are five main steps to leaving the law. Five time-intensive-but-manageable, build-on-each-other-to-grow-your-confidence, incremental, rewarding (baby) steps one can take to leave the law behind for a fulfilling professional (and personal) life.
And the first step involves money.
Before polishing your résumé, or looking at potential jobs, or interviewing with a recruiter, or doing anything else, the first step in properly leaving the law requires becoming as confident and exact as possible in understanding (i) your expenses and (ii) your safety net and other sources of financial support you can call upon if needed.
Why the initial focus on money? Because one of the main obstacles lawyers face in leaving law behind is a fear around money: A fear of the unknown, a fear of a lack of financial literacy, a fear of facing their bad spending habits, a fear of having the “money talk” with their spouse, a fear that they can’t make money in any way other than being an attorney, a fear that if they leave their job as an attorney they’ll soon be financially ruined.
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….
The holiday season is upon us, and yet again, you have no idea what to get for the fickle lawyer in your life. We’re here to help. Even if your bonus check hasn’t arrived yet, any one of the gifts we’ve highlighted here could be a worthy substitute until your employer decides to make it rain.
We’ve got an eclectic selection for you to choose from, so settle in by that stack of documents yet to be reviewed and dig in…
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 six years. You can reach them by email: firstname.lastname@example.org.
We currently have a very exciting and rare type of in-house opening in China at one of the world’s leading internet and social media companies. Our client is looking for an IP Transactional / TMT / Licensing attorney with 2 to 6 years experience. The new hire will be based in Shenzhen or Shanghai. Mandarin is not required (deal documentation will be in English) but is preferred. A solid reason to be in China and a commitment to that market is required of course. This new hire will likely be US qualified (but could also be qualified in UK or other jurisdictions) and with experience and training at a top law firm’s IP transactional / TMT practice and could be currently at a law firm or in-house. Qualified candidates currently Asia based, Europe based or US based will be considered. The new hire’s supervisors in this technology transactions in-house team are very well regarded US trained IP transactional lawyers, with substantial experience at Silicon Valley firms. The culture and atmosphere in this in-house group and the company in general is entrepreneurial, team oriented, and the work is cutting edge, even for a cutting edge industry. The upside of being in an important strategic in-house position in this fast growing and world leading internet company is of the “sky is the limit” variety. Its a very exciting place to be in China for a rising IP transactional lawyer in our opinion, for many reasons beyond the basic info we can share here in this ad / post. This is a special A+ opportunity.
If your firm is in ‘go’ mode when it comes to recruiting lateral partners with loyal clients, then take this quiz to see how well you measure up. Keep track of your ‘yes’ and ‘no’ responses.
1. Does your firm have a clearly defined strategy of practice groups that are priorities of growth for your office? Nothing gets done by random chance, but with a clear vision for the future. Identify the top practice areas for which you wish to add lateral partners. Seek input from practice group leaders and get specifics on needs, outcomes, and ideal target profiles.
2. In addition to clarifying your firm’s growth strategy, are you still open to the hire of a partner outside of your plan? I’ve made several placements that fit this category. The partner’s practice was not within the strategic growth plan of my client, but once the two parties started talking with each other, we all saw how it could indeed be a seamless fit. Be open to “Opportunistic Hires.” You never know where your next producing partner might come from, so you have to be open to it. I will be the first to admit that there is a quirky element of randomness in recruiting.
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