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 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:
The other day I had lunch with five colleagues, each of whom acts as the head of recruitment for a large New York law firm. Despite our best efforts, the discussion repeatedly returned to work and the immense pressure that we all have been feeling in the wake of the “economic adjustment.” Our jobs used to be (relatively) fun in the late 1990s. We fondly recalled the days when one of the greatest pressures that we faced was finding, at the last minute, extra Yankees tickets for an oversubscribed summer associate outing. Well, our roles have changed. Today our primary task is to find for our employers, time and time again, flawless candidates who have made no missteps in their careers.
During the discussion, I kept steering the conversation back to the topic that I address today. I wanted to share with readers the major pet peeves of recruitment staff members in the hope that you can benefit from such disclosures. In no particular order and with no malice:
Ed. note: Please welcome Shannon Achimalbe to Above the Law. Shannon will be writing about the journey from solo practice to a larger law firm.
Five years ago, I started my own practice. I thought it would get me out of my comfort zone, nurture my entrepreneurial skills, give me the flexibility to choose my hours and clients, and eventually become the type of lawyer I wanted to be. But over time, it became clear that solo practice was not going to help me achieve my goals and had even created some new problems. After heavy soul searching and consultation with others, I decided to search for a job and eventually shut down my practice.
I plan to do two things with this column. First, I want to document my job search. I am writing anonymously because I don’t want anyone interfering and helping me. I want my experience to be no different than anyone else doing the same…
Ed. note: This is the latest installment in a series of posts from the ATL Career Center’s team of expert contributors. Today, Joshua Stein gives some practical advice to lawyers on how to land their second job out of law school.
If and when you decide to leave your first job out of law school, finding your next job will differ in huge ways from the law school recruiting process. The search will give you all sorts of new opportunities to screw things up. This article, however, will arm you with some strategies for success. It starts from the assumption you want to move from one law firm to another. Many suggestions here also apply to other moves, but you will need to adjust them as appropriate.
Law students love to bash the staff of their law school’s career services office. Students often roll their eyes as they describe a staff, usually all female, most with law degrees, who have allegedly traded in the law firm life for a 9-to-5 job. The students often comment that the staff does nothing to help the students secure jobs. Well, I wish to share with you a harsh reality that your law school counselors may not be able to impart directly.
When a student presents to the career services office at law school for a résumé review, there is very little that the counselors can do at that point. The counselors can, of course, suggest the reordering of text and/or tighten certain job descriptions. But YOU are the one who has made certain professional choices, and the staff cannot rewrite your history. A résumé is impressive not because it is well-written; a résumé is impressive because it demonstrates curiosity, risk-taking, and a desire for depth of experience.
Following the publication of my initial column, I received scores of emails from polite job-seekers with specific questions about their current employment situations. While I am not able to reply to all of the notes, I can offer some guidance to assist the majority of these job-seekers.
Insider tip: Biglaw firms tend to avoid hiring candidates who have strayed off of the traditional path to Biglaw firm employment. Such “rogue” candidates make the recruitment committee nervous, and any candidate who makes the committee nervous will not be advanced in the process. If you want to work in Biglaw, get a job in Biglaw during your 2L summer. If this is not possible (because you did not land a job in Biglaw or you have already graduated), get a job at a small- or medium-sized private firm in the exact practice area that you hope to work in when you make the jump after a few years to Biglaw. Clerkships are fine, but law firm experience in your desired practice area is the ideal. Also, of great importance, you MUST do well in all courses related to your practice area of choice. If you received a C in Securities Regulation, it will be a hard sell to land a job as a securities lawyer at a large firm.
What are some other factors that will make the recruitment committee uncomfortable?
Ed note: This is the latest installment in a series of posts from the ATL Career Center’s team of expert contributors. Today, Ann K. Levine, a law school admission consultant and owner of LawSchoolExpert.com, offers helpful tips for law school applicants.
Last week, I had the pleasure of speaking to a group of pre-law students at UC Berkeley with Matt Sherman of ManhattanLSAT.com.
Because I knew this would be a sophisticated group of students, I put together remarks which I hoped would be new information to them and not standard “law school application tips” available on every forum and blog post. I even came up with some new catch phrases (or at least, we’ll see if they “catch”), and I hope they will be helpful as you decide how to strategize your law school admission game plan.
I took the five major pieces of your law school application package and offered tips and insights. Here are the highlights.
The truth, the whole truth, and nothing but the truth.
Legal secretaries and other support staffers aren’t the only folks getting exiled from Biglaw. Partners who lie on their résumés are getting shown the door too.
In the prestige-soaked precincts of Biglaw, the pressure to inflate one’s credentials is understandable. Once you’re above a certain threshold, the quality of legal work can be hard to judge. In other fields of endeavor, you either can do it or you can’t — write code for a specific program, execute a triple Lutz, surgically reattach a severed hand (my dad can do this, in case you ever need his services).
In law, many people can write a brief or negotiate a contract. It then becomes a matter of how well you can do these things — and pedigree inevitably colors the evaluation of the legal services rendered.
In light of all this, a lawyer’s lying on his CV might be understandable — but it’s still a firing offense. A Biglaw partner learned this lesson the hard way….
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: firstname.lastname@example.org.
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.