Ed. note: This is the latest installment in a series of posts on lateral moves from Lateral Link’s team of expert contributors. Ed Wisneski is a Director with Lateral Link, a full-service, multinational legal recruiting firm. Ed’s practice focuses on: (1) working with law firm partners who wish to make successful lateral moves that are personally beneficial, maximizes their profitability and best meets the needs of their existing clients; (2) working with law firm associates who wish to make lateral moves that will enable them to meet their career goals; (3) working with top-level government attorneys who wish to make successful transitions into (or back to) private practice; and (4) working with corporate general counsel to attract and acquire top tier attorneys for important in-house positions. Prior to joining Lateral Link, Ed was a partner and an associate at Patton Boggs LLP, a premier international law firm. Over a 20 year career, Ed developed an ability to work closely with colleagues and clients to successfully navigate complex civil litigation matters. Ed strongly believes that his many years on the “inside” of a top law firm provided him with unique perspectives into the legal marketplace and what it takes to make a successful lateral move. Ed holds a B.S. in Communications from the University of Delaware, and a J.D. from the University of Maryland School of Law, where he graduated cum laude.
If you are a partner in a medium to large law firm, part of your week involves fielding multiple calls from legal recruiters. I know this because for many years prior becoming a Director at Lateral Link, I was a partner at a large international law firm. Towards the end of my tenure, I would receive calls from as many as six legal recruiters in a week, each with an earnest promise that they would find me the perfect job.
Did I take every call? No. But I did take many. Why? Because in today’s highly competitive legal market, it makes sense to know your options.
In a sea of legal recruiters, how can you determine which recruiter is right for you? How can that recruiter help you make a prudent lateral move? How can that recruiter help you test your marketability without causing a distraction to your busy work schedule?
Ed. note: This is the latest installment in a series of posts on lateral moves from Lateral Link’s team of expert contributors. Ata Farhadi is a Director of associate, partner, and in-house recruiting at Lateral Link. He recruits for Am Law 200 firms, smaller boutiques, and corporations ranging from financial institutions to major entertainment and media outlets. As a Director at Lateral Link, Ata offers market analysis, resume advice, interview strategy and related services to attorneys across the United States, Europe and Asia. Ata is also a proud alumnus of Pembroke College, Oxford, and the University of Southern California (Go Trojans!) and is always happy to hear from alumni of either school.
…quite a lot, actually.
By now, you’ve probably read an article or two on the subject, and know that headhunters are third-party recruiters, tasked with the job of exploring the market to find the best attorneys willing to move for the best firms willing to hire. The very best headhunters aren’t in it to throw mud against the wall to see what sticks, but rather it is in the headhunter’s, the firm’s, and your own interest, to ensure that your transition goes as smoothly as possible, both before and after you are hired.
How exactly do headhunters help? Or, more to the point, how have we helped associates and partners like you? Here are some real-life examples from Lateral Link as proof that the best recruiters really can add value to your search…
Ed. note: This is the latest installment in a series of posts on lateral partner moves from Lateral Link’s team of expert contributors. Katherine Hagman is a Director at Lateral Link where she places associates and partners throughout Chicago and the Midwest. She was a Corporate Recruiter in-house for one of Chicago’s fastest growing companies, and has several years of experience placing attorneys at Chicago law firms and companies. Katherine graduated magna cum laude from the University of Illinois at Urbana-Champaign and received her J.D. from Suffolk University Law School in Boston.
“We’re hiring!” it says. While intrigued by the opportunity, you are not really sure if you should consider a job change at the moment. You are happy where you are and so it just doesn’t feel like the “right time.” After all, they are nice to me here. It’s not so bad. It’s probably not any better across the street. Then again, maybe it doesn’t hurt to look. You can’t decide what to do!
While it is good to trust your gut, there are concrete elements that are going to be very valuable for your career trajectory as an attorney. For the sake of this article, let’s assume you are happy in your job and that if you weren’t, you would work on fixing that or move on.
I’ve been working with lawyers on their careers for the past seven years and it can be hard to really put your finger on whether or not you’re at the right place. This can change over time and it’s more or less a moving target.
I’ve created this quiz to help you take the temperature of your current job and to help you see if you need to think about moving somewhere warmer. Keep reading below for a breakdown of each question…
Ed. note: This is the latest installment in a series of posts on lateral partner moves from Lateral Link’s team of expert contributors. Abby Gordon is a Director with Lateral Link’s New York office. Abby works with attorney candidates on law firm and in-house searches, primarily in New York, Boston, and Europe. Prior to joining Lateral Link, Abby spent seven years as a corporate associate with Cleary Gottlieb, focusing on capital markets transactions for Latin American clients in New York and for the last five years for European clients in Paris. A native of Boston, Abby holds a J.D., cum laude, from Georgetown University Law Center and a B.A. in government and romance languages, magna cum laude, from Dartmouth College. Abby also worked with the International Rescue Committee as a Fulbright Scholar in Madrid, Spain. She is a member of the New York Bar and is fluent in French and Spanish (and dabbles in Portuguese and Italian).
In the first part of this series, I discussed picking the right practice area and picking the right firm to optimize your opportunities for working overseas.
In this second part of the series, I will touch on the importance of language skills for various regions and practice areas. I will then discuss the potential downsides and sacrifices involved in working overseas for a portion of your career. Finally, I will talk about what you can be doing now to best position yourself for a move overseas….
On Friday, we held our inaugural Attorney@Blog conference, a first-of-its-kind convocation of leading legal bloggers. The conference featured a series of panel discussions covering an array of important issues facing the legal blogging community, including free speech, race and gender, and technology. The event was very well-attended, and at several points throughout the day boasted a standing-room-only crowd.
Now that it’s over, we’d like to thank everyone who attended, from our speakers to our guests. A special thanks to our sponsors — Avvo, IBM, Newstex, wireLawyer, IM Creator, Marino Legal, Hellerman Baretz, Good2bSocial, Law Firm Media Professionals, the LGBT Bar Association, the Asian American Bar Association of New York, the New York City Bar, and the Westchester County Bar Association — for making such a great day possible. The Attorney@Blog conference was the perfect blend of academia and audaciousness our audience expects from Above the Law, and we were so happy to be able to share it with you. We can’t wait to do it all over again next year!
If you weren’t able to make it out, don’t worry — we’ve got you covered. Here are some of the pictures from a day that was full of fun…
Ms. JD is hosting their 2nd annual cocktail benefit to raise money for the Global Education Fund. The event will be held on August 21, 2014 at 111 Minna in San Francisco. Our goal is to raise $20,000 to fund the legal educations of four dedicated law students in Uganda who count on our support to continue their studies at Makerere University during the 2014-15 academic year.
The Global Education Fund enable womens in developing countries to pursue legal educations who otherwise would not have access to further education. According to the World Bank, investment in education for girls has one of the highest rates of return to promote development. In Uganda, more than 45% of women over the age of 25 have no schooling at all, and men are more than twice as likely as women to have access to higher education. Together, we can work to end educational inequality. For more information about the program, please visit http://ms-jd.org/programs/global-education-fund/
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.
We at Kinney Asia have made a number of FCPA / White Collar US associate placements in Hong Kong / China thus far in 2014. Most of such placements have been commercial litigation associates from major US markets, fluent in Mandarin, switching to FCPA / White Collar litigation. Some have already had FCPA experience, but those are difficult candidates for firms to find (this will change in coming years as US firms are now promoting FCPA / White Collar to their 2L summers who are fluent in Mandarin and have an interest in transferring to China at some point).
Legal Week quoted Kinney’s Head of Asia, Evan Jowers, extensively in the following relevant article here.
There is a new trend in the market, though, where mid-level transactional US associates, fluent in spoken Mandarin and written Chinese, are interviewing for and in some cases landing junior FCPA / White Collar spots in Hong Kong / China at very top tier US firms.
When the LexisNexis Cloud Technology Survey results were reported earlier this year, it showed that attorneys were starting to peer less skeptically into the future, and slowly but surely leaning more toward all the benefits the law cloud has to offer.
Because let’s face it, plenty of attorneys are perhaps a bit too comfortable with their “system” of practice management, which may or may not include neon highlighters, sticky notes, dog-eared file folders, and a word processing program that was last updated when the term “raise the roof” was still de rigueur.