How General Counsels Can Activate The Hidden Job Market (And Connect With Executive Recruiters)
The most coveted general counsel roles for top-tier and public companies often go unadvertised.
Want to land a coveted general counsel role at a Fortune 500 company? While a number of general counsel roles are publicly advertised on LinkedIn’s jobs portal or on sites such as goinhouse.com, the most coveted general counsel roles for top-tier and public companies are often part of the hidden job market. The hidden job market is a term that refers to positions “hidden” from plain view (i.e., not advertised), such as an external executive search firm conducting a confidential job search.
According to Deborah Ben-Canaan, partner and senior practice leader for Major, Lindsey and Africa’s In-House Counsel Recruiting Group, “Most open general counsel roles are not posted publicly, which means the general counsel searches we conduct are confidential. In fact, the candidates in the running for these positions are often required to sign an NDA in order to enter into the interview process.”
MLA’s strategy is targeted and research heavy, Ben-Canaan explains. “In the vast majority of scenarios, general counsel candidates are found through our long-standing relationships, industry knowledge, and extensive research, rather than public postings.” According to Ben-Canaan, “In 2021, MLA successfully placed 114 candidates in a general counsel role (61 so far in 2022), and the overwhelming majority of these openings were not publicized.”
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So, how can general counsels tap into and activate the hidden job market?
The first step is to update your general counsel resume and strategically market yourself across key areas of board leadership, corporate governance, compliance, contracts, M&A transactions, and litigation (for reference, read my prior article that provides actionable strategies for writing an effective general counsel resume).
You will also want to update your LinkedIn profile and make sure it is keyword optimized. Your LinkedIn profile should represent a current and broad overview of your corporate generalist background and executive leadership progression. If you’re in the private equity or fintech space, you’ll want to utilize those keywords within your LinkedIn headline and summary. As Ben-Canaan explains, “Having a robust online brand is important. You want to use it tout your expertise; use it as an opportunity to highlight what makes you stand out as a candidate and an attorney; and ultimately, to put your best put forward.” Recruiters search based on industry and competency-specific keywords. Referring to yourself as “Partner at XYZ Law Firm” doesn’t tell a recruiter your areas of specialization or what you’re a recognized subject matter expert in.
I cannot emphasize it enough — if your LinkedIn profile is outdated or limited in scope, it can limit you and your upward trajectory, particularly if you’re seeking outreach from an executive search firm. You may have seen one of my recent LinkedIn posts where I mentioned how a chief legal officer client landed a new role after 18 years with the same employer. The executive search firm found this client via her LinkedIn profile — notably the position was never advertised. When in doubt, put effort into your LinkedIn profile and optimize it.
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However, an optimized LinkedIn is just the tip of the iceberg and matter of first impression for Ben-Canaan. The bigger piece is forming professional relationships with recruiters. I’ve previously written in my column about why job seekers shouldn’t wait for recruiters to reach out — instead, be proactive and start building relationships with recruiters who are actively posting open opportunities on LinkedIn. It’s also imperative to have a job search strategy that includes networking with recruiters who do nationwide placements — don’t just limit yourself to your geographic area.
Ben-Canaan also suggests talking to multiple recruiters “since recruiters at different companies will have different opportunities down the road.” When it comes to conversation synergy with legal recruiters, Ben-Canaan reminds candidates to “talk with recruiters about where your interest areas lie and what your career aspirations are. Making a point to have these introductory conversations and periodic check-ins with recruiters allows us to have you on our radar — and inevitably, a good role for you will likely come up at some point in time.”
I appreciated this insight from a legal recruiter as I advise my coaching clients to have ongoing relationships with multiple recruiters where they can do a check-in at least every year or so to inquire about new opportunities. Don’t overlook partnering up with executive search firms that specifically target an industry you’re in — connect with them and advise of your interest in pursuing a general counsel role (make sure you know the size and market cap of the company you would be seeking). Create a list of targeted companies you would be seeking opportunities at and be prepared to discuss it.
Another value-add that Ben-Canaan mentioned is having the capability to find the best fit for the role. Those “deep-seated industry relationships” matter and MLA’s large network is often familiar with the right person for the role. Don’t let the recruiting relationship dry up — you never know when a terrific opportunity can find you or when an opening may appear. I remind clients to always be prepared no matter how happy they are in their current roles — the market changes, businesses change, and leadership teams change. Remember, in this case it’s about who you know, and you want to stay in the loop.
One other piece of candid advice: approach other C-suite executives via your LinkedIn profile and seek out informational interviews with them. If you’re a general counsel, your LinkedIn network should be filled with other general counsels, chief legal officers, senior legal team members, chief compliance officers, and other C-suite executives. Pay attention to the recruiters they are connected to.
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The key takeaway: keep your resume and LinkedIn updated, and actively connect with legal recruiters and executive search firms. Build relationships. Get into their network. Expect the unexpected.
Wendi Weiner is an attorney, career expert, and founder of The Writing Guru, an award-winning executive resume writing services company. Wendi creates powerful career and personal brands for attorneys, executives, and C-suite/Board leaders for their job search and digital footprint. She also writes for major publications about alternative careers for lawyers, personal branding, LinkedIn storytelling, career strategy, and the job search process. You can reach her by email at [email protected], connect with her on LinkedIn, and follow her on Twitter @thewritingguru.
