Headhunters / Recruiters

With the dust on this round of increases finally settling, now seems like a good time to take stock of how the wealthiest firms performed. Was your firm a leader or a laggard?

If you’re a mid-level or senior associate with aspirations to remain in private practice long term, you already know that business development will be a factor in your ability to advance in the profession. 

What should you do if your employer responds to your resignation announcement with a seemingly attractive offer to stay at your current firm?

How to prepare for and execute a smooth resignation, while managing the emotions accompanying this process.

Maybe you’ve spoken with a Lateral Link recruiter as a potential candidate for lateral roles. But have you considered becoming a Lateral Link recruiter yourself?

Are you a lawyer? Someone who hires lawyers? Do you care about the latest trends in Biglaw? Lateral Link has a new podcast for you.

Cadence Counsel is working with Fifth Wall on an exclusive search for a Fund Formation Counsel. The details for the role can be found below.

As you surely know by now, the lateral market has been exceptionally hot in 2021. But one side effect of the rapidly shifting market has been a cascade of misleading rumors.

A common career path is to graduate from law school, spend a few years practicing at a firm, and then take a job as an in-house counsel. But in 2021 — an exceptional year for the legal industry in many respects — a novel trend is emerging.

There is a big difference between proclaiming expertise in an emerging practice area and actually delivering a top-flight offering.

Despite the general understanding that conflicts are an important factor, many law firms wait until the end of the lateral process to run conflicts, even when the candidate is a partner.

Read on to hear why — contrary to popular belief — fall is a great time to lateral.

You’ve obviously achieved a lot in your career already. You’ve honed your legal skills and become a trusted advisor to your clients. You’ve generated business for your firm, mentored associates, and contributed to the broader legal community. But are you happy?

If in the future you find yourself ready to lateral, you will be well advised to consult a skilled and trustworthy recruiter. Do you know who you’ll call?

In-house legal department leaders are navigating an exceedingly difficult hiring environment these days. One solution? Interim counsel placements.