Oh did I say Greenpeace? I meant Federalist Society

There is some evidence that the Justice Department has been screening resumes for its prestigious recruitment program on the basis of political bias. An inspector general report (as detailed in the New York Times on June 25th, 2008, "Report Sees Illegal Hiring Practices at Justice Dept.") concludes that during the Bush administration, the DOJ turned away qualified applicants with liberal leaning backgrounds and interests in favor of their more conservative (and sometimes less qualified) competition.

Left or right, I've not heard anyone condoning the government's actions in this particular matter. Certainly, for the Department of Justice in particular, it should be about the most qualified lawyers getting these jobs without respect to their political point of view. Having said that, can we ever truly leave our bias at the door? A resume that is pointedly political will necessarily evoke a response from its audience. And, as a lawyer in the lateral market, it's sometimes difficult to anticipate how your world view is going to be perceived by a potential employer.

I hate to tell a lawyer to sanitize their resume. Removing something you feel passionately about from the four corners of your resume feels a little like 'selling out', doesn't it? Obviously, if you spent a summer on the campaign trail it's a part of your professional background and your work history, and you have to include it. But what if you volunteer at Planned Parenthood? Or lobby your school system to teach intelligent design?

It's important to recognize that people will form perceptions of you based on your background and what causes you support. Reviewing a resume is a subjective analysis--the reviewer brings their own bias to the table. I suppose the magnitude of this bias depends in part on what you do and where you live. It makes me wonder whether it ever makes sense to temper one's resume to keep the emphasis on skills and achievements and away from those activities that might reveal our place on the political spectrum. Has anyone removed something from their resume to minimize their political leanings?

All I Wanted Was A Vacation....

I recently had a firm ask to revisit a candidate that they had passed on several months ago. Their first question, logically, was whether or not the candidate was still on the market. “Are they still interviewing?” To my chagrin, I had to tell the firm that while this candidate was still on the market, she was no longer with her firm. Unfortunately, now the firm has decided to hold off bringing her in for an interview so that they can look at some other candidates.

The truth is that this candidate left her job willingly and happily and did so because “she had enough money to last a while and wanted some time off.” You work hard and deserve to take some time off. However, I can not stress to you enough to take the time off AFTER you secure employment.

I once wrote an article geared toward law students regarding the importance of how they spend their summers and how it can speak volumes to a law firm. Firms want to know their junior associates are focused, goal oriented and are going to be long-term hires. One way to gauge that focus is by looking at how they choose to spend their summers. Backpacking in Europe or billing hours at Skadden Arps?

The same goes for a candidate’s judgment when it comes to leaving one job before securing another. It is rare that a firm’s needs are so urgent that they are willing to walk away from an ideal candidate because they have asked to take a few weeks for some much needed rest.

While every situation is unique, I urge you to talk to your recruiter before taking that walk down the hall and giving your two weeks notice. Otherwise, you may be taking a much longer vacation than you had anticipated!

Stages of Life: Non-Attorney to Attorney to Recruiter

This weekend, I had the opportunity to revisit my pre-law school life. Between college and law school, I took four years off to live in Boston and D.C. and work for a nonprofit organization. It was that experience that ultimately led me to a career in tax and corporate law. It was incredible to become acquainted with the girl I was before law school and my law practice took over my life. I visited with old friends today who have never heard me talk about bar exams, billable hours, due diligence trips, merger agreements, etc. It was fascinating!

Life wasn't better then - but it was surely different and less busy!

My friends and acquaintances will tell you that I am not a philosophical person. But, I believe that, as attorneys, our common experiences bond us. For this reason, I generally recommend that associates and partners work with a recruiter who was a practicing attorney (whether or not a BCG recruiter) - with, of course, a few exceptions. I think that former attorneys can bring an interesting perspective to our work as recruiters gained through many hours of one-the-job training (and schooling!) We've been there!

Personally, I enjoy speaking with attorneys who remain in practice - especially my fellow BigLaw tax and corporate attorneys. And I have a big soft spot for my fellow Fordham Law alums! I have sat in your seat - and feel incredibly qualified to help you craft the career that you want.

Fear of Job Loss

According to a new study, nearly 30 percent of all large firm associates fear losing their jobs. While this may be a bit higher than it might have been several years ago, I imagine that this statistic is par for the course. Large law firms are not known for doing a lot of hand holding; and in both good and bad times, associates often tell us that they do not get enough feedback and are therefore worried about their tenure.

But what if work really is slowing down? Are you really at risk of being fired? Take a look at an article my colleague Carey Bertolet wrote on the subject.

Furthermore, how should you spend your time when there is "nothing to do?" Here is a partial list of suggestions:

• Write an article.
• Ask partners if they need help.
• Volunteer to put together CLE materials for a partner who is speaking at a conference.
• Join a bar association committee and volunteer for a high profile role.
• Check in with clients just to say hi. Invite them to lunch or coffee if they are local and use the time for relationship building.
• Attend CLE courses yourself.
• Meet classmates for lunch.

And if you really believe you are at risk of losing your job, start networking and job hunting. At the very worst you will gain more perspective on your current situation and learn something about the legal marketplace.

Ah yes, the age question

As my fellow recruiters can tell you, I had one of my cranky moments about the assumptions/implications related to age this week. Interestingly, the Wall Street Journal explored the topic today, as well. Their article provided some new food for thought and provided some balance in examining the issue. Here it is: http://online.wsj.com/article/SB121444239121105653.html

The article gave us "oldsters" some possible tools and new approaches to redefine our image. No one likes someone who sits on their laurels and demands respect simply because they have been around and survived for so many years. The market place is the market place. You need to stay in touch. And that means keeping up with the lingo, the technology, the trends; in short, everything that youthful people are good at.... because they have more recent exposure to what's happening via their education, their childhood exposure to modern media, and their spirit of riding the cutting edge. No reason, the older set can't have some of the same fun.

The article focused on physical image a bit, but also examined how you present yourself on paper. In truth, it gets back to how you see yourself. And you can't blame anyone but yourself if you see yourself as somewhat stodgy, unappreciated, or back-burnered. Figure out what sells in your intended market and decide if you are a match. If you are, then figure out how to convey the essence of what you bring to the job without conveying a sense of tiredness, entitlement, or a passe point of view. We can all think young. And it's a lot of fun.

Finding Work for All Those Attorneys

Ever wonder how mega law firms find work for all those partners and associates? An item in today's New York Lawyer does a good job of explaining how it is possible to keep so many professionals employed under one roof (free subscription required). Apparently, Invitrogen, a manufacturer of test kits, chemicals and cells will acquire Applied Biosystem Inc. In order to consummate the deal, DLA Piper, Skadden Arps and Fried Frank each assembled their own armies (representing the buyer, seller and bank respectively.) In total, 52 lawyers were kept busy by the $6.4 billion stock and cash deal. But now that their work is done, what will they all do?

Is Your Bio Accurate?

If you are open to a lateral move, it's very important that your bio on your firm's website accurately reflects your experience (assuming that you are able to provide input on your bio).

With regard to headhunters, an accurate biography can do two things: (1) eliminate calls regarding positions that don't match your background, and (2) encourage calls for positions that do.

This sounds like very basic advice, but it's quite shocking how many attorneys will say to me, "Oh, my biography is so outdated - I have much more X or Y experience than is reflected there."

Just something to think (and hopefully write) about.

Learning to Wait With Grace: The Art of Patience

I hate to wait. Really, really hate it. It depresses me, puts me in a funk, and sometimes makes me act irrationally. But, as a legal recruiter, I've started to accept the fact that waiting is a critical part of the process for myself as well as my candidates.

In this business, it is imperative to understand that the job search will take time and there is very little that recruiters or candidates can do but accept that the wait is part of the game. For example, I recently worked with an absolutely stellar candidate that as soon as I received her resume, I thought it was a slam dunk and that she would be placed in a matter of weeks. That was four months ago.

Hence, I learned that even the most fabulous candidates will take time to place and this is becoming especially true in our current market. To that end, I've provided a list of quotations below regarding patience. Give them a read, take a deep breath, and remember that good things come to those who wait!


"Patience is passion tamed."
--Lyman Abbott

"Patience is the companion of wisdom."
--St. Augustine

"Endurance is patience concentrated."
--Thomas Carlyle

"The key to everything is patience. You get the chicken by hatching the egg, not smashing it."
--Arnold H. Glasgow

A Summer Evening at the Ballet

I spent three hours last night watching one of the greatest ballerinas on earth -- Gillian Murphy -- perform at Lincoln Center. For anyone who knows ballet, Gillian's beauty is only outshone by her technical abilities. In other words, she is someone who "makes it look easy." However, underneath her performance lies hours and hours of work, rehearsal, and diligence. It's not surprising that Gillian's performance resonated with me this week as, prior to arriving at the theatre, I was on the phone with an active candidate who also "makes it look easy" --- and I realized there might be a lesson here for other attorneys who are interviewing this summer.

The candidate I am referring to above is someone who -- despite typical summer time distractions -- preps for her interviews 4 days before, reads treatises on the weekend, spends her lunch hours digesting case law in her chosen field, and spends her evenings networking. As a result, when she gets in front of a partner for her interviews, she radiates confidence, poise and knowledge. She's beauty on the outside supported by hours of study underneath. Her calm demeanor is only possible because she is well prepared and well rehearsed.

Prepping for an interview during the summer months can be hard! I'm sure you would rather be at a barbecue or out at a summer associate event. A few of my candidates have said to me recently , "I don't need prep. I am who I am; if they don't like me, it's not meant to be." (I hear that a lot during the summer). If that's you, ask yourself, "do I really mean that?" ..... or "do I just not feel like doing the prep work?" If it's the latter, reconsider your approach. The summer can be a great time to find a job sometimes because your competition on the marketplace may be distracted with their own barbecues, vacations, parties, event. With a smaller candidate pool for firms to chose from, you increase your odds at those firms where you do interview. So, why not do your very BEST at the interview? Prepare, prepare, prepare. Don't let the hazy summer days interrupt your usual ambitious approach. As I tell my candidates, "I know it's the summer, but don't let the sun catch you crying." Ok, I don't really say that, but it sounded good (my apologies to Gerry and the Pacemakers). The bottom line is: If you are interviewing this summer, dedicate the time you need to prepare well for your interviews. If you put in your time, your performance will radiate calmness supported by intelligence and experience, and that's the ideal.

Reflecting back to the ballet last night, there was one ballerina on stage who fell out of her arabesque two times. Yes, the audience noticed and, yes, they actually gasped (welcome to NYC). I wonder if she put in her prep time?

Monday's Random Resume Tip

This is a short post, but one that will be immensely helpful for your legal resume.

Here it is: When describing your experience with an employer, never use more than 3 bullet points at once, unless they are broken up by subsections/subheadings.

It's my opinion that people rarely read more than 3 bullet points before jumping to the next heading/employer on your resume. Some resumes have 5, 6, or even 10 bulleted sentences under each employer. Unless they are broken into subsections/subheadings, this can be very tedious because the reader needs to figure out exactly how the bullets fit into your overall experience (which usually covers a range of areas).

Imagine how annoyed you would be if you had to read a brief that had no headings. Same thing goes with your resume.

Ed Good, a writing instructor at my old law firm, used to always stress the importance of providing "context before detail" and providing a roadmap for the reader. By using subsections/subheadings under each employer, you will be helping the reader immensely. And for that, your potential employer (and your legal recruiter) will thank you.

Two-Year Law Degree?!!

Northwestern University School of Law is going to be offering a two-year J.D. program which will be launched in 2009. It is the only highly ranked law school currently offering this type of program. The affect this program will have on OCI's, summer programs and hiring in general remains to be seen. Click here for the article about the program which appeared on law.com.

Why every lawyer needs a dog.

Practicing law is a stressful occupation, especially for those attorneys working in law firms. In this day and age where lawyers are constantly seeking stress relievers in their lives, I offer up a simple suggestion- adopt a dog from a rescue or the local pound.

For those more logical minded folks- there have been many health benefits associated with owning a dog. Owning a dog has been linked to lowered blood pressure and cholesterol levels, increased happiness, decreased levels of depression, and better overall stress management.

Most of the lawyers I talk to everyday would greatly benefit from having a loving pet in their lives. Sharing your life with a dog means welcoming unconditional love into your life. It's that simple. Your dog won't care how many hours you billed that day or if you screwed up a major assignment. Dogs show friendship in its purest form, without judgment or ulterior motives. Dogs are happy to see you every minute of every day. Now what lawyer (or human being for that matter), doesn't need more good energy like that in their lives?

If you really think about it, the term "rescuing a dog" is kind of a misnomor, because dogs so often rescue us and give us a better quality of life. If you have room in your heart, please strongly consider adopting a dog from your local rescue or shelter. As I look at my dog napping peacefully by my desk right now, I can honestly say that adopting him was one of the best decisions that my husband and I ever made. After all, as Charles Schulz put it- "Happiness is a warm puppy."

Going In-House: Look Before You Leap

I have recently spoken with several candidates who have expressed a desire to go in-house, and wanted to share some thoughts on making such a transition since I am a former in-house attorney. After several years of being a BigLaw attorney, I made the jump to go in-house at one of my firm's clients, a very well-regarded private equity/investment management company. At the time, I wasn't necessarily looking to make a move, but I didn't think I should pass up such a great opportunity. After all, it had been ingrained in my mind that going in-house was the ultimate dream job for mid-level associates like myself. So, before I knew it, I had accepted my offer, given notice, and had started my new job as an in-house attorney.

I spent over six years at my in-house position, and feel very fortunate in that it proved to be an overall amazing experience. However, I think my situation was the exception to the rule as I have heard many horror stories that depict situations quite contrary to my own. The general thought is that going in-house means a better overall lifestyle, but that is not necessarily the case. In-house positions come in all shapes and sizes, and it is extremely important that you properly analyze each opportunity you come across because it can be extremely difficult to return to private practice, especially in this down market.

I recently wrote an article that discusses my experience as an in-house attorney because I wanted to help anyone thinking about going in-house understand the advantages and disadvantages of doing so before making that jump. Here is the link to the article: http://www.bcgsearch.com/crc/view-from-other-side.html. I hope you find it helpful!

It's How You Play the Game

A week ago today Tim Russert died suddenly. The idolization of public figures and our cultural obsession with celebrity are traits within our culture that I am not fond of, but as always there are exceptions to every rule and Tim Russert was an exception.

During my career I have had the opportunity to work with some pretty famous and influential figures. I've worked with attorneys that were ambassadors, vice-presidential candidates, heads of Federal government divisions, national museums, or simply considered the best in their practice specialty. Some of them were astonishingly generous and giving people, treating everyone around them with respect. Others were egotistical, insecure, and petty. All of them were extremely accomplished in their careers.

Regardless of what we choose as our profession, all of us make a decision conscious or not about what sort of player we are going to be in the game of life, personally and professionally. I have been profoundly struck by the clear distinction between those that rose to the top by climbing over other people (or standing on their heads) and those who arrived at the top and who elevated the standards for everyone else along the way.

Tim Russert was one of the latter. He deserved all of the attention and shock and grief people felt upon learning he had died. And he offers an answer to the question, "Where have all the role models gone?" Russert proved that it is possible to be meticulous, to seek the truth, to be tough minded but fair, and to be kind and decent as a human being. Clearly he was a man of few regrets who appreciated his success and who earned every bit of the affection and respect he commanded.

It takes discipline, restraint, humility, and a willingness to see the truth about ourselves and others to succeed via the particular path Russert chose. It isn't easy, but it is far more satisfying than alienating numerous individuals or showing merely indifference towards those around you.

All of us leave behind in the perception of others a legacy that is defined by the way we treat other people and the care we take with what we choose to do. And if we do something that we love, that enthusiasm is contagious.

I am sad that Tim Russert will not be there on election night this November. It was always such a delight to see the zest with which he did his job. He actually had fun while he worked! Tim Russert left us with a fantastic reminder that we can reach the pinnacle of success and play nice. Here's to being not only brilliant and successful, but decent and joyous in our professional lives. Go Bills!

More on LinkedIn

I know that I have previously been exposed as a LinkedIn evangelist! I cannot say enough positive things about the potential for connectivity that LinkedIn provides. It is like the rolodex of the 1980s but completely souped up! (The photo at right is a tiny part of my LinkedIn network.)

Here is a Wall Street Journal article on LinkedIn. It has just received funding from VCs and it is here to stay. Venture capitalists have currently valued the business at $1B. It's the business version of Facebook.

Interesting facts:

• Average user's age is 41 and income of $109K+.
• Many people (including me!) have both LinkedIn and Facebook accounts. LinkedIn for work and Facebook for fun!

I definitely urge you to check it out!

When Things Get Tricky and Uncomfortable at Your Firm

I just spoke with a candidate who triggered a memory of a difficult as well as tragic situation that I encountered with a supervising attorney as a junior associate. As a recruiter you hear many stories of weird things happening at law firms. Some make the headlines when clients "go postal," or an attorney decides that a jump from the heights is the better solution, than the exit from the firm.

But there are plenty of uncomfortable things happening that are not in the headlines. I hear stories of high level attorneys suddenly disappearing from their firm without a trace, or attorneys permanently moving into their offices and abandoning their homes. There are the difficult substance abuse scenarios and the appropriate/inappropriate office romances. When one is spending most of one's life working at the office, pretty soon real life creeps into the picture, invited or not.

In my case, the situation was a senior attorney who was very ill but not wanting most people, including his clients or peers in the firm to know what was truly happening. He was a beloved member of the firm which made it all the more difficult. Since I was a nurse in a previous life and since I had daily interactions with him and interfaced with clients for him, I had a clear view of the scenario. My nurse side was screaming, "this man needs to be in a hospital with aggressive therapy," while my attorney side was walking a tight rope trying to maintain his dignity and respect his choices in the way he chose to ride out his illness. Lawyers put great stock in image, staying in the saddle, and giving their clients great service.

But, having my work product reviewed by him in the ER and getting cell phone instructions from him in his hospital bed began to feel like we were over the line. Once, during a telephone conference in the office with just the two of us speaking across country to clients, he lost his ability to speak, grasped for water, and motioned me to continue a very high level discussion that was completely over my head as a first year associate. Given his illness, the fact he was functioning at all was a testament to the man's brilliance and determination. But, with time, I began to feel very alone and scared about what I was witnessing. I had shared my concerns with him in a kind but direct way. Not much had changed. Now, I knew that I had to call in some reinforcements.

Fortunately, there were senior attorneys in my office who could invoke the bonds of a lifetime friendship with this fellow, and who had the skill to step in with love and concern to help him accept that his first responsibility was to himself and to attending to his illness. Clients and corporations can adjust. Other attorneys could cover. Even with everyone in the practice group and all of his closest friends in the firm eventually on board, it wasn't easy. I felt like a tattle tale when I finally asked for help and support. I didn't want to undermine his reason for living. I'm still not sure of the lesson here. Life is a matter of balance. You do your best. Sometimes it doesn't feel great. All of us at the funeral some months later were tightly bonded over the loss. We all did our best.

No one can offer standard advice for these situations. I think the critical factor in gauging the health of your firm if such a situation presents is, do you have someone you can go to and feel safe in asking for help?

RIP Tim Russert

What shocking news about Tim Russert! This election season will not be the same without him. The news of his death has hit all of us so hard. For those of us in our 30s, we rarely remember a day when Tim wasn't a permanent fixture in news broadcasting.

It is a testament to the man that the world over is saddened by his passing. He was a class act, a phenomenal journalist and a devoted family man.

RIP Little Russ.

College Coaching is Not the Answer

Like other businesses that compete for talent, law firms continue to add to their pool of benefits. Several firms have now begun to offer college coaching. This benefit is a way to assist busy lawyers who are trying to help their college bound children navigate the competitive field of college admissions.

But are better benefits the key to retaining talent? I'm sure that offering good benefits is one important way that firms compete for talent. But isn't offering constructive feedback much more important? On-site day care is not going to keep an unhappy associate from pursuing a lateral move if she isn't being managed properly. Providing college admissions guidance to a partner will not stop her from moving her portable book of business across the street if she does not feel that the firm is supporting her practice.

Are all law firms really "the same"?

Now that I've become a recruiter at BCG, all of my lawyer friends who I thought were happy (or at least not miserable) at their current jobs have suddenly confessed to their discontentedness at their present law firms. My question is "why"? If you ask them, they will confess that nothing has really changed at their respective firms over the past 4 or 5 years. Same job, same people (at least mostly), same gawdawful hours. So why am I just now hearing about all of this misery?

Law firms, it seems, breed a culture of negativity. You're unhappy, but then so are the poor guys in the offices on either side of you. You perhaps rage against it during your first few months at your firm, but then you assume that you have to accept your lot in life. Heck, you worked hard to get where you're at, and the money is nothing to sneer at, so might as well just plod along. Besides, no one really wants to hear about it (unless the unhappiness stems from something fairly salacious). Looking back at the happy hours with my friends during my years at various law firms, no one really discussed how they felt about their jobs, what they were doing at work, or how their jobs fell short of their expectations. It was too depressing to relive over drinks, and that's why we were drinking anyway, right?

On the other hand, ALL the associates at your current firm no doubt complains ALL the time to each other about how miserable they are. Here, though, no one is really listening. No point, really, everyone is working for the same people and have to attend all the same annoying dinners/events, so it's really just a waste of breath.

Why the culture of negativity exists is perhaps a bigger issue than I want to address right now. I'll save that for my first novel. But I guess I am more interested in knowing why attorneys accept misery as a fact and don't really try to change the situation. So many of my now-I-realize unhappy friends have been at the same firm their entire career. I have asked many of them why they stay if it makes them that unhappy, and the constant reply is this: all big firms are the same. Why go to the trouble of starting over again, trying to establish good will with a new group of partners, if the effort is just going to get you exactly where you currently are?

The thing is, having been at three firms over the past five years (that's right--3 in 5), they really are not the same. Yes, you do have the same lack of control over your schedule, and you will no doubt encounter annoying or even evil people in any law firm environment. At least that was my experience. But, the culture, the work, and the amount of mentorship you receive can vary greatly among firms. Each firm I worked at was distinct. Hated the people at one, loved the people at another. Received great mentoring at one, realized the concept of mentoring was a new one at another. Sure, I never found a perfect fit, but my problem was that I never really wanted to be a lawyer. Perhaps that is your problem. But, if it is not, why on earth accept misery? Maybe it's too much to ask that work be fun (although my job luckily is), but there are many emotional states that exist between misery and happiness. Do some soul searching and try to find out exactly what is making you unhappy, do some research into other firms, and then put your misery behind you (after some exit therapy). Strike out and find something new.

Sudoku is a japanese puzzle...

loosely translated as "only single numbers allowed," at least if you believe an August, 2005 article about the craze, published by the New York Times. Will Shortz' article entitled "A Few Words About Sudoku, Which Has None" described the increasingly popularity of the game.

Catching on, indeed. CNN reports today (http://edition.cnn.com/2008/WORLD/asiapcf/06/10/sudoku.jury.ap/index.html) that a mistrial was declared when it was discovered that some of the jurors had been playing sudoku during the trial. The trial, which had gone for 66 days before the discovery, cost the government in the neighborhood of $950,000 (US).

I'm torn. I love sudoku, but I've been in front of juries. It's hard to know whether you are convincing a jury--keeping them focused is a whole different hurdle. And the lawyers and judge's staff who now have to start from scratch? That's the kind of massive frustration that only a good mind numbing game of sudoku could soothe...

Playing in the "Right" League

Playing in the "right" league can have a big impact on your career satisfaction. Before I elaborate, I wanted to share a quick story about my son, Ari.

Several months ago, I took Ari to his Little League tryout. Secretly, I was hoping for the worst. While I would have been proud if he could have been one of the few fifth graders to make it into the Majors in my town, I knew that he would have much more opportunity to play (and pitch) if he stayed in the Minors for another year.

As fate would have it, he had a good tryout; but several other fifth graders had a better tryout and Ari ended up playing AAA ball once again.

We are now in the post season and this father couldn't be more thrilled. Ari has been a star on his team and yesterday, he drove in the winning (and only run.) He has also been given many opportunities this season to pitch.

The point of this story is not to brag about my son (though being the kid who was stuck in right field growing up, I must say that I'm very proud.) The point is to know which league suits you best. Do you fit in at a large firm? Does it feel right? Or maybe a smaller firm is a better environment for you. Does government seem like a place where you can shine amongst your peers? Perhaps in-house is where you can make the greatest contribution.

The Little League analogy is not perfect. I'm not trying to say that large law firms are the majors and everything else is minor league. Rather, I think it is important to know which is the best "league" for you and your career. That can change over time. So taking the time to reflect at least once a year is a good exercise.

What NOT to wear during your summer associate program

This week, Jenny Burg Davis and Brenda Sapino Jeffries of the Texas Lawyer had this interesting piece on dressing to impress during your summer associate programs. Four large firm partners (from Weil Gotshal, DLA Piper, Fulbright & Jaworski, and Godwin Pappas) weigh in with their thoughts.

"BAS" - Battered Attorney Syndrome

A few months after I became a legal recruiter in Washington, D.C., in early-2004, I wrote an article based on a tongue-in-cheek phrase some of my former colleagues and I used: "Battered Attorney Syndrome." The article was published in the Legal Times in November 2004 and has sort of taken on a life of its own over the past few years.

Just yesterday, in fact, I cold called a candidate at a large firm in D.C. and this person said, "I recognize your name - did you write that 'Battered Attorney Syndrome' article? Somebody just forwarded it to me." It was quite surreal, but it really made my day that this this article is still being read several years later.

This article resonated with so many associates (and partners) because almost every one us has at one time or another felt inferior, alone, stupid, incapable of possibly exceeding expectations, unsure of our future direction, and a failure (I'm hoping you're not nodding your head affirmatively at every single one of these). But if you are ... that's ... okay. (Sorry, couldn't resist the Stuart Smalley reference.)

As a recruiter, it's amazing how often assocaites and partners--many of whom are high-profile and recognized as leaders in their field in Washington, D.C.--confide, in private, that they can relate to these feelings. In many cases, the most successful attorneys are those who are most petrified of failure, which fuels the desire to be "successful" (however that is defined) at all costs. Fear of failure can be a tremendous motivator, but if not kept in check, it can make you a lunatic. (Think of that partner with the huge book of business that everybody--including other partners--hates working with.) Or, if it does not drive you to lunacy, it can just result in you being very unhappy with your career. As such, when attorneys feel like they are failing in any sense of their career (e.g., a client fires them, a partner does not like their work, etc.), it often hits home like a ton of bricks. Sometimes this stress is self-imposed, but sometimes it is imposed by other attorneys. But in either case, it ain't fun and is particularly painful for type-A, over-achieving attorneys.

Ok, this is starting to seem like an unnecessarily long introduction to this article and is actually straying in a random direction, so I'll stop myself here. Here's a link to the article, and feel free to share any comments you might have. http://www.bcgsearch.com/crc/battered_attorney_syndrome_legal_times.pdf

Surviving Summer Culture Shock

Our local legal newspaper focused on summer associate programs in big firms in California this week, reporting a slight decline in the numbers. Even with a decline, there are hundreds of you "summers" out there.

The insert provided lots of advice for success and quotes from recruiting staff. I thought one thing was missing though. How to suddenly jump from a law student lifestyle of nightly re-hydrated Asian noodle soup and living on the edge of poverty, to a sudden assumption that you are now entitled to dine in the finest restaurants, drink the best wines, and have daily sustenance brought to you from the most exclusive caterers in the neighborhood.

Every year around this time, I flash back to my experience in May of 2001. As a "mature" law student I had experienced the finer things in my other professional incarnations before law school. However, the law school years were fairly meager in this regard, while we balanced tuition bills with the dramatic absence of a regular paycheck. By the end of law school, I was living part-time in my brother's decrepit, long-retired RV temporarily parked on a rough farm next to the Davis dump. A flock of geese lived under my RV and a herd of cows often surrounded it. There were issues of ants, bees, heat, cold, wind, clean water, leakage and odors.

Somehow, against all odds, law school finally came to a fitting conclusion. The final Sunday after graduation I threw clothes, books, and laptop into my car to move into a fairly posh temporary room in Los Altos to begin my "summer" experience at a big firm in Palo Alto the next day.

Coincidentally, the firm won a huge case that Monday, and so our summer welcome lunch became an office-wide celebration at an extremely lovely restaurant on their outdoor patio surrounded by glorious blooms and lush foliage. The firm ordered everything on the menu, the finest champagnes, and lovely wines. I felt my head spinning a bit while trying to take all this in and push out the previous day's memory of the PB sandwich eaten on the run while fighting off geese and helping my brother jump start the RV for its return voyage.

The combination of exquisite food, the aromatic blossoms, beautiful dishes, stimulating conversation, and interesting people made my thoughts wander and while staring into space for a moment, I realized my vision had rested upon the critical point of an extremely well-endowed Greek male, very much larger than life, statue. At this point, the contrast between my two parallel lives hit an all time high and the only recourse was an eye-watering case of the giggles.

Luckily, the attorneys at my firm were pretty normal folks and they had been there also. My stories of the geese and my RV brought out other great stories of survival and by the end of that first Monday, I was convinced I had chosen the right firm.

I always wonder what is going through the minds of some law students in their first summer associate big firm position if they have come from a life without wealth or privilege. My best advice is allow yourself some time to adjust. Don't be afraid to let people know what you are experiencing. You are not alone.

It will take time to decide what values and lifestyle you want to embrace as an attorney. But for now, it's OK, to do some research, experience what's out there, and don't be afraid to laugh at life and all it can offer.

Life in the Real World

When I speak with candidates, I really believe that honesty is paramount. After a conversation with a recruiter, a candidate should know his/her chances of success in the market and should have an assessment of the timing of the search, etc. Sometimes it is hard for candidates to hear the truth.

I was recently speaking with a first year litigation associate who had excellent credentials. The potential candidate came to me in her second month of practice and said that she had to leave her firm. She couldn't stand it. Really. I am sure it wouldn't surprise you to know that looking for a new position in the second month of your first year might set off a few red flags in a law firm's recruiting department. Even though I had explained every one of the associate's "negatives" to her, she insisted upon a job search against my admonition.

Fast forward a few months. I was right. This associate doesn't have a new position. Why not? Well, the associate couldn't understand the reality of the situation - the overall economy, her lack of experience, the non-existent litigation market. It was a confluence of many negative factors. According to the candidate:

I should have been marketable on the basis of my credentials alone, no matter what my seniority or the state of the economy.

That statement might be accurate when you are interviewing for a summer associate position but it is very different in the lateral hiring context. Some associates get the wrong idea about lateral hiring because their only experience involves interviewing for a summer position as a law student. It's not like that in the "real world" - the post-graduation, first year associate world. I had a teacher in high school who would always reference a utopia called "the land of the bunnies." Would that all job searchers could live there!

If only this associate could accept the reality of her situation. Some factors are beyond anyone's - even an associate with excellent credentials - control. Sometimes it is best to wait on a job search until those factors lessen a bit.

Weighing a Law Firm Offer?

A year or two ago, I happened upon an interesting questionnaire that NYU's School of Law had on their website. The questionnaire was intended to assist associates contemplating full-time offers after their summer associate programs had ended. I thought it was a pretty useful tool and wished I could find something similar to send to my candidates who were considering a lateral move (because a lateral associate's needs are often very different than those of a 3rd year law student)!

Then, last year, I was working with a patent litigation associate who had two offers from extremely different law firms (and to complicate matters, one was East Coast and the other West Coast). We talked at length about the two offers and ultimately revisited the initial reasons we had instituted the search to begin with. It was a very complicated decision for this candidate, and he spent a lot of time making pros and cons lists for each firm.

I realized my candidates could really benefit from a thorough offer analysis tool that would allow them to explore all aspects of the offer and their potential new firm. There are only so many moves that a lawyer can safely make in their career, and it's important to look, look, look, before you leap.

Here is the article: Analyzing the Offer: A Questionnaire and Worksheet

Do We Really Need More Law Schools?

Plans for three new law schools in New York were recently announced. There are additional law schools being started around the country. The National Law Journal has an article on the "deluge of law schools" today. For the article, click here. More law schools - is that necessary? There are so many law schools producing lawyers, but not enough jobs to go around.

Many students think that a law degree will lead them to a $160K job in BigLaw. So they attend law school. Unfortunately, graduates of lower tier law schools have an incredibly hard time securing legal employment after graduation. Some of these newly-minted lawyers have crushing law school debts and no chance of the $160K job (or, in some cases, a job at all!) Graduates of non-accredited law schools are really behind the eight ball upon graduation.

If you go to a law school outside of the top 20, make sure that you graduate in the top 10% - otherwise you will have a very difficult time trying to recoup your law school investment.

Is Your Paycheck Making You Nervous?

IP Law 360 examined why we are seeing more layoffs in law firms recently, in an article titled "Lawyers Fear Layoffs" and published on Friday, May 30th (subscription required). When I was interviewed, I suggested that lawyers should be aware of the link between high associate salaries and the probability that more law firms will announce layoffs in the wake of a market compensation increase. I personally feel that the last so-called salary wars in early 2007 were so aggressive that a scaling back in personnel isn't surprising, although it is certainly unfortunate.

Others in the article said that recent layoffs can be linked only to the lack of demand for legal services in particular practice areas. There is no denying the impact of the credit crisis on the market at large and law firms specifically. Do you think that associates' increased salaries play any part in the current belt-tightening environment?