I am from Akron, OH, but I’d love to work in New York or Los Angeles. Do big-city firms only hire those whose past experience was gained in other large cities?

I am from Akron, OH, but I’d love to work in New York or Los Angeles. Do big-city firms only hire those whose past experience was gained in other large cities?Big firms in Los Angeles and New York do prefer candidates who come from large cities; however, it is certainly not a requirement. There are plenty of excellent law firms across the country (including Akron) that offer excellent training to their associates. In fact, a big firm might be more willing to hire someone who has more practical, hands-on experience from a respected, but not as well known, law firm in a smaller town over a candidate coming from a large firm in a big city, who will require more training. We have been successful in placing candidates who have worked for small firms in small towns at highly regarded large law firms.

Do Law Firms Generally Have Hiring Freezes During the Holiday Season, or is This as Good a Time as Any to Aggressively Pursue a New Job?

Do law firms generally have hiring freezes during the holiday season, or is this as good a time as any to aggressively pursue a new job?

Law firms generally do not have hiring freezes during the holidays, although many do wait to see what their needs are in January. That being said, we have found the holiday period to be a wonderful time to find a new position, as there are always a number of immediate openings with very few candidates applying. There is less competition during the holiday season, and firms are more likely to move quickly on a candidate’s application. Furthermore, it is best to get yourself out in the market during the slower season so that as soon as the firm has an immediate opening that is not yet advertised, they can call you!

When you’re conducting your job search on your own…

Lately I have had to turn away many extremely well-credentialed associate candidates, due to the restraints of this difficult market.  If you find yourself recently laid off and are unable to find a reputable recruiter to assist you in your search- here are some suggestions on how to kickstart your job search on your own.

1. Contact your law school’s career center and ask to speak to a career counselor.  Your counselor can hopefully help you get your resume in good shape and identify job openings.  Furthermore, law schools sometimes have job openings that are “exclusive” to its graduates- so you may be able to gain access to opportunities that the general public cannot access.

2. Network, network, network.  Now is the time to dust off your suit from OCIP and go to as many legal networking functions as possible.  With each person you meet, you are increasing the probability of finding a new position.  If you can, try to arrange informational interviews with the partners you meet at these functions (who work at firms that may be of interest to you).  Many a job hunter has found out useful insider information during these types of informal interviews, and some have even garnered job offers as a result of these types of meetings.

3. Use your online contacts.  In this difficult market, now is not the time to be shy.  Utilize your online contacts (e.g. LinkedIn, alumni groups, bar associations, etc.) to the best of your abilities.  Let people know that you are looking for a job and ask if they can help you.  Personal referrals are a great way to get your foot in the door with a new firm.

4. Contact firms you are interested in (regardless of whether or not they are advertising an opening).  The needs of firms change all the time.  Thus, it is in your best interest to contact as many firms that you could realistically see yourself working with.  The worst that will happen is that you will get a rejection form letter.  The best that could happen is that you could get an interview and an offer, from your efforts.  In this market, it is worth a shot.

5. Stay positive and be consistent.  Attitude goes a long way when you are unemployed.  If you are overcome with feelings of despair or negativity, this will permeate in your job efforts.  Try to stay focused on the good things in your life and realize that this tough time will pass.  Consistently commit yourself to looking for a new job every single day, and treat it as a job unto itself.  With this type of regular effort, you will hopefully be presented with various job opportunities soon.

Relocating to Another Part of the Country as an Attorney

For attorneys in private practice who wish to relocate from one part of the country to another, the process of finding a new job can be particularly challenging. Busy work schedules, personal obligations, differing time zones, and lack of familiarity with the job market can often prove daunting for those seeking law firm employment in a new city.

Because BCG Attorney Search has placed hundreds of out-of-town candidates in new positions around the country, we are familiar with the unique issues involved in finding employment in a new city. Based on our experiences, we offer the following tips to help ensure a successful job search for out-of-town candidates.

1. Establish a Connection with the Desired Geographic Area
One of the first things a firm will want to know is why an out-of-town candidate wishes to move to the new city. Possible reasons may include one or more of the following:

• You grew up in the area and wish to return in order to be closer to family and friends;
• You attended school and/or previously worked in the area and have many connections there;
• The new city provides greater professional opportunities and/or a better chance to take part in the shaping and development of the law in your particular practice area;
• You wish to join your fiancé/significant other in the new city; or
• You have visited the area on many occasions, greatly enjoy it, and have long wished to permanently relocate there.

Because firms are wary of investing time and money to hire out-of-town candidates who may not be planning a permanent or semi-permanent relocation to the area, it is important for you to clearly explain your reason(s) for wanting to make a move.

2. Identify and Communicate the Value You Can Add to Your New Firm
Considering interview travel expenses, relocation expenses, and bar application fees, hiring an out-of-town candidate can result in a significant financial investment for a firm. Thus, it is critical for you to identify and communicate the special skills, background, and experience that make you a good investment for the firm. In especially competitive legal markets, such as Washington, DC, it is particularly important to distinguish yourself from the many other qualified candidates and demonstrate how you can add value to prospective employers.

If you are a candidate in a very specialized area of practice, where there is increasing demand for skilled attorneys and little supply–such as an associate specializing in hedge fund and ’40 Act work–then the value you can add to your new firm is easy to identify and communicate. However, other types of candidates–such as junior to mid-level litigators who have worked on a variety of commercial matters–are in high supply, but limited demand, and thus must be more creative when identifying the skills that set them apart from other general litigators.

For example, perhaps you are a junior litigator working for a small firm that leanly staffs its cases. As a result, you have had the opportunity to take and defend depositions, prepare motions and argue them in court, serve as the primary client contact, and second-chair a state court trial. All of these accomplishments should be highlighted to demonstrate that you have gained vastly more experience than the average associate in your class level and are ready to hit the ground running on your cases.

Similarly, if you are working for a small, regional firm based in the Midwest, it is unlikely that firms in major legal markets in the Northeast will be aware of your current firm and its reputation. Thus, if your firm has received favorable press or otherwise achieved recognition for any particular attorneys or practice areas, and/or if the firm has a stellar reputation overall, make sure to communicate that information.

When identifying the skills and experience that would make you an asset to a firm, remember that firms can neither read your mind nor read between the lines on your resume. You must specifically identify and communicate helpful information to your recruiter and to firms, starting with your cover letter. Doing so will greatly increase your chances of getting an interview.

3. Plan a Visit to the Area
As previously discussed, due to all of the expenses involved in the interview and hiring process for out-of-town candidates, firms view these candidates as a more costly proposition. As a result, if a firm receives a large number of resumes from qualified local candidates for a particular position, the firm will most likely interview the local candidates before considering attorneys from outside the area. In addition, certain firms may have a policy against paying travel expenses for initial, or screening interviews.

For these reasons, it can be very helpful for the out-of-town candidate to plan a trip to the new city, either before or once the recruiter has submitted your materials to firms. If possible, the trip should be planned far enough in advance to allow firms time to review and assess your materials.

Once a visit is scheduled, your recruiter can inform prospective firms of the date(s) you will be in town. Frequently, this serves as a method of getting candidates on a firm’s radar screen and facilitating interviews sooner than would otherwise be the case.

4. Be Well Prepared for Interviews
All candidates should be well prepared for interviews, whether the candidates are local or from another part of the country. However, it is particularly important for out-of-town candidates to prepare, as they may not be as knowledgeable about the legal market in the region to which they wish to move.

Interview preparation should include researching the firms, the practice areas, and the attorneys with whom you will meet. You should also prepare responses to questions that will likely be asked at the interview: Why do you want to move to this area? Why do you want to join this firm? What types of matters have you worked on that would make you a valuable asset to the firm? Your recruiter can assist you with your preparation by providing interviewing tips, holding mock interviews, and sharing insights about particular firms.

In addition, if you are an attorney who is open to moving into a different or specialized practice area–such as moving from general corporate and securities work to project finance work or transitioning from general litigation into intellectual property law or securities litigation–then you must be able to articulate why you are interested in the new area of practice. This may require researching the appropriate statutes, speaking to other attorneys in those practice areas, and/or reading articles on the subject. Spend more time on research than you think you need. If a firm is investing the time (and, often, the expense) to interview you for a position, in order to be successful, you must be well informed, as well as interested in and excited about the opportunity.

5. Keep the Lines of Communication Open
Candidates who wish to relocate often feel particularly overwhelmed by the job search because they are conducting it long distance while continuing to work full time (or overtime) at their current jobs. In addition, candidates may be involved in other time-consuming activities, such as searching for a home in the new city and/or preparing for an upcoming wedding, birth of a child, or other personal event that may be the impetus for the move in the first place. For these reasons, out-of-town candidates may start to view the job search as yet another stressor in their already stressed-out lives.

However, candidates need to keep in mind that the ultimate goal is to find the right job in the new city. In order to reach that goal, it is vital to keep the lines of communication open, with both your legal recruiter and prospective employers. To that end, if your recruiter contacts you to discuss a new opportunity, respond to the recruiter in a prompt fashion. If you wait too long, the opportunity may be gone.

Similarly, if a firm requests an interview, provide your recruiter and/or the firm with available interview dates as soon as possible. A delayed response can be interpreted as a lack of interest by a firm, and it may decide against pursuing your candidacy. Even if you are uncertain when you can make the time in your busy work/life schedule to travel for an interview, communicate with your recruiter and the firm to make it clear that you remain very interested in the opportunity.

6. Be Realistic in Your Expectations
The job-search process can move slowly, especially if you are an out-of-town candidate. No matter how well qualified you are, firms may take longer to consider your materials if they tend to give priority to local candidates. Moreover, interviews might be scheduled several weeks to a month forward, in order to accommodate a firm’s interview schedule and/or the candidate’s work and travel schedule. Callback interviews require still more planning and travel, and the decision to extend an offer can take weeks to wind its way through the appropriate channels at the firm. Finally, vacation and holiday schedules in the summer and winter months can further extend the hiring process.

As a result, out-of-town candidates should expect the job search to take anywhere from two to six months, maybe even longer. By beginning your search with the understanding that it will likely be a long-term process, you will avoid setting unrealistic expectations that result only in frustration and discouragement. Finding the right job takes time, and you need to be patient, although that is easier said than done!

7. How Can BCG Help?
Fortunately, BCG’s legal recruiters can provide invaluable assistance to well-qualified out-of-town candidates. BCG’s recruiters–most of whom are former practicing attorneys themselves–are experts on the legal markets in their geographic areas and possess first-hand knowledge of the cultures, working environments, and hiring needs of law firms in every major legal market in the country. In addition, BCG’s recruiters have established strong relationships with many law firms in their regions by working closely with the firms on a variety of job searches. As a result, the recruiters regularly receive information on job opportunities that are not yet widely advertised. Further, BCG’s recruiters have access to one of the largest databases of job openings in the country, which is updated on a daily basis and offers the most current information available on law firm opportunities for attorneys at all levels of practice.

In addition to their knowledge of, and insight into their respective legal markets, BCG’s recruiters provide very useful assistance to candidates throughout every step of the job-search process. In particular, our recruiters will gather detailed information from candidates on their work experience and preferences in order to identify opportunities that will provide the best fit between a particular candidate and a specific firm; review resumes and suggest improvements; draft thorough cover letters detailing candidates’ credentials, experience, and reasons for seeking opportunities at a new firms; prepare candidates for interviews; and serve as liaisons between the candidates and the firms through all stages of the interviewing and hiring process.

In short, BCG’s recruiters will always make their best efforts to assist well-qualified out-of-town candidates in obtaining employment. However, due to the unique challenges involved in finding a job in a new city, it is important for candidates to take a continuing and active role in the job search. We hope that the above tips will help to ensure your success!

How Difficult Is It Right Now to Transition from a Government Position to Private Practice?

I am a fourth-year criminal prosecutor. How difficult is it right now to transition from a government position to private practice?

The path from public service to private practice actually occurs quite frequently. In fact, many senior partners at law firms have had some experience as a government attorney. Some of the issues that private firms will consider are the transferability of your skills and the current public position that you hold. Many times the skills that a government attorney has acquired from experience on important cases will be the determining factor for firms to consider him or her. For example, an experienced federal prosecutor will have an easier time finding a job in a large law firm than a first-year public defender. That is not to say that only those attorneys in the loftiest government positions can transfer to the private sector, but they will certainly have an advantage in getting into the prestigious private firms.

You must consider the transferability of the skills of your current position and determine if they can be reasonably applied to a private sector job. If your current position is as a district attorney or a federal prosecutor, then the switch to a civil litigation attorney would be a sensible one. The more applicable your current job skills are to your position of consideration, obviously the more favorable your chances are of making a switch. A move such as a trial attorney in the Department of Justice, environment and natural resources division to a position in the environmental defense practice of a firm would be more likely to occur than a move from public defender in the juvenile services program to corporate law.

Aside from your legal skills, job availability in different areas of private sector law should be considered. In the last few years, positions in litigation have risen, while corporate law jobs have diminished. Litigation positions in large firms also often depend on factors such as a top-notch law school, law review involvement, and the prestige of your current job. Additionally, job availability varies based on different locations in the country. Large cities on the coasts will have more jobs available than smaller cities and may be a safer bet if you are looking to make a switch. Thus, both the area of private practice law as well as the location of your potential move should be taken into account.

Finally, before making the decision to jump, general differences between public and private sectors should be regarded. In general, a private law firm will expect more hours out of their lawyers and require more intense job evaluations. Private sector positions also do not carry the almost guaranteed job security of government jobs. Government jobs also provide many lawyers with the additional emotional satisfaction of working on important and exciting cases. Your position as a government attorney also places you with a higher chance of moving up to a higher government post, such as a judicial position or a position in a federal or state cabinet. Of course what large private firms do offer in exchange for all these benefits is a higher salary and a chance to finally own that German roadster you’ve been eyeing.

If you are ready to make your move, a recruiting firm will most likely be unable to help you since law firms generally require law firm experience in dealing with candidates from recruiters. However, there are many options available to you, including job boards and targeted mailing services, that could help you find your next position.

How Easy is it to Relocate if You Went to a Second-Tier Law School?

I have a law degree from a Tier 2 school in California and I’d like to move to New York, what are the chances that I’ll get a good job?Unless you graduate from one of the top 25 law schools (sometimes top 15), a law degree is generally most marketable in the state in which you graduated. The reasoning behind this thinking (followed by most law firms) is that unless a candidate has exceptional qualifications, there is no incentive to pay additional fees to search for an out-of-state attorney, especially if there are several local attorneys looking for jobs. The exceptions to this rule are lawyers with highly specialized skills that are in high demand or work experience in a top law firm.

High demand jobs will always be easy to fill and therefore, the transition from state to state would not be a problem. However, chances are that if you are asking this question, you may not have the higher level science or accounting experience some firms look for when trying to fill the in demand positions. Almost everywhere in the county, firms and corporations would be willing to overlook a mediocre law school in exchange for technical expertise.

Prior experience in a top law firm can also vastly improve an attorney’s chances of relocating successfully with a less well-known law school degree. Of course, if you are already working in a top law firm in a major metropolitan area, you most likely succeeded at a top law school, probably making law review or placing in top 10% of your class. If this is not the case, however, and you were able to find a job at a top firm despite that, the prestige of your job will provide you with the credibility that perhaps your law school couldn’t provide on a national level.

At a certain point in the career of an attorney, the work experience overshadows the degree in hiring decisions. Unfortunately, when that happens for each firm can be different, so it is impossible to tell when the right time to move is. If your career is still in its early stages, though, you might consider sticking in your home market where your law school will provide you with the kind of connections that you need to get placed at the top firms, if that is your aspiration. If you start out at the local office of a national law firm, that firm may even allow you to transfer to another office without having to look for a new position altogether.

One last thing to note is that good grades can help your cause immensely. While the name of your law school might not carry the same cachet as some others, an incredible performance at a Tier 2 law school (top 5%, top 10%, Managing Editor of Law Review, solid summer associate work) can make you look like a good candidate, no matter what school you graduated from.

How to Handle Counter Offers

My current firm is loathe to let go of me. When I went to the partner in charge of my practice group to ask for a reference for my job search, he offered to match the salary that any firm offers me. How should I handle this?

Well, there are many things to consider when weighing multiple offers – and you should look at what the partner at your current firm said as a job offer equivalent to what you are receiving on the job market. First and foremost, you will have to consider why you wanted to leave your current firm in the first place. If you were just testing the market to see how much you were worth and stumbled upon something exciting, then chances are you were not necessarily unhappy with your current situation, and this may not be that big of an issue. However, if you were leaving because the hours are too long, the work is too boring, or the partner wants to keep you around because he really would miss directing his tyranny at you, then there is not much of a choice to be made. Since you are asking this question, however, I doubt that you are extremely unhappy here. If you are, though, don’t let this extremely flattering gesture cloud your thinking.

In terms of your long term career, there are many advantages of sticking it out at your old job, especially if you are going to be equally compensated. First, if they like you enough to make a matching offer, then they will probably treat you pretty well if you decide to stay, maybe even let you sneak out of the office before 8 pm on a Friday night. If you leave your firm, you will be starting over and you will have to prove yourself yet again, and since you have already made a great impression at your current firm, maybe that isn’t something you want to have to do again. Second, it sounds like you have an excellent chance of making partner at this firm if they are that interested in keeping you. In case you are under the impression that your firm does this with all of their associates who try to leave, let me clear that up without knowing anything about your firm – they definitely don’t. This is extremely unorthodox. Third, if you eventually do want to leave this firm, the more time you spend in one location will make your resume stronger than if you continually are moving around.

The advantages of moving to a new firm depend entirely on the firm you are considering. A more prestigious firm is always a lure with attorneys and can be a good career move for the long term, as well. A change of scenery and a change of the type of work you are doing are some other reasons why moving might be a good idea. One of the main reasons that another firm’s offer could be more enticing than your current firm’s is that at a new firm, you can remold your image. As previously discussed, having to reprove yourself can be awfully tedious, but if what you really seek is to make it so they don’t expect the same things of you (e.g. your willingness to handle grunt work without complaining, your willingness to work national holidays, etc.), then moving firms may be your only option.

Either way, you clearly have a lot to think about. The most important consideration, though, is whether or not more money is what you were after in the first place. If not, then you should most likely not consider your current firm’s offer at all.

Factors to Consider while Evaluating an Offer

You’ve spent the last few months updating your resume, working with your recruiter, evaluating firms, and interviewing. Finally, all of the hard work has paid off and what you have been waiting for has arrived: the offer. However, while you may feel a sense of relief, accomplishment, and happiness, you may also feel a sense of anxiety and uncertainty. This is a serious decision to make, and before making it, you should weigh certain factors carefully.

Each of us, of course, is different, and determining what factors are important may vary greatly, depending on the individual. You may attempt to negotiate a higher salary, additional vacation time, and better health benefits. However, these items are often part of a standard package determined by the firm’s compensation structure, and you may or may not be able to effectively negotiate them. In addition, other factors, such as a firm’s “culture,” are also unlikely to change. Determining whether you can accept the offer and the firm for what they are can tend to be as difficult a decision as any you will have to make during your job search. The following factors should be considered when deciding whether or not to accept an offer.

Compensation
Even if money isn’t what gives you the most job satisfaction, no one can argue its importance. Most of us want to make sure we are being paid what we’re worth and what the going rate is for jobs similar to ours. This is where your recruiter can be of invaluable assistance. Your recruiter can provide you with information as to whether the offer is in step with the firm’s compensation structure, negotiate on your behalf when appropriate, and provide you with information on how your offer compares to what others are making at the same level, in the same practice area, in firms of similar size and status, and in the same geographic region.

Firm Culture
Every firm possesses a culture which can range from the traditional and conservative to the entrepreneurial and liberal. This is where the impressions that you formed during your interview will help you determine whether the particular firm environment is right for you. Were people talking to each other when you walked the halls? Were the doors closed or open? Was the staff treated with respect? How did the partners and associates interact with each other? How formal or informal was the interview? How did people dress? Was the office decorated in traditional oak panels, dull colors, or was it modern, with bright art and lights? Finding an environment that reflects not only your personality, but also your ability to effectively develop professionally is a key element in your future success as an attorney. Certainly, many attorneys can be happy and thrive personally and professional in completely different environments. What you need to determine is what environment would be the right fit for you.

Sharing a Common Goal
Firm culture also comprises other factors, including shared attitudes, values, goals, and practices that characterize a firm. If you value your time away from the office, a firm with a high billable requirement that consistently requires late hours and weekend sessions may not be right for you. On the other hand, the type of work you seek, the mentoring you require, the opportunities for growth, and the sophistication of the practice may also translate directly into more hours spent at the office. What you need to determine is whether this is a firm that shares your values, goals, and ambitions.

Fitting In
Another factor that you should focus on is whether the people you met when you interviewed with the firm are the type of people you want to work with. You are going to be spending a great deal of time at the office, working very closely with your colleagues, and the ability to get along with them may be critical to your success. The interview will provide you with insight to help you make that determination. This is also where you may want to consult with your recruiter to provide you with additional information about the firm and its particular practice groups. Networking can also be useful, and you may want to call your list of contacts and gather additional information about the firm.

Each of these factors taken alone may not make or break your decision to accept or decline a job offer. Moreover, these are but a few factors to consider when making a decision. You may also need to consider additional factors that are particularly relevant to your job search. Whether you choose to accept or reject a job offer, you should first inform your recruiter about your decision, and discuss these and other factors with your recruiter directly. Then, you should contact the employer who made that offer in a timely fashion. Your rejection or acceptance should be done formally, in writing, as well as by telephone. The legal community is a small one, and you may at some point develop a relationship with that employer albeit as a superior, a colleague, a client, or even your next-door neighbor. Therefore, irrespective of your decision, one of the most important things you should consider when mulling over a job offer is the importance of safeguarding the relationships that were created during this process.

Does Contract Work Doom Your Career?

I have been unable to secure a permanent position since I passed the bar last year, and I have been considering taking temp opportunities until I can find something, but everyone has been telling me that taking on contract work can doom your career. Is this true?

We often hear from attorneys with whom we are working that they are contemplating doing contract work while they look for permanent employment. Generally, these are attorneys who have worked for a while at a law firm, but have been laid off or have relocated. They are thinking about doing contract work for one or more of the following reasons:

• They need the money that contract work will provide to support themselves during their job search;
• They believe that contract work will allow them to keep up their skills; and/or
• They believe that firms will view their contract work favorably, or at least neutrally, when evaluating their application for permanent employment.

Many of these attorneys are surprised to learn that we advise our candidates to avoid doing contract work if at all possible.

Why do we advise against contract work for our candidates? Because it makes them less marketable.

The attorneys with whom we work are not average; they are highly qualified, with strong academic credentials and excellent law firm experience. They are not seeking average positions with average firms; they are looking to take their careers to the highest level with a top law firm. The positions to which they aspire are highly competitive. The firms receive scores of resumes from stellar candidates, and are able to be very selective in deciding whom to interview and hire. Therefore, a candidate’s resume should be as “clean” and compelling as possible.

Unfortunately, top law firms tend to look down on contract work simply because it is contract work. This is true even if a firm hires contract attorneys; partners and hiring coordinators generally view the contract attorneys they hire as not up to par for permanent hiring. Moreover, firms know that, with rare exceptions, contract work does not provide the kind of stimulating work that will allow an attorney to maintain or upgrade his or her legal skills; the work often is rote and unchallenging.

Thus, if a hiring contact at a prestigious law firm to which you are applying sees that you are doing, or have done, contract work, they are less likely to be interested in you. This may not be fair, but it is the reality.

Another problem with contract work is that it increases the likelihood that you will have a conflict with the firm to which you have applied for a permanent position. Conflicts checks are a routine and a necessary part of any law firm hiring decision. While each firm’s conflicts check procedure varies somewhat, you generally should be prepared to provide a list of all clients for whom you have performed legal work in the past three to five years. This includes contract work. How unfortunate it would be if a firm was unable to make you an offer because you did some temporary contract work for a client that has a conflict with one of the firm’s clients! (Obviously, the chances of contract work causing a conflict increase exponentially if you work as a contract attorney for more than one firm.)

Of course, we understand that in certain circumstances, highly qualified attorneys have no choice but to do contract work while they look for a permanent position; financial realities may dictate it. But if you have the means to avoid contract work, you will increase your chances of making a lateral move to a top firm. Moreover, if you must do contract work, try to limit the number of firms and projects with which you become involved. This will lessen the likelihood of conflicts with the firm that you hope to join on a permanent basis.

How Legitimate Are Law Firm Flex-Time Arrangements?

The struggle to balance career and family is not a new problem, but one that many employers have recently started to address and implement policies about. These changes are no longer an administrative annoyance, but are being recognized as actually adding value to firms and giving them an edge in a competitive environment. Obviously, having two working parents in a household is not uncommon, nor is a single parent support of the family — it is becoming the norm. Individuals need to find time for responsibilities outside of work. Therefore, it is important that firms address their level of commitment to institutionalizing and publicizing support for alternative work schedules.

Increasingly, firm policy on alternative work arrangements has become a hot button issue. Even attorneys who do not necessarily have children, or even expect to have any, find it an important indicator of a firm’s culture. Today’s attorneys are looking to join a progressive firm that values the importance of family and community. As you research different firms during your job search, it is important to find out as much information as possible regarding their policies on alternative work arrangements and gauge how important their views on the issue are to you.

Many attorneys refuse to approach firm management about reducing their time in the office. Unfortunately, many feel it would be detrimental to their careers to even mention the possibility of cutting back. The impression of most law firms is that billing long, horrific numbers of hours is the only way to succeed. In fact, a study by the National Association of Law Placement found that although 96 percent of law firms surveyed offered part-time positions, only 4.1 percent of attorneys actually took advantage. Listed below are some common stigmas about going part-time, as well as information as to why they no longer hold true:

1. “I am afraid of receiving marginal work.”
   Firms are always looking for rainmakers and value attorneys who have excellent client relationships. If you prove that you are an expert in your area, enjoy the practice of law and simply want to balance your lifestyle, firms will continue to provide you with challenging work. There are plenty of unproductive associates spending longer hours in the office, but not producing quality work. Attorneys who know your value and ability to handle sophisticated work will continue to bring you interesting and complex projects.
2. “If I am part-time, I will blow my chances of one day becoming partner.”
   Part-time partners or part-time attorneys on a partner track may be a rarity, but it’s not necessarily because the firm won’t allow it, but that many choose not to pursue it. With today’s technology, firms realize attorneys don’t have to be sitting behind their desk to be working. It is important to seek out firms that will be flexible, as long as you are also willing to be accommodating. In addition, firms recognize that a fair majority of attorneys requesting part-time positions are women. Most are focused on increasing their number of female partners and will work with them in an effort to keep them on track.
3. “Part-timers don’t seem committed to the firm. I’d be the first to go if there were cutbacks.”
   More and more firms tout themselves as “lifestyle firms.” This catch phrase is often used as a response to the “What makes you different?” question. This all comes from the recognition of the fact that caring about life outside of work does not indicate a lack of dedication to the practice of law.
4. “Why should they keep me around if I’m not billing the hours? They’ll say I’m costing them money as opposed to making them profitable.”
   Of course, a firm’s main concern must be the bottom line, as it has to generate a profit in order to survive. Ultimately, you may not earn as much as some full-timers but that doesn’t mean you’re costing the firm money. All firms recognize the value of a long-term investment and how much money is spent training attorneys, only to have them leave and have another firm benefit. Again, client relationships, quality of work, and your mental health are more important than cutting back some hours during the week. Because longevity reaps many rewards, firms want to keep their attorneys happy and will bend to accommodate their needs.
5. “The clients won’t want to work with me, they’ll be afraid I won’t be around for them.”
   Clients increasingly have diversity requirements when it comes to selecting their counsel. As for the male/female ratio, clients recognize that flexibility equals higher morale which ultimately equals higher retention. Clients appreciate the “institutional knowledge” of their counsel and have no desire to continuously train new attorneys. In addition, many are supportive of reduced-hours or flex-time because, quite honestly, they notice little difference in the availability of their attorney. They realize attorneys are competent professionals who have no desire to ignore their client.
6. “The firm says they support alternative schedules, but they don’t even have a policy in place and I’ve never heard anyone in management mention the possibility.”
   Many firms will say they have alternative schedules, but do not have a written policy, which may reflect a lack of dedication on the part of the firm. Firms should have a specific written policy stating fair and steadfast guidelines that are available and more importantly, publicized, to all attorneys. If a policy is not addressed, attorneys will more than likely assume it is discouraged. It is important to ensure a policy is in place, rather than discovering options through informal networks, such as word-of-mouth.
7. “Other associates in the group will resent me, they’ll say I’m the reason they have to put more hours in and don’t have enough time for their own families.”
   Resentment and isolation by their colleagues is a legitimate concern for attorneys who decide to work an alternative schedule. Aside from proving that you are still making a valuable contribution to the practice, it is really up to the firm itself to publicize its support and make it known that it is a viable option for everyone, not just a chosen few. For this reason, it is important that you are aware of your firm’s commitment to this practice and ensure their support, from management on down.
8. “I am sure no male attorneys ever ask for part-time, they’ll laugh at me.”
   Most people are aware that flexible scheduling is no longer only an issue with women, particularly in the field of law. Women are the growing majority in law firms and they may place just as much of an emphasis, if not more, on their careers. This allows men the opportunity to spend more time with their families, while not sacrificing the overall level of income the household receives. Men can be just as conflicted about their time away from home; they just tend to be less vocal about it. Firms are changing policy daily to accommodate and attract new attorneys. They recognize that although people still have a loyalty and commitment to their firm, they have an equal dedication to quality of life outside of work. Of course, some or all of the concerns listed above still exist in some firm cultures. Therefore, it is essential to ask the questions and do your research before taking the next step in your career. If the issues above are important to you, you need to be sure that they are important to the firm as well. After all, a happy lawyer is a productive lawyer.