Practicing Law in California

Thinking about moving to California, eh? I don’t blame you. I love it here! I grew up in Southern California, went to college in Southern California and law school in Northern California, practiced in Northern California, and am now the Managing Director of BCG Attorney Search’s L.A. office.

BCG works with a number of candidates seeking to relocate from another region (typically the East Coast) to California. Part of my job is to explain what to expect during the job search and the realities of living and practicing in California. This article surveys the process of finding a position in California and life as a California attorney.

What California Firms Look for in a Candidate

1. Compelling reasons for the move

Many firms tell us they have had great success with relocation candidates who moved to be with their significant other or are originally from the area or lived there before. I often hear this about candidates who are coming from the East Coast (New York in particular). A firm wants to be assured that a candidate who moves to California to join that firm will stay.

While having some ties to California is great, not everyone does; and that’s okay. Other reasons people move here are purely for professional development (perhaps a particular practice area is hotter in a particular city and will offer more opportunities for a candidate to shape his/her practice) or the candidate had visited the area and fell in love with it. Larger markets like Los Angeles, San Francisco, and Silicon Valley certainly like to see ties to the area; but as long as you have the right experience, you will likely get an interview. Relocation candidates who come from the East Coast thrive in these cities. California firms know East Coasters (particularly New Yorkers) generally have strong work ethics and have had exposure to high-level work. In fact, some firms have practices that are more “East Coast” and specifically want a candidate from New York (I hear this often from corporate practices).

San Diego and Orange County are smaller markets and less receptive to relocation candidates unless there is a very good reason for the move. That being said, I have seen candidates with no ties to the area get hired quickly because they had the exact experience a law firm was seeking.

Sacramento, Fresno, Bakersfield, and Santa Barbara are even smaller markets; but they are fairly receptive to relocation candidates as long as the candidate is already admitted to the California Bar.

If you are moving to California because of the laid-back lifestyle, think again. There is a misconception that attorneys in California do not work as hard, and that is just not true. While it’s a fair generalization to say California lawyers do not work as hard as New York lawyers, we do work as hard (and in some cases harder) than associates in D.C. or Boston. Few firms expect attorneys to bill 1,800 or lower, and the majority expect their associates to bill at least 2,000. I have heard some attorneys billing as many as 4,000 hours!!!

Further, you cannot make any generalizations about practicing in a specific city. For instance, many outsiders think San Diego or Orange County would offer a better “lifestyle” (i.e., “a less demanding practice”). That simply is not true and should not be your motivation for moving. Many large firms have branch offices in these areas, and these offices need to compete with offices in larger cities; sometimes these branch offices expect more of their attorneys. It is not unheard of to be billing 2,400 hours in San Diego, Sacramento, Orange County, or Santa Barbara.

Firms in Fresno; Bakersfield; and other small, less “sexy” markets generally do have lower billable hour expectations and do offer attorneys a very good lifestyle. If you are seeking to relocate to California for its laid-back culture, I would suggest moving to one of these areas.

2. Membership to the California Bar

California firms are more likely to hire someone who is already a member of the Bar, has recently passed it, or is awaiting results. That being said, some of the larger firms place more emphasis on the quality of a candidate’s experience rather than membership to the Bar. In other words, there are some large firms where the lack of California Bar membership is not an issue. And there are some firms (including large ones) that have a strict policy of never hiring attorneys who aren’t already members of the California Bar. Generally, smaller and mid-sized firms require membership to the California Bar.

Large firms in Los Angeles, San Francisco, and Silicon Valley are more receptive to relocation candidates who are not already admitted to the California Bar. Orange County and San Diego are less receptive; and Sacramento, Santa Barbara, Fresno, and Bakersfield are even less receptive. In fact, several large firms in Sacramento will flat out not consider a candidate–no matter how strong the resume–until that person is admitted to the Bar.

The reason firms place such an emphasis on the California Bar is because should the candidate join the firm, that person needs to be “up and running” as soon as possible. It is essential for a litigator to be able to go to court and sign off on motions and various documents. Further, it is difficult for a firm to hire someone and then have him/her leave for a few weeks to prepare for and take the exam. Lastly, the firm has to wait six months before getting the results. If a relocation candidate does not pass the exam the first time, many firms may ask that candidate to leave the firm. Firms would rather not deal with this; that is why they tend to hire those who are already members. It’s another way to weed out candidates.

If you have lack compelling reasons for moving to California, sign up to take the next Bar exam (offered in late February and July). Firms will assume you are committed to moving if you take the time to prepare for and take the exam.

3. Stability in a resume

California firms look for candidates who are not “firm hoppers” or who move from city to city. If there are moves on a resume, firms will want to know a valid explanation for each one; otherwise, it will be very difficult to move there.

Unlike those in New York, firms in California are more receptive to candidates who are not “cookie cutter” (i.e., have graduated law school in the last five years and have been practicing at the same firm). If a candidate has experience in a specialized practice–trusts and estates, corporate, structured or corporate finance, labor and employment, real estate, tax, investment management (’40 Act), or intellectual property, to name a few–but has taken a few years off from practicing law or transitioned into another practice area, firms will consider these candidates assuming the candidate is flexible regarding class year. However, these candidates must be ready to take a potentially significant hit in class year. For instance, lets say you graduated law school six years ago and worked for four years as an associate in a strong real estate practice before deciding to become a mortgage broker. After two years of working as a broker, you realize how much you miss the intellectual challenge and stability that comes with practicing law. You miss working with lawyers and are eager to return to a law firm environment. You cannot expect to come into a firm right where you left off. While you may believe your brokerage experience has made you more well rounded and even a better attorney, I guarantee you the firm won’t. In fact, you may not realize it, but there will be a significant learning curve; and it will likely take you close to a year to get to the level you were when you left the firm. You will most likely come in as a second- or third-year associate. And if you are truly dedicated to returning to the practice, you would jump at this opportunity.

In general, East Coast firms are more skeptical of lawyers who have done anything but the “standard law firm line.” So, people who have taken substantial time off, moved around a bit, or started their own businesses are not welcomed by East Coast firms.

Interviewing in California

If you are relocating, chances are you don’t know the California market well. I would highly recommend speaking with a BCG recruiter, who is not only an expert in his/her market, but also has established relationships with many law firms.

Having a strong resume and deal or case sheet where necessary is essential. Your recruiter can help you with this, as well. From the time the recruiter sends out your resume, you should not expect to hear anything for at least two weeks. First, firms usually request a “screening” interview with a candidate. Depending on the firm, this may be done over the phone, but there is a strong preference for meeting candidates in person. A screening interview typically lasts about an hour, and it involves a candidate speaking with one or two attorneys (typically partners). The purpose of the screening interview is to get a feel for the candidate’s background, reasons for moving, level of experience, and personality–to make sure the candidate is a potential “fit.” Firms in California for the most part do not pay to fly a candidate out for a screening interview–no matter how large or prestigious the firm. If you are serious about moving to California, you are better off scheduling a short trip (perhaps a long weekend) to California and designating these days for screening interviews.

If the screening interview goes well, you will be asked to come back for a full round of interviews, which typically last two to four hours and may include lunch. Do not be too anxious to hear back from a firm about a callback. Typically, it takes at least one to three weeks for law firms to fully evaluate your candidacy and determine whether they would like to have you return. Normally, law firms have weekly or bi-monthly hiring committee meetings, where they discuss which candidates to make offers to.

Many law firms will pay for your travel expenses (such as airfare and hotel). Some firms have travel agents who will take care of these expenses; other firms will reimburse the candidate. And some firms believe if you are serious about moving here, then you should be willing to pay for your travel expenses, as well. This certainly weeds out candidates who are just looking.

In attempting to relocate to California, the entire process can generally take anywhere from two to six months and sometimes even longer depending on the nature of a candidate’s practice and seniority. You will hear stories about candidates who obtained a position with a top firm in San Francisco or Los Angeles in less than two weeks, but I warn you that is rare. Candidates who have between one and five years of experience with a top East Coast firm and top academic credentials will quickly get interviews and offers, sometimes in less than a week.

Offers and Salaries

There is no general procedure for California firms to make offers. Generally, the law firm makes a verbal offer (either through a partner or recruiter) and follows up with an offer letter sent via mail and sometimes email. Some firms only make verbal offers, and some firms just send out a letter in the mail. Again, even if the callback went well, it can take several weeks before knowing whether you will be made an offer.

Salaries in Los Angeles, San Francisco, and Silicon Valley are all roughly the same. They are on par with D.C. salaries and a little bit lower than New York salaries (first-year associates at large firms make $135,000). Salaries in Orange County and San Diego tend to be a bit lower depending on the firm, although many large firms have branch offices here and pay the same salary across all offices. Salaries in Sacramento, Santa Barbara, Fresno, and Bakersfield tend to be much lower (for instance, a starting salary for a first-year can be between $70,000 and 85,000).

Generally, firms do not offer signing bonuses, particularly where the candidate is relocating. In fact, some firms will be put off if you ask for one, and I have seen cases where an offer was even revoked.

If the firm sends a written offer letter, it will include some or all of the following: (1) class year, (2) base compensation, (3) relocation expenses, (4) benefits, (5) bar fees, (6) bonus system, (7) partnership track, (8) vacation, (9) parking, and (10) anything else the firms offers (such as attorney retreats or in-house lunches). Almost all law firms will have you fill out a conflicts form, and many firms will carry out a criminal background check and a credit check.

Relocation Expenses

Not every firm pays to relocate candidates, although many large firms do. Typically, law firms have caps on relocation expenses (anywhere from $2,000-$7,000), and others will either pay for or reimburse a candidate for his/her “reasonable moving expenses.” Some firms do not consider shipping a car or a piano to be “reasonable.” Each firm is different, and this is normally not something that can be negotiated.

California Bar

If a candidate is not already admitted to the California Bar, most firms will give time off (two to four weeks) to study for and take the exam. Some, but not all, firms will pay for your time off. Some firms will pay for a bar review course, as well as expenses and fees associated with the exam. Most firms will pay yearly bar membership dues and for Continuing Legal Education courses.

Parking

The standard in California is for firms not to pay for parking. If a firm offers to pay for parking, that is a perk others do not offer, even large firms.

Practicing Law in California

Typically, attorneys begin their days between 8-9 a.m. and leave between 6-9 p.m. You will also find many firms have an “open door” policy, meaning most attorneys work with their doors open. Having an open door shows your supervisors you are working and that you are approachable.

Some practice areas are not as sophisticated as those on the East Coast, particularly in New York. For instance, generally speaking, corporate law practices are not as sophisticated in California. However, there are many tech companies in California with sophisticated intellectual property needs or thriving start-up/emerging company practices. Of course, this is a generalization; and some California firms pride themselves on having a “New York” practice.

Cost of Living in California

Renting  and buying a home in California is expensive too. Gas is very expensive (more than the rest of the country). Before beginning your search, you should investigate real estate websites such as www.ziprealty.com and salary/cost-of-living calculators such as www.homefair.com.

California is a wonderful place to work and live. It has great weather and offers a variety of outdoor and cultural activities. It is better to investigate the realities of living and practicing in California before beginning your search. Because once you receive an offer, you will not have much time to make a decision (typically one to two weeks). If after reading this article, you are still interested in making the move, I would recommend speaking with a BCG recruiter as soon as possible.

Post Footer automatically generated by Add Post Footer Plugin for wordpress.

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.

Post Footer automatically generated by Add Post Footer Plugin for wordpress.

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!

Post Footer automatically generated by Add Post Footer Plugin for wordpress.

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.

Post Footer automatically generated by Add Post Footer Plugin for wordpress.

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!

Post Footer automatically generated by Add Post Footer Plugin for wordpress.

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.

Post Footer automatically generated by Add Post Footer Plugin for wordpress.

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.

Post Footer automatically generated by Add Post Footer Plugin for wordpress.

When is the Best Time to Make a Move

At least once during their careers, most attorneys think that they would be better off at another firm. This article will analyze (1) whether you should make a move and, if so, (2) when you should make a move to another firm.

WHETHER YOU SHOULD MAKE A MOVE.

Associates may be interested in a move for a number of reasons. You may want to leave your firm because of one or a combination of reasons. Often these reasons cluster into four major categories: Quality of Work, Professional Growth, Firm Culture, and Personal Choices. While these categories may overlap or you may perceive them differently, see whether any one point or some combination of the following points sound familiar. If so, you may find that the time is right to make a move.

Quality of work

Let’s face it. You’ve worked hard, thought deeply about the law, and now find yourself in a firm wondering “All that to review documents? To prepare yet another memo?” This issue may make you laugh, but then again, it could make you cry. After all, the first years at a firm color how your career may go and the type of attorney you want to be. The quality of the work you do, drives your ability to move up at the firm or elsewhere. So you should evaluate the firm to see whether it is where you want it to be. Classic problems in this area include:

1. You find the work at your firm to be unsophisticated or not diverse enough.
2. You would like to move to a firm where you have more “hands on” experience.
3. You are not getting enough work because there is a slowdown in your area.

Professional Growth

Similar to quality of work, professional growth matters. The difference here is that you must push to obtain the feedback and mentorship necessary for any professional to succeed. In some cases, that feedback will be through the formal system the firm has in place. In others, you may have a partner who takes the time to guide you through the complexities of the firm’s culture, crazy clients, and simply coping with the realities of being a firm lawyer. In addition, when reflecting on this aspect of your career, you should examine whether you are developing the skills required to make partner. As such, consider whether:

1. You do not have senior associates or partners giving you proper feedback on your work product.
2. You do not have a mentor who takes a vested interest in your career.
3. You want more client contact.
4. The partner prospects at your firm are limited.

Firm Culture

This one is easy. You spend time-too much time perhaps-at your firm. Unlike high school, college, or law school, at a firm you cannot choose the people with whom you associate. And despite your charming personality and dedication, you may not click with key people at the firm. Maybe you’ve discovered that firm hours or the belief that a Blackberry really should be waterproof so you can take it in the shower just doesn’t match up with how you view the world. Whatever the reason, you probably spend close to 50% of your life there; it should be a place you like. Signs of culture clash often include:

1. There is a personality conflict with a partner at the firm/practice group.
2. Your last formal review was not glowing but you are not sure why.
3. You want a firm that has more focus on diversity.
4. You want to decrease your billable hours.
5. You simply don’t like the firm’s philosophy regarding associates and maybe the world.

Personal Choices

On top of all these other concerns, you may have personal reasons to leave a firm. Pay, location, and career shifts could easily fuel a desire to leave your current firm, even if it’s not such a bad place. In other words, where you are may not float your boat, and you may find:

1. You are looking for an increase in your overall compensation.
2. You want to move to another city.
3. You want to change practice areas.
4. You are at a satellite office and wish to move to a local/regional firm.
5. You just feel that things aren’t working out.

Add It Up

Quality of work, professional growth, firm culture, and personal choices-all of these areas hold great importance in your career and life path. And you could easily find that many of the issues above resonate with you. BUT, does that mean you should be looking out the door? It might, but it might not. Many of the above are subjective questions best answered by your own perspective.

Nonetheless, remember there are (or should be) some objective resources available to you. Hopefully, your firm has a review process. Think back to your last review and dissect what it seemed to say. That should guide you. But what if your last review was some time ago or your firm does not have a review process?

You can generate your own review as long as you are careful about how you do it. Be sure to approach the investigation in a positive: “I love the firm and want to be sure I am doing all I can to understand and improve my place within it manner.” Not: “This place is lame. What am I doing with my life? Now I know why lawyer jokes are so popular.”

Here’s the two-step: If you have a mentor in whom you can confide, definitely approach that person and ask him/her what other attorneys think of your work product, your progress at the firm, and if he/she thinks you are a long-term player. If you do not have a mentor, ask for more feedback on your work product from a senior associate or partner. This way you will at least be able to evaluate if people like your work and think you are doing a good job.

If there are negative comments or you do not get any feedback, you are probably right on the mark that things are not working out, and it may be time to make a move. Still, remember to take that information constructively. Do not grump about the office. Instead, see whether the comments are true and how they reflect on your overall assessment of your career.

If after all that analysis, you find you want to jump start your career at another firm, there is one more question to ask:

WHEN IS THE BEST TIME TO MAKE A MOVE?

In general, the best time for associates to move from one firm to another is after completion of their second year and before completion of their sixth year of practice. After your second year of practice you have a good amount of experience in your practice area and have learned the basics of being an attorney at a law firm. Firms hire lateral associates when they have work that needs to be done, the associates who are currently at the firm are swamped, and/or they do not have anyone else with that particular expertise at their firm.

Think about it from a firm’s point of view. Firms want to hire associates who can hit the ground running and immediately do the work. After your second year, you should have a skill set that is in high demand and allows firms to worry less about training you and more about feeding you work. Plus, this ratio improves through the years. Now, you might ask, if that is true, why is it difficult to get hired after completion of the sixth year of practice?

At this stage in your career, you are getting very close to partnership consideration. So, firms are concerned about the message hiring a lateral senior associate sends to associates who have been with the firm since their first year and are now in their fifth, sixth, or seventh years of practice. Most senior associates at the firm will think either they are being replaced and will not have an opportunity for partnership or there is now more competition for a partnership position. Although these concerns may not be valid, someone’s perception may determine whether they should start looking for partnership opportunities at another firm. Obviously, firms do not want to send a mixed message to their top-performing senior associates.

The two-to-six-year rule, however, is just a general one and does not cover all situations. You may have a unique practice area, and regardless of how many years of experience, firms will want to hire you. Also, if a firm is desperate for an attorney with any experience in a practice area or if the associate has stellar academic credentials, a firm may hire an associate with less than two years of experience.

What if you are of counsel or a partner at your current firm and you do not have a book of business? Unless you have a niche practice or a firm is willing to take a hit on profitability to expand a practice area, it is unlikely you are going to be able to make a transition to another firm. The harsh reality is that firms are businesses and they look at their bottom lines as far as revenue and expenses are concerned. If you are a partner or of counsel, you are going to demand a high salary and there is going to be substantial overhead for the firm. For example, if you are a partner with 15 years of experience, your salary is $250,000. Depending on the firm and the location of the office, the expense per partner is anywhere between $100,000 to $200,000. So, on the low end, the new firm would have an expense of $350,000 if they hired an of counsel or partner-level candidate without business. For the firm, the hire has to make financial sense, and it will be difficult for the partners to agree on such an expense. A track record of business will be taken into account, but most firms in this economy are more interested in what business you can transport with you today compared to what you could generate three years ago.

HOW LONG SINCE YOUR LAST MOVE?

When thinking about a move to another firm, you should always consider how many moves you have already made. If you have moved three times in five years, it will be difficult for you to move again. Firms do not like associates who move around often. They believe that you will be there for a year or two and then leave their firm as well. It costs more than $200,000 to replace an associate, so they look at you as an investment and do not like turnover. Now, if you moved cities three times because of very good reasons, you may have a better chance. In general, however, you shouldn’t move more than three times within a six-year period.

It is also important to take into account how long it’s been since your last move. If you just get to a firm and realize within the first month or two that it’s not for you, you should leave right away. A firm will understand if you made a mistake or if things were promised from the firm that were not occurring. However, after the two-month time period, you should try to stay at your firm for at least 18 months. This will allow you the time to try to make things work at your firm. If things don’t work out, at least when you are interviewing, you can explain that you tried everything in your power to make it work and, unfortunately, it is not a place where you can stay for the rest of your career. Again, firms do not hire “firm hoppers.”

WHAT IS THE BEST TIME OF YEAR TO MOVE?

In general, between January and June is the season for moving between firms. A few facts intersect to create this situation. First, firms usually put a strategic plan in place in December for the coming year. They have a budget allocated to hiring new associates which becomes effective January 1st. Second, associates start receiving their bonuses at the end of the year and into the first two months of the New Year. After associates receive their bonuses, they leave their firm. This churn creates a void at the firm which usually needs to be filled by hiring more associates.

The summer months are usually a slower time to get hired because summer associates are working at the firm. The partners try to keep the students busy and do not have time to train or hire new associates with two or fewer years of experience. Also, the recruiting coordinators and hiring partners are busy with the summer programs and do not have time to work on lateral hires. Even though most large firms have a coordinator for summer programs and one for lateral hires, even with these firms, summer tends to have less focus on lateral hiring.

Come September, late-year hiring needs are unclear because first-year law students start work. Again, partners and senior associates concentrate on getting the new associates up and running and do not have time for lateral hiring. October through December is a slightly better time to make a move if you are not expecting a bonus. As in most industries, however, the process is usually slow from Thanksgiving through New Year’s. Firms have holiday parties, partners try to close deals before the end of the year, and associates strive to either make their minimum-hour requirement or hit their bonus numbers.

Although this is all true, there are some exceptions. If you have three to six years of experience, you may be able to move at any time. It really just depends on the need of the firm or how well you are marketed to the firm. Also, if you are a partner with portable business, you can move at any time of the year.

Obviously, making a move to another firm is a very big decision and could be extremely stressful. You should take the time to evaluate all the pros and cons of a move to another firm before you start your search. A good legal recruiter can assist you with the evaluation process and present opportunities that may be a good fit for your long-term career goal.

Post Footer automatically generated by Add Post Footer Plugin for wordpress.

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.

Post Footer automatically generated by Add Post Footer Plugin for wordpress.

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.

Post Footer automatically generated by Add Post Footer Plugin for wordpress.