Resume Suggestions for a Senior Litigator and for the general public

I am currently working with well-credentialed eight year litigator who has never moved law firms.  This person has everything it takes to make partner but for various political reasons, he is unlikely to make partner.  While this person has not been asked to leave the firm, this person knows now is the time to begin a search.  It takes time - at least 6 months.  Having never left the firm, the job search process is intimidating.  I made the following suggestions for the resume:

1) If possible, limit your resume to 1 page -even at the senior level.  The most information should be under your current employer.

2) Your resume should have the following in this order: Work Experience, education, professional credentials, publications, etc.

3) Create a thorough case history on a seperate page.  If the case is public, put down the parties involved and then write a brief summary of the case and what you did.  Any successful results obtained you be noted.

4) Get your law school transcript (there are some firms who ALWAYS require this - even at the partner level).

5) Get a writing sample.  Motions that are 10-20 pages long are best.

6) Cut out the fat of a resume.  It is not necessary to list law school externships, internships and clinics if it puts your resume over a page.

7) If you have an interests section, make sure they are either unique or show an important aspect in your personality.  Saying you enjoy reading and watching movies doesn’t really add much.  However, if you enjoy running or participating in a marathon or play an instrument, the reader immediately knows you have a competitive spirit and are somewhat disciplined.  Keep out things like “spending time with my family” as this only makes the reader think that you do not want to spend much time with the law firm family.  And, keep out oddball interests such as competitive hot-dog eating.

Political groups and interest - I really prefer to stay away from this all together.  Unless you happen to know an organization or law firm you are applying to is well-known to support a particular group, just stay out of it.  You could interview with someone who is a staunch democrat and you list you were the president of the Young Republican Organization in college….that really isn’t going to make the interviewer feel connected to you.  If anything, it may start a fight.

9) Do not put your picture on your resume! No matter how good-looking you are, law firms poo-poo this.  Many times, people are laughed at for putting their picture on the resume - even if it a good picture and a good resume. It makes you look vain.  If you are emailing your resume to a law firm, you could put a link to your firm biography if it happens to have a picture, but do not do anything more!

10) List your cell phone number instead of your home phone (unless your cell phone is a work phone).  You want to be able to answer your phone immediately in case a law firm would like to set up an interview or ask you a question about your resume.

Sixth Year Associate in Good-Standing at Branch Office of Large Firm Wondering Whether He Should Consider Moving to a Firm with Better Opportunity for Partnership

I was recently speaking with a friend who is a sixth year corporate associate with a large firm in Los Angeles. This year the firm promoted only two associates to partner and neither one works in the Los Angeles office. My friend has consistently had very good reviews, and the Los Angeles partners have told him they will go to bat when he is up for partner. However, he believes the Los Angeles office does not have the pull and power it used to which is partly why the firm did not promote anyone from his office. While my friend is happy at the firm, he can not help but be concerned for his future and opportunity for advancement. He was wondering what he should do.

Sadly, the chances of making partner these days at a large firm are slim – even in a booming economy. There are many factors that come into play as to whether someone is promoted to partner, including likeability of candidate, potential of candidate to bring in business, political savvy of candidate, candidate’s practice area, hours candidate billed over the last 3+ years, and the economics of candidate’s firm. In the case of a large firm’s branch or satellite office, you also need to consider the office’s overall reputation within the firm. It is important to consider whether the partners in your office have the “pull” to help advance your career. If the firm has routinely promoted associates in your office to partner and this happens to be an “off” year due to the economy, then my best recommendation would be to stay put but explore other opportunities as a precaution.

If the Los Angeles office has not been self-sufficient and has relied on other offices for work for over two years, it would be wise for my friend to explore other options very seriously. As you get more senior, it will become more and more difficult to move to another firm without having an existing book of business. Now is the time to look into other opportunities. 2010 is already showing signs of being a stronger market for laterals.

You can expect a firm of ANY size to take at least two to three years before they even consider a lateral associate for partnership. There are NO guarantees. It is possible to be turned down for partnership, but then make partner at a later time. Of course you may be promoted to Of Counsel (if the firm has attorneys with such a title) and then promoted again to partner. At this stage in my friend’s career, ANY law firm – no matter what the size – is going to hire him with an eye toward partnership. The hiring process will take much longer than for more junior associates, and he will certainly be asked to provide a conflicts form and possibly a business or marketing plan. A firm is going to ask him questions about his existing experience but also about his relationships with firm clients. Ideally, any firm that hires him will hope he is able to bring in work and certainly will expect him to help generate more work from existing clients.

Many believe it is “easier” to make partner at a small or mid-sized firm. This assumption is usually true, but the factors that come into play in making partner at a large firm are the same factors that a small or mid-size firm considers. With more and more large firms focusing on their core or top 10 institutional clients, more and more of the “middle market” companies are being referred to the small and mid-size firms. Also, generally these firms have lower billing rates (although not always) making it is easier to bring in new clients who simply can not afford large firm billing rates.

It would behoove anyone in my friend’s position to speak with a seasoned recruiter who would offer advice for his/her particular situation. Work with someone who is honest and is going to look at the big picture. You need a recruiter who is not motivated by money but rather helping people and doing the right thing. Particularly if you are in good standing at your firm, like my friend, and not necessarily in a rush to leave, work with someone who is going to offer good advice based on what is best for your career and not the recruiter’s need to make a placement or fill a job opening. Of course, I would recommend BCG Attorney Search (www.bcgsearch.com) to find such a caliber of a recruiter!

Help! I just had a baby and I’m freaking out over returning to work.

Many women experience the same fear of returning to work after they have a baby. Even the most driven women are surprised to find the drive to succeed has vanished after the baby’s birth. The maternal instinct to care for your baby kicked in a lot harder and faster than expected. What to do?

Everyone is different. Do not compare yourself to others and be honest with your feelings. The greatest disservice to your child and family is an unhappy mother. Look deep inside and figure out what is the right path for you. There are sacrifices to be made on both ends. If you cut back on work, then your career will be affected significantly but to the benefit of your child. And if you return to work, you will likely feel guilt for leaving your child. Whatever you decide, go in with full force and have no regrets for your decision.

The full-time working mom.

Many women need to work and return to the workforce after maternity leave ends (if not sooner). Or, perhaps they need the break from a crying baby and want to return to work. Or, the drive to succeed never left. For these women, your career is truly your second child. Your supervisors are going to wait and see if you will be able to handle the same kind of responsibility you had before the baby’s birth. Although employment laws protect mothers, the reality is many women do not return to work with the same intensity and are not as “valuable” as they once were. The first year of life for your baby is also going to be the most difficult one for your career. Figuring out the balance between career and baby and even family is a real challenge. If your dream is to become a partner in a law firm or obtain a high-level in-house position like General Counsel or an equivalent high-powered position, you truly have to leave your home life at home. You need to put the same amount of dedication into your profession as you had before the baby.

What does that mean? If you are an associate, that means you need to accept every assignment that is offered, work the same amount of hours as before (if that’s nights and weekends, then it will be nights and weekends), interview and train junior associates and staff, meet with new and existing clients, write articles, etc. etc. While you are at work your focus is advancing your career and doing everything possible to ensure it happens. Do not put pressure on yourself to resume where you left off. Ease into it by setting goals for yourself for the first, second and third months back at work. For instance, during your first month set the goal of working 80% of the number of hours per month as your monthly average. So if you typically bill 185 hours per month, then make sure to bill at least 150 hours during your first month.

You must compartmentalize your life. There is a time for being a mommy, and there is a time to be an attorney. If you have a nanny or take your child to day-care, instruct the person who is watching over your child to call you only in the event of an emergency, such as a high fever, terrible rash, etc. You owe it to yourself to have as little distraction as possible. What that means is that you need to do the groundwork to make sure you trust the caretaker 100%. You have to understand no one is going to take care of your child like you. That being said, there are plenty of people who will take very good care of your child and make sure that s/he is happy and healthy. Spend a lot of time with the caretaker prior to returning to work so that you are comfortable knowing your child is in good hands. Ideally, in the event of an emergency, there should be another person (parent/grandparent/friend/partner) who can assist in managing the child until you return home. If you have a solid support system in place before returning to work, you will be much more effective at work.

Once you leave work, the same level of focus and attention should be put into your family. It will be difficult to juggle career and family for the first year or so. Be kind to yourself, and allow yourself to experience guilt for leaving your child and for leaving work.

All of this will pay off in the end. Statistically, women who are capable of balancing their career and family are the most fulfilled. Furthermore, they will not have to take a step back in their careers as a sacrifice for their family. These women understand and accept no situation is perfect, but the family will thrive as long as the mother is happy and setting a good example for her children.

The part-time attorney.

After having a baby, many women try to work part-time and or do not return to work until their children are in school. If you are one of the rare cases of women who can work part-time, that is terrific. But, you still have to understand that you are compromising your position within your law firm or organization. Many firms/organizations offer the same level of health care benefits to their part-time employees. When times are tough, you will run the risk of being one of the first people to be let go since your cost is the equivalent to that of a full-time employee. Further, law firms tend to let go anyone not considered a “superstar” in tough times. And while you might be a brilliant and talented attorney, you are still only able to work a certain number of hours per week and your position is compromised within the firm.

On the hand, there are firms who tout themselves as being highly supportive women working part-time. Working Mother magazine lists the top 50 Best Law Firms for Women (http://www.workingmother.com/BestCompanies/node/1421/list/271). I do believe there are some very rare cases where a woman can work on a part-time basis and not have compromised her career. She is still on partner track (although it would take a few more years) and has the same respect as her full-time peers. This is not the norm and difficult to achieve. If you can work part-time in such an environment, you too will be happy and have made a wonderful sacrifice for your family.

The full-time mom returning to practice after a hiatus.

Many women do not want to return to work, and do take a hiatus from practicing law for several years. When you decide to return to practice, you must understand you simply do not have the same skill set. And while you were away, associates junior to yourself are now at your level and are your current competition. The market may have changed, and the need for someone with your experience may have diminished dramatically. For instance, if you were a corporate attorney in 2007 and now returning to the practice of law after a two-year hiatus, you will be surprised to find that it is VERY difficult to find a job as corporate attorney. You will need to be very patient with the job search as it could take many, many months – even years. You must be open to the type of work you seek and do not expect to be compensated at the same level you were. As with the corporate attorney example, this person needs to apply to all kinds of positions - litigation, real estate, employment, etc. In an interview, not only do you have to prove your enthusiasm in returning to work but also your dedication to practicing law. Employers will be weary of hiring you for fear you really are not dedicated to practicing and will quit to return home. And once you do start working, even in a position you are less than thrilled with, you must put 110% of your energy into your career. If the firm expects you to bill 160 hours per month, you should work 180. Immediately make your presence known in the organization and reach out to every supervisor with whom you may work. Accept all assignments offered. For the first 6-12 months of your career, you must be a superstar and prove your value. The effort will pay off. Even though the type of work is less than ideal, your supervisors will respect you and treat you very well. And, eventually you will be able to shape your career.

Senior Associate With Small Book of Business Seeks Work - Suggestions?

We are hearing this very story several times a week. Even in a flourishing economy, we find that senior level attorneys, especially general litigators, have a difficult time finding a new position after being let go from their firm. Without a substantial amount of portable business (at least $300,000-$500,000), many firms are unable to support the salary of a senior level attorney.

Some attorneys believe if they lower their salary expectations and apply to jobs for junior level attorneys they will have more success. This is not true. Firms who want to hire an associate in the 2-5 year range are not willing to consider someone who is significantly more senior - even if the attorney’s experience is exactly what the firm is looking for. (In a few rare cases it can be done, but the general norm is that it cannot).

While a firm may technically get a “deal” by hiring a more experienced attorney for the price of a less experienced one, firms target a certain class year for many reasons besides experience level. There may already be a number of senior attorneys at the firm who are on partnership track and adding another person at their level (even to come at a junior level) would disrupt the politics within the firm. Firms also hire within a certain range because they simply do not want someone who has too much experience. Firms like to train their associates to do things their way. A senior level attorney will likely have learned to do things in a way that is not conducive to the firm’s practice.

Many of these senior level attorneys have the necessary skills to start their own law practice. Sometimes a bad situation, such as getting laid off from your job, is exactly what you need to set you in the right direction and propel you to do something you have always wanted to do! I recently spoke with a senior attorney who believed if he began a firm with several other senior level attorneys who had a few clients then perhaps each attorney could support the other and build upon their business. For instance, if one attorney has $50,000, another has $75,000, and another has $100,000 perhaps they could all work together and support each other and market their skills as a group. This is a very good solution to the Senior Associate’s predicament. Now, how do you find these fellow attorneys?

I have several ideas on this one. The most obvious option would be to become more vocal and active in your local bar association. Do not simply attend functions related to your practice area alone. On the contrary, you will likely find people who can offer services and skills different than your own in unrelated practice areas! This is also true with CLE classes. Assuming you have not yet met your CLE requirements for the year (or even if you have), you could sign up for a class that is unrelated to your practice, and use it as an opportunity to meet new attorneys who are in the same situation as yourself.

Another thought is to use www.lawcrossing.com. It is free to every employer to post a job. Well, think of yourself as an employer! Be honest in your description of what you are trying to achieve. An example of such a job posting: “Solo practitioner with business litigation practice from the Class of 1999 is trying to start a firm. Looking for talented senior level attorneys with a minimum of $50,000 in portable business to join forces and build upon our talents and grow a business.”

Lastly, once you have decided to start a firm, make sure everyone you have ever met knows about this decision! Make sure to get in touch with old colleagues you had worked with who had since left the firm, law school friends, family, business friends, family friends, old firm clients, etc. etc. You could go as far back as a law school internship or externship or even a high school or college summer job. It is also important to get in touch with your old firm (even if it hurts your pride a little). Firms often have to turn away work for a number of reasons (e.g., case is too small, client conflict, requires too low of billing rate), and may want to recommend you. Before you know you will have developed more clients and built upon our business. It will take years to double your business but be patient and consistent.

Is the market improving? And when is a good time to speak with a recruiter?

The market is very slowly improving. When we start receiving job orders from law firms for associates in certain practice areas we generally take that as a good sign. These practice areas include corporate, trademark, and tax. We first see the changes in the East Coast, and then it spreads throughout the country’s major markets. 2010 will be better than 2009 but not as good as 2008. If you are thinking of moving to a new firm, my recommendation is to stay put BUT speak with a recruiter to see what is realistic. I generally recommend people stay at their current firm if there is nothing pushing them out and wait for another year to resume a job search. But, if you stay in touch with a trusted and honest recruiter, then you will be aware of what is happening in the market and of any unusually good job opportunities.