Archive by Author

Aug201005

Erin Curran

Erin Curran

0

Build Your Book, Build Your Stable Future

“What’s your book?” is a question we recruiters regularly ask our senior candidates looking to make a move. The answer firms want to hear is, at least, “1.5 million.” That figure may sound intimidating to you if you’re just beginning your legal career but it’s an important goal to keep in mind for several reasons.

First, your stability as an attorney in a large firm is directly proportional to the amount of business that you bring in. The more business you bring to your firm, the better your chances are that you will be allowed to stay. Despite glossy brochures touting pro bono programs, law firms are business machines driven solely by the bottom line. You may be a terrific legal writer with enviable courtroom presence, but if you’re not bringing in business by the time you’re a 6th-8th year, your position at your firm becomes precarious.

Second, with a book of business comes leverage and with leverage comes options. “Up or out” is a phrase we often hear to describe the progress of attorneys within their firms’ hierarchy. If you are moving “up” that means that you are developing business contacts and bringing in clients while billing the requisite hours and producing sound work.

For those attorneys that have failed to move up and keep pace with their business developing peers, then they will be pushed out. The career lifespan of a big firm associate is relatively short, about 8 years, so it is extremely important to start developing business as soon as you know what a stipulation is and how to get one. Having your own book of business gives you leverage in your partnership negotiations and it gives you options should those negotiations leave you wanting.

Third, building a sizable book of business will earn you the respect of your colleagues. It shows that you understand that new business is the life blood of your firm and that you’re willing to make that extra effort to keep it pumping. Given the competitive market and the daily mega-mergers, it may come to be that “of counsel” and “non-equity partners” become relics of a bygone era. Making the extra time to network shows your firm that you’re committed to them which will, in turn, make them commit to you.

Fourth, building your book is not only financially rewarding, but also personally satisfying. One of the junior partners I used to work with at my old firm was a dynamo at bringing in new clients. He took pride in his talent and felt that it helped make up for some other areas of his practice where he wasn’t as strong. Plus, working on your own cases that you personally staked gives you some freedom and elbow room. In many cases, you will be the senior decision-maker which can be a very empowering experience.

Finally, building your book doesn’t have to be drudgery. With the advent of Facebook and LinkedIn, it’s become easier to re-connect with old contacts while developing new ones. So seek out your former classmates, take them to the Watergrill and get cracking!

(Check out the following website for some excellent tips on how to develop business: http://www.clientfocus.net/)

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Jul201012

Erin Curran

Erin Curran

0

Learning to Wait With Grace: The Art of Patience

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

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

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

“Patience is passion tamed.”
–Lyman Abbott

“Patience is the companion of wisdom.”
–St. Augustine

“Endurance is patience concentrated.”
–Thomas Carlyle

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

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Feb200911

Erin Curran

Erin Curran

0

It’s Not YOU, It’s the Economy

One of my favorite New Yorker cartoons goes like this.  A man and a woman are sitting across from each other in a cafe.  The woman says to the man, “It’s not YOU, it’s me.  I don’t like you.”

Given the harsh economy we’re all dealing with, I think of this cartoon on a regular basis, though in a slightly different context.  I’m the woman and my would-be candidates are the man; however, the difference is that I LIKE my would-be candidates and wish that I could work with them.  Alas, the deterioration of the market place prevents me from taking on most of the people that contact me.  This will change, of course, once the market improves, but I write today to console those of you who have been, or will be, rejected by a recruiter.  It’s not YOU, it’s the economy.

Like medicine, I believe that one of the first rules of recruiting is “to do no harm.”  As a recruiter, and a former practicing attorney, I know the market place and it’s my duty to be as honest with would-be candidates as possible.  Lately, this means turning down some terrific attorneys whom I would have gladly worked with at this same time last year.

Why so selective?

Because here in the Bay Area the talent pool is spilling over while the jobs are drying up.  And so, if you are a general litigator with no book of business, you are most likely competing with the hundreds of attorneys who have recently been laid off.  But you do have resources.

Here is a link to yesterday’s Legal Pad where an associate discusses the success a friend off hers has had using Legal Authority (a sister company of BCG): http://legalpad.typepad.com/my_weblog/2009/02/advice-for-a-jobhunting-associate-considering-a-new-practice-area.html

Also, for those of you who are frustrated in your job search and feel that there must be some AMLAW firm out there who will hire you, here is a webiste to LawShuck’s lay-off tracker:  http://lawshucks.com/layoff-tracker/.  The intent of providing this site is not to scare the beejesus out of you but to help you make informed decisions.

For example, maybe you will decide to stay in your current job and hang on tight for as long as possible.  Or, if you have been laid off, maybe you will be open to exploring the smaller markets that haven’t been as impacted as the large cities.  If you have specific questions about the Bay Area market, I am happy to help.  But if I’m unable to work with you in finding a job, please remember, it’s not YOU, it’s the economy.

-Erin

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Dec200810

Erin Curran

Erin Curran

2

How to Have a Happy Holiday in a Miserable Economy

I am dreading the holidays. I wish I could pull the covers over my head and not come out again until January 2nd. I haven’t always been like this. In a normal economy, I charge into the season and charge up my credit card just like everybody else. But now, in the midst of a grave economic crisis, how does one gaily spend and celebrate? (Spending and celebrating having become interchangeable and inextricable concepts in

modern times.)
We all know the drill: for law firms, the holidays are when we take the time to formally thank our secretaries and support staff, our colleagues and business contacts, and we do it with bonuses, lavish gifts, expensive baskets, tickets to the opera, etc etc. It is impossible, and ill-advised, to shirk these social obligations. People expect it; many deserve it. But how to pay it forward when so many are worried about their own job security? About retirement funds that went from lush, green pastures to brittle, desert savannas seemingly overnight? About retaining and attracting new business? About making one’s hours? About the lack of one’s own bonus, or its much reduced amount? There is no easy answer, but after mulling it over, I have some recommendations.
1) For the associates who will not receive a bonus this year, my sympathies. I’m sure you all worked very hard and are deserving. Alas, in terms of your giving obligations, keep it modest and prioritize. To ensure that your next year is equally productive and smooth, just be sure to take care of your secretary and paralegal. Handwritten cards for the rest. Of course, if there is a particular client, mentor, colleague that you feel indebted to, do present them with something, but make it personal and keep it simple. The thought is more important than the dollar amount.
2) For the associates who did receive a bonus, again, take care of your secretary and paralegal, but make your best effort to spend on others wisely. Rather than splurging on the cashmere throw for a favorite business contact at $300 a pop, consider giving a lift ticket at a local ski resort (savings: around $220.) Along those lines, no need to give Veuve Clicquot at approx $44 a bottle when there are many lovely, less well known sparkling wines that are equally good. Try Chandon at $20 instead. When you make a gift personal, and spend a bit more time on the selection, chances are you will save some coin and enjoy giving it all the more.
3) For the attorneys who are enjoying job security - do more of it. Enjoy and give thanks. Take care of those in your professional inner circle but exercise restraint. This could be the year for the comeback of more personal, thoughtful, and/or humorous gifts. Giving a donation in some one’s name to their favorite charity is always an excellent choice. Having people over for a meal is another. Again, the focus should be on doing something that is personal, rather than expensive.
4) Keep perspective. Over the last decade, all of us in the legal industry have been riding a cresting wave flush with economic success. As a result, many of us have become accustomed to a certain standard of living and have blurred the line between “want” and “need”. I know I have.
Now the wave has broken and many of us are re-assessing our priorities. We still have a lot and can learn to make due with less. In fact, I know quite a few people who have decided to “adopt” families in need and are giving presents only for that cause. In my own community, I joined the “Christmas Elf” program where we pick the name of a child or elderly person and act as their own personal Santa. There are numerous programs like this all around the country.
5) Have fun on less. We all know that the heart of the holidays is not to be found in the new Balenciaga bag, or the pretty whirring iPhone. The heart of the holidays is what we make it. It’s having too much eggnog and watching “A Christmas Story” for the hundredth time, or snuggling in with David Sedaris’ wry Holidays on Ice. It’s goofing off a bit and taking a longer lunch than normal. It’s volunteering to help those in need.
Maybe by shrugging off, or at least loosening, the biting yoke of commerce from our shoulders, we can all experience the holidays more purely, like we did when we were kids. After all, the holidays only come once a year and it would be a pity to miss it. Plus, spending all that time under the covers would get awfully claustrophobic.
Happy Holidays.
Erin

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Sep200803

Erin Curran

Erin Curran

0

Legal Veterans Advise Newbies How Not to Blow Their Job Search

Here’s a valuable excerpt from today’s Legal Times entitled “How to Land that First Job.” Veterans from top firms offer advice on how to avoid common goofs and gaffes and how to nail your interview. To read the full article, go to this site: http://www.law.com/jsp/law/careercenter/lawArticleCareerCenter.jsp?id=1202424212239

Law firm partners: George Bostick, Sutherland Asbill & Brennan; Christopher Davies, Wilmer Cutler Pickering Hale and Dorr; Katherine Fallow, Jenner & Block; Julia Kazaks, Skadden, Arps, Slate, Meagher & Flom; Julie McEvoy, Jones Day; Elissa Preheim, Arnold & Porter.

1. What do you look for when hiring summer and first-year associates?

“The most important factor is whether this is someone whose academic or work performance thus far indicates an ability to juggle multiple tasks and to achieve deadline-driven success.” — Julie McEvoy

“Excellent grades and strong writing skills and strong interpersonal skills and a demonstrated interest in being in D.C. and in the firm’s practice areas.” — Julia Kazaks

“The first thing we look for is a self-starter. … Prizes don’t go to wallflowers.”
–Christopher Davies

“Three key factors are: (1) students with strong academic records who are critical thinkers; (2) people who take ownership of projects and (3) those who work well on teams.” — Elissa Preheim
“Experience that will convince me the person can work as part of a team.” — George Bostick

“The question is if this is someone I would feel comfortable bringing to a client meeting as a summer or first-year associate. … That’s a pretty important benchmark.” — Julie McEvoy

2. What do you seek to avoid? Any big mistakes on resumes or in interviews?

“Resumes that are unattractive or have typos or are just strange will attract attorney discussion.” — Christopher Davies

“Anything you list on your resume you should be prepared to talk about.” — Katherine Fallow

“Law firms are full of Luddites, and we are amazed at what students will post about themselves on the Internet.” — Julie McEvoy

“Too Much Information Syndrome. … I recall thinking, ‘Oh my God, I can’t believe someone said that.’ “– Christopher Davies

“It’s important to us that people actually care about the law and not just focus on the $165,000 or whatever it is today.” — George Bostick

“The main mistake is seeming bored or uninterested, either with things you have done or in the firm. … Find a way to show enthusiasm.” — Katherine Fallow

“About the worst thing a candidate can do is to ignore the junior person [in an interview]. … One time, I had to step out to handle a client phone call, and I told them to go ahead and start. I later heard that while I was out, the guy hadn’t engaged on much of anything short of shopping at Costco.” — George Bostick

“Don’t waste time on cover letters and thank-you notes. They can create more problems than they solve.” — Julie McEvoy

3. What could law students do most easily to improve their chances of being hired?

“Pay attention to comments made by interviewers in the early part of the day and incorporate them into interviews in the later part of day. … It’s important to show that you picked up on what others have said. Interviewers talk to each other afterward.” — Julia Kazaks

“Invest in a comfortable or well-fitting suit. A flashy or ill-fitting suit can highlight a student’s lack of comfort or familiarity with a professional workplace.” — Julie McEvoy

“Schedule morning interviews with firms that you are most interested in. Both candidates and interviewers are more tired in the afternoon.” — Christopher Davies

“Come to an interview prepared with a range of questions. … There’s nothing more terrifying than reaching the point in the interview when the interviewer asks if the student has any questions and the student says, ‘No, I think I’ve asked them all already.’ The interview comes to a screeching halt.” — Julie McEvoy

“Educate yourself about the firm or place where you’ll be interviewing. Educate yourself to see if it’s a good fit.” — Katherine Fallow

“It does matter if someone [at the firm] who’s well regarded will vouch for you. … It generally helps people who are on the margin.” — Christopher Davies

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Jul200810

Erin Curran

Erin Curran

0

Flattery or Harassment? Sexual Attention in the Workplace and How to Deal With It

A recent posting by Above the Law discussing the “Hot Attorney” website caught my attention. Here’s the link: http://abovethelaw.com/2008/07/hotatty_hot_attorney_website.php. The “Hot Attorney” website has since been taken down but the reactions to it continue. While many of the female attorneys whose pictures were posted without their knowledge were understandably angry, one associate was not upset and seemed to be flattered by the attention.

This raises some interesting issues: when it comes to sexual attention in the workplace, what is flattery, what is harassment and how should the recipient of this type of attention respond?

Flattery or Harassment?

First, when gauging one’s reaction, context is key. Was a questionable comment made one-on- one or in front of a new client at an intake meeting?

Second, what is the power differential? Partner to associate or associate to associate?

Third, does the individual who made the comment have a reputation for that sort of behavior? If so, you may be doing the office a favor by letting them know in order to prevent it from happening again.

Fourth, and most importantly, how did it make you feel? Did it make you feel happy or demeaned?

What To Do?

After you’ve had a chance to think it through and gauge for yourself whether you were complimented or harassed, and you believe that you were harassed, then here are some possible ways to address the situation.

First, discreetly take the individual aside and talk about it. You may begin with a soft opening such as, “Look, you probably meant it is a compliment but….” and then express how the comment made you feel. If it happened in front of others, explain to the person that you don’t want your colleagues thinking about you in a sexual manner. When they think about you at all, you want it to be about your work and your value as a professional.

Second, if you’re too intimidated to talk to the person directly, seek out a trusted senior attorney to confide in and perhaps use as a go-between.

Third, if you feel that the situation has gotten out of hand, then talk to a trusted Labor & Employment attorney within your firm. Perhaps the individual in question has a history of this type of behavior.

Fourth, if you work with the individual on a daily basis, and you feel that the damage can not be repaired, then ask to be re-assigned to other matters.

Fifth, remember that you did nothing wrong and that you are entitled to work in an environment where you feel safe and at ease with your colleagues.

Conclusion

As a lawyer, it’s important to keep in mind that you will oftentimes work under extreme stress and time pressures. Some people handle it better than others. That said, be sure to carefully evaluate the question: flattery or harassment? Is someone simply using their out-loud voice when they shouldn’t? Or, is this a pattern of unwelcome, and inappropriate, attention? If it is the latter, then do something about it. But, if it is the former, then perhaps use a bit of humor to re-direct the attention and drive on.

Finally, a bit of anecdotal advice. I used to be an Army JAG attorney and spent a considerable amount of my time at Ft. Bragg, N.C. In Army parlance, Bragg is known as “the center of the universe.” It’s home to the Airborne and Special Operations Forces. Hence, Bragg is a very macho place and to succeed there, it behooves one to be “one of the guys.” In this way, it was very much like a law firm where the senior partners are often men and you’ve got to play along to get along.

Now, the men that I worked with at Bragg were mostly professionals, but there were a few exceptions. For the exceptions, I learned that the most effective way to handle them was to pull them away from the group, look them straight in the eye, and tell them I thought that they could do better. It worked and I didn’t come off as shrill or overly sensitive. In fact, one of these clowns eventually became a friend of mine and turned out to be not such a bad guy.

So, keep your sense of humor, try not to overreact and remember that a direct approach is most often the most successful one.

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May200828

Erin Curran

Erin Curran

0

Senioritis: Diagnosis and Treatment

I. Two Weeks More and I’m Free! But how can I possibly last two more weeks??

You’ve landed your dream job and you’re a mere two weeks away from leaving your current firm, taking that tropical vacation, and then making a fresh start at your new position. You feel exuberant, on top of the world, like you could do anything. There’s a bounce in your step and a playful smile hovering around your mouth as you begin cleaning out your office with unleashed enthusiasm. You’ve got Radiohead’s new album on and you’re making rim shots into the industrial sized trash can that would make Lamar Odom weep. The world is yours.

That is, until your intercom buzzes and suddenly your play time is interrupted by a junior partner needing some research done ASAP on a case you’ve already sent to the file room. Crashing back to earth, you sigh, push aside the legal detritus that’s accumulated onto your desk, and sign on to Westlaw. You’ve got senioritis, and you’ve got it bad.

Senioritis is a completely normal affliction that varies in degree; it’s power over you is directly affected by a number of factors such as (a) the excitement you have for your new job; (b) your desire to leave your current position; (c) the emotional roller coaster of your job search; (d) the fabulousness of your so-close-you-can-almost-hear-the-waves-vacation; and (e) the fact that you may be just plain worn out.

Continuing to do strong work in a job that you are ready to cast off is extremely challenging. Unless engaged in a trial or a deal that you’ve been working on for months, you’re more than likely to fall victim to senioritis. Senioritis is an affliction that results in feelings of ennui towards your normal routine coupled with a galloping excitement about what the next job/adventure will bring. But not to fear, there is hope! The important thing to do with senioritis is to diagnose it then treat it. Diagnosis is easy. Treatment takes some effort.

II. Part One: Diagnosing Senioritis

Ask yourself the following questions and any number of affirmative responses is a likely indication that you have it.

1. Has a certain malaise come over your attitude to current tasks?
2. Are you (unpleasantly) surprised when called upon and expected to engage in rigorous critical thinking and/or brain numbing document review?
3. Does your lunch time actually resemble a small party? That is, do your gather friends together, frequent a place with real silverware and perhaps enjoy an adult beverage?
4. Do you go to the gym when not reveling in special lunchtime parties?
5. Do you come in at 10:00 am?
6. Leave at 5:00 pm?

Now that we’ve established the diagnosis, let’s discuss treatment.

III. Treating Senioritis

The important thing to keep in mind when treating senioritis is that it’s temporary, and, generally, harmless. However, to ensure that there is no damage done to either your reputation or your networking relationships, bear in mind that it is your goal to leave your current firm with well-wishers and potential business contacts. You want to be missed. Not shown the door.

To do this, we recommend keeping in mind the following guidelines as you make your way towards the finish line.

1. Remember the original excitement that you had when you accepted your current position. At one point in time, it was your dream job.
2. Remember that your current firm invested in you and you developed your current, marketable skills under their tutelage.
3. Remember that you are still being paid. While supervisors understand and anticipate a certain amount of slacking off, it’s very important to complete the tasks that you’ve been assigned and to do them well.
4. Remember that “this too shall pass.” Senioritis is infamous for the death grip it can have over its victims, but again, it’s only temporary. You’re going to get through that last brief, last depo, last review of a purchase and sale agreement. Just hang in there!
5. Make the rounds. Now that you have some free time, use it to your best advantage. Pop in to offices, make some small talk. Chances are that people have been talking about your departure so beat them to the punch.
6. Thank people. Be sure to make your gratitude known to all the people that you’ve worked with during your time with the firm. Practice groups are like little colonies and it can be a difficult time when one of the members leave. Some folks may be taking on more work to cover you and a recognition of that fact goes a long way.
7. Be sensitive. While you are now starting a fresh chapter in your life, others are left behind slogging away. So, while a certain level of excitement is expected, be careful not to go overboard. Firms have feelings too. No tap-dancing on the conference table at your last calendar meeting.
8. Be proud. You’ve obviously done a terrific job at your current position which propelled you into the new one. Take a little time and think about all that you’ve accomplished. Remembering your achievements can also help any nervousness and fear about the next step. But that’s another article…..

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