Go ahead and take that imperfect job

Let me start by saying that I get it:  the economy is bad and finding work can feel next to impossible, even if you have phenomenal experience, great academic credentials and have worked at some of the best firms in town.  Having said that, I have to admit that I am little surprised at the lack of flexibility I am seeing in some of my candidates.  The days of being recruited by firms and having multiple offers from which to choose is gone (that is not to say that it won’t come back, but for now, it is a thing of the past).  Jobs are few and far between, and firms can choose from the best of the best.  One would think that in light of the small number of jobs out there as compared to the number of out-of-work attorneys, said out-of-work attorneys would not complain about a job offer that is less than “ideal.”  Apparently, this assumption is completely wrong.

Take a corporate associate with whom I am currently working.  Nice individual, very smart, with great credentials.  She was at the top of her game before the market crashed, but when it did, she was laid off by her AmLaw 10 firm.  That was 10 months ago, and she is still not employed.  Even so, it seems like every time I call her with an opportunity, something about the opportunity just isn’t “right.”  The firm doesn’t pay enough; it’s located in the suburbs rather than right downtown; the position is too focused on finance (an area she has experience in but does not particularly enjoy).

As I said above, I get it.  It really sucks to be out of work, especially when you previously had an untarnished record of getting into the best schools and top law firms.  But the fact remains that this economy does not support the “perfect job.”  Firms are going to pay less, and the jobs that exist are going to be otherwise flawed.  But, that does not mean that you, Ms. Unemployed, should reject every opportunity that comes your way.  We all have to make sacrifices, and if that means driving to the ‘burbs or making 15% less than you would have back when salaries were inflated, then so be it.  At least you will be employed, and I can almost guarantee that if you put up with some of the flaws of the job, when things improve, many of those flaws will disappear.  Salaries will go up again, and more work will come through the door, thereby allowing you to choose projects that are a little more interesting to you.  Hell, when times are good, some suburban firms might even open an office in the city, and if you have put in your time, you might be able to help establish the new office.

I guess what I am trying to say is suck it up while the economy still stinks, and as it improves, so will your job.  That is, if you are willing to accept one that is not perfect.

Go Ahead and Hate Me for My Optimism…

I am an optimist. It’s in my blood. No matter how bad things get, they have to get better eventually. It’s just how the world works. I am sure many people who have heard my never-ending optimism would like to stomp on my head. Frankly, I irritate myself sometimes with the things that I say. But in the end, I believe that optimism will take you far in life. Take a candidate with whom I recently met. She is as talented as they come, with a resume to match. But she was a senior associate, with no business, in a transactional practice that has been dead-as-dead-gets since the recession first hit. Not surprisingly, she was laid off from her Am Law 10 firm, despite being there for over five years.

Depressing? Hell, yes. But what’s worse is that she is a single Mom. No partner/boyfriend/spouse to pick up the slack during her unemployment, and no shoulder on which to cry.

When we first met, she was devastated. Anyone in her position would be. As we talked, I drew out of her that while she liked her most recent law firm position, there were countless other positions that might be a better fit for someone like her – both inside and outside law firms. At first she was resistant, and she even shed some tears during our meeting, but as I helped her to see the endless possibilities out there, she seemed to perk up. But it wasn’t until I told her that I believed (which I do) that there is a “100% chance that you will get another job” that she breathed a sigh of relief. I quickly qualified that statement by making sure she knew that I could not guarantee that I was going to be the one to find this job, or that it would pay as well, be in her chosen specialty or even be in the legal profession. But the fact remains that each and every one of us is employable, and as the recession begins to fade, the opportunities for talented attorneys are going to increase. It’s just how the world works.

While it may not actually get her a new job, I am confident that my optimistic outlook on her employment future helped to infuse new energy into her search. And for that reason alone, I will continue to irritate myself with my optimistic view of life.

Unemployed? STAY BUSY.

A year ago, if someone had told me that the vast majority of associate-level candidates I would see during 2009 were going to be unemployed, I would have laughed (or cried). But it’s true. Unemployment is a reality for associates in all areas of law and at all levels. Lately, I have seen these associates fall into two categories: those who believe that staying busy in their substantive area of law will benefit their marketability to firms, and those who think now is the time to become one with the couch and rekindle their love affair with soap operas.

To most of you, I hope this is an obvious statement: the attorneys in the first category are going to get jobs long before those in the latter category. It feels almost ridiculous to have to say something that obvious. But I have my reasons. For example, I recently spoke to a candidate who called me about a new job posting on the BCG Attorney Search website. He has absolutely fantastic academic credentials and law firm experience, but in 2006 he left his last firm to obtain an additional graduate degree, and while doing so the market crashed. Consequently, he has been out of the law firm world for almost three years (two while in school and a year since graduation). Naturally, one of the first questions I asked him was to explain what he had been doing since earning his graduate degree a year ago. Imagine my surprise when he replied “not much.” I followed that up with “Have you been keeping up with the ever-changing rules and regulations of your practice area?” “Ah, not really,” he mumbled. “What about attending CLE classes?” I asked. “Um, that’s a good idea. Hadn’t thought about that.” (Really? Is that possible?) “Volunteering or doing contract work?” His reply: “nope.” You get my point. The guy had been doing nothing to help explain the growing gap on his resume (other than search the web for a permanent job).

As a recruiter, this makes my job infinitely more difficult. The first question a firm is going to ask me when I submit this candidate’s resume is to explain what he has been doing for the last year. Make no mistake, the majority of firms I work with are not turned off by a candidate who has been laid off from his firm, but they do want to know that the candidate is motivated to keep up with his legal knowledge and skills. Think about it. If you were the hiring partner at a firm, wouldn’t you prefer to interview the candidate who has been taking CLE classes, volunteering at a legal aid clinic, seeking out contract work where available and networking with former colleagues and friends all while contemporaneously looking for a permanent job over the candidate that has just been looking for work for the last year? Firms are not stupid. They know that while a job search is very time consuming, it does leave time for other activities. And in this economy, no matter your credentials, if you are not out there doing extracurricular activities, the guy sitting next to you (who has equally impressive credentials) is– and he is going to get the job over you.

So, get out there. I guarantee that it will help you land a solid job.

To contract or not to contract?

By no means is this post meant to raise a new issue.  In fact, I am sure the issue of whether to do contract work while searching for a permanent position has been blogged about before.  Even so, because I believe that the answer to this question changes as the economy changes, its worth a revisit.

I cannot recall a day in the last six months on which I was not asked by an unemployed law-firm associate whether it would hurt their chances of finding a permanent job if they did some contract work to bring in some money (yes, even though big-law firm attorneys make ridiculously large salaries, let’s face it, we are not exactly the best money managers).  I applaud anyone who asks me this question because it shows that he/she is thoughtful and aware that much of what you do can affect your chances of obtaining a new permanent job.

So, what is the answer?  Should you do contract work or will doing so make your resume less attractive to prospective employers?  While there is no “right” answer, in a strong economy, I recommend against contracting because it can make an associate look unfocused and/or uncommitted. However, in an economy like this one, all bets are off, meaning that contract work has become a necessity for many unemployed associates.  Think about it.  Countless attorneys have been laid off as a result of this recession, many of whom are the primary wage earners for their families or have other monetary obligations that do not simply disappear because the economy has gone down the toilet.  Contract work is a relatively easy way to keep some level of income while searching for a job.  And, from my experience (and only my experience) firms have changed their tunes about contract work as well.  In fact, when I inform firms that my candidate is doing contract work, the usual response is something like “that makes sense” or “of course, that’s no problem.”  After all, we are all experiencing the recession to come extent so those who have escaped the massive lay offs should empathize with those who have been cut.

So, while the economy is in the tank, contract away.  But remember, once the economy has recovered (which it will very soon) and permanent jobs are abundant, contracting may no longer be as acceptable.

An Alternative to Lay-offs: Simpson Thacher’s New Public Service Fellowship Program

Unless you are trapped underground, you are well aware of the massive layoffs taking place across the country in just about every major (and not so major) law firm. Associates have obviously been hit the hardest, and the results are not pretty. Thousands of young attorneys with minimal experience, lots of debt and no jobs are looking for high paying firm jobs where none exist. It’s depressing, to say the least.

But one firm has done something that could serve as a creative alternative to the mass associates cuts. Simpson Thacher & Bartlett announced the creation of a new Public Service Fellowship Program, through which associates can take one year to work on a public service project of their choosing, and at the end of the year, the firm will give them the option of returning to the firm. During the year-long fellowship, an associate who participates will receive a $60,000 stipend from the firm.

To me, this is the perfect alternative to cutting associate jobs. Lord knows there are plenty of non-profit legal organizations and public services agencies who would gladly host a public interest fellow, and while $60,000 is significantly less than the salaries of Simpson Thacher associates, I like to think that even the greediest of associates would consider taking this opportunity to give back in exchange for not losing one’s job. Plus, the firm saves significant money on associate salaries for the year of the service project and won’t have to interview for new associates when the economy bounces back (because it WILL bounce back, no matter how bad things appear right now).

So, which firms are going to follow suit? So far, I have not heard of any other firms doing so, but I most certainly hope they do. Anything to slow the layoffs down, increase morale among young attorneys and promote public service work.

Suddenly, I am feeling a bit jealous that there was no massive recession like the current one while I was practicing law at a big firm. That’s just twisted, isn’t it?

Do NOT Pass Up an Interview Just Because the Firm is Not Footing the Bill

We all know this is a very tough job market for attorneys.  There have been countless law firm layoffs and fewer openings for lateral hires at the firms.  As such, the competition has gotten out of control.  In fact, it is not unusual for a firm to interview upwards of ten attorneys for a single position.  Gone are the days in which associates are confident that they “have it in the bag” if they are invited back to a firm for a second round of interviews.  Instead, I am seeing attorneys invited back for third rounds, asked for a writing sample and references, only to be turned down in favor of another candidate.

While the competition is tough, the only way to obtain a new job is to actually get before prospective employers in an interview setting.  And in this market, it may require you to shell out a few dollars to do so.  For example, a few weeks ago I submitted a fantastic candidate, currently practicing in New York, to a firm here in Chicago.  The firm responded by letting me know that they liked the candidate’s resume and asking if I knew whether this candidate had any plans to be in Chicago in the next month.  If so, the firm would like to interview her, but the firm was not willing to pay for the candidate to fly into Chicago for the interview.

Knowing that my candidate had no immediate plans to come to Chicago, I called her and told her to book the first flight out here to meet with the firm.  While she was excited at the prospect of doing so, she pushed back at my suggestion because, as she put it “my [current] firm pays me next to nothing, and I cannot afford to pay for my own flight.”

While I felt badly for this candidate, I spent the next few minutes explaining to her that in this market, firms have plenty of candidates to choose from, so if she didn’t fly in for the interview, the firm was going to find other candidates who would.  Thankfully, it clicked with my candidate, and $350 later, she was on her way to Chicago and ready to meet with the firm.

Thankfully, the interview went very well.  In fact, the partner with whom she met liked her so much that he invited her back on the spot for another round of interviews while she was in town.  This time, the firm would pay for her to change her return flight so that she could stay in town for the interview.

This full round of interview took place yesterday, and while we have not yet heard whether she is going to be given an offer from the firm, the point of the story is that she would never have found herself in this position if she hadn’t taken the chance and come out, on her own dime, for the interview.

Happy Holidays and Here’s to a Better 2009

It seems that everywhere I turn these days, I run into someone who has an impressive story of struggle, despair, stress and overall disgust for the year that is (and soon to be was) 2008.  Not only has the economy taken a drastic turn for the worse and caused a spike in unemployment (and fear in those still employed), but it seems as if 2008 was filled with an unusual amount of sad stories of loss and despair.  Even I have to admit that 2008 was not my favorite year.

But here is the good news: 2008 is almost over!  And with that comes a brand new year filled with brand new opportunities.  It’s time to put the past behind us and move forward with a new sense of energy and optimism.   January and February bring the busiest months for lateral hiring, so we expect to see more firms looking to bring on attorneys of all levels.  Moreover, with the new Obama administration coming in late January, there should be a sharp increase in regulatory work for law firms, including financial services, anti-trust, health care, environment and energy/biofuel regulation.  This will undoubtedly result in an increase demand for attorneys in these areas.

And even though the economy may not fully recover in 2009, we are already seeing a significant increase in bankruptcy filings (which is usually followed by an increase in other areas of litigation) that should continue throughout the year.  Demand for bankruptcy and litigation attorneys should rise as a result.

So, for all of you who can classify 2008 as a “crappy” year, let it go.  There are only a few more days before we can officially wipe our hands clean and move into what I hope will be a better year for all of us.  Here’s to 2009!

Bye Bye Bell Boyd, Hello K&L Gates!

I just learned that K&L Gates distributed an internal memo announcing that the firm has entered into discussions with the Bell, Boyd & Lloyd LLP in Chicago “with a view to combining the two firms in the first quarter of 2009.” (Bell Boyd distributed a similar memo today). I must admit that my first reaction was one of sadness. After all, as a native of Chicago who practiced at two mid-sized law firms in the city, I have many friends and former colleagues who work or have worked there (okay, I also have a close family member who spent 40 years there as well). Bell Boyd has been a significant part of the Chicago legal market for countless years, and to see it dissolve into K&L Gates made my stomach queasy. Just a few short years ago, it was known as “the” place to work. Associates who secured jobs at the firm were considered some of the luckiest people around.
Thankfully, my first reaction only lasted a moment. My second reaction to this announcement was one of excitement. After all, there is always more than one way to view a major change, and I am making a conscious effort to see this as a good thing for the attorneys at Bell Boyd and the Chicago legal market. Sure, it’s sad to see a highly regarded player in the Chicago market disappear, but it is also exciting to see the entrance of another one. K&L Gates is a global firm with over 1600 attorneys and 25+ offices. In fact, it is one of the largest firms in the world. The addition of such a major player to the city of Chicago is exciting and will surely provide legal opportunities for many Chicago attorneys in the future. So, while I am sad to see one of my favorite Chicago firms say goodbye, I am watching with great excitement and anticipation to see how K&L Gates fits into the Chicago market.

Don’t Panic Over Law Firm Silence

I am currently working with a candidate who specializes in a very unusual are of law and who is quite unhappy in her current position. She came to me looking for a new position in the same of the law but at a firm with a better culture. Finding such a job was not easy, especially in this market, where the need for associates in general is not particularly high.

After about 6 weeks of working together, I was able to obtain an interview for this candidate at one of Chicago’s premier law firms with a strong practice that matched her experience. She had a fantastic interview, loved everyone she met with and walked out of the interview believing that she had just found the perfect firm for her.

As I always do, I warned this candidate that firms tend to move much slower in this economy, and that it may take a few weeks to hear back as to whether the firm was going to extend her an offer. She appeared to be fine with that, although she admitted that she was anxious about it.

A week passed, during which I had followed up with the firm to see where they were in the process. I learned very little in terms of details, other than the firm was still considering my candidate. I reported this to candidate, who was becoming increasingly anxious about the job. She kept asking me what was taking so long and suggesting that if the group really liked her, they would move faster.

Another week passed with no updates from the firm, despite my efforts to follow up. With the passage of this time, my candidate began to rethink the firm and her opinion of the people she met. “Maybe they weren’t as nice as I thought.” “Maybe they don’t do quite the type of work I want to do.” “Maybe they aren’t as great of a firm as I originally thought.”

By the time I heard back from the firm three weeks later, my candidate had convinced herself that she hated the firm, did not want to work there and was not going to accept an offer if given to her. As she put it, the fact that the firm took so long to get back to her was a “clear indication” that they didn’t really like her and she therefore did not want to join them. Of course when she learned from the firm that they were, in fact, extending her an offer, she didn’t know what to feel. After all, she has initially loved the firm but spent the last month talking herself into hating it. Now what?

Talk about mentally sabotaging a possible job opportunity!

Remember that firms spend significant time collecting and reviewing resumes, eliminating those they aren’t interested in, and narrowing it down to a reasonable number of candidates to interview, they have to schedule and actually interview the candidates. Finding a single day that 5 or 6 busy attorneys can interview a single candidate can take weeks. Scheduling multiple candidates to interview can be next to impossible. Furthermore, even after the firm interviews the candidates, each individual lawyer has to complete and return an evaluation form, and we all know that attorneys are notoriously terrible at doing these types of administrative things. Once the evaluations are collected, they must be reviewed, often by a committee of attorneys, and then a decision made. All of this can easily take weeks, especially when you factor in that attorneys would much prefer to service their clients than deal with recruiting and hiring.

So, remember this: Firm silence does not mean that the firm is not interested in you. Don’t torture yourself or talk yourself out of what could be a fantastic job opportunity simply because the firm’s attorneys do not move as fast as you would like.

After much discussion, my candidate took the job with the firm that sent a “clear indication” that it was not interested in her…. And you know what, she is back to loving the firm and the people with whom she works.

Why I Love The Chambers and Partners Website

I am consistently surprised by the number of attorneys that have not heard of the Chambers and Partners website (www.chambersandpartners.com), since it is a website that I frequent multiple times each day. Since 1990, Chambers and Partners (”C&P”) has been providing independent rankings and commentary for the worlds’ top law firms. While I am in no way affiliated with C&P, nor am I am expert on navigating the website, I find the law firm information and rankings to be extremely useful, especially when trying to determine whether a particular law firm or practice within a firm would be a good fit for a specific candidate.
As anyone in the legal field knows, there are countless law firms in this country (and in the world), and trying to distinguish them from one another can be difficult, to say the least. Moreover, while many firms have terrific websites filled with detailed practice descriptions and biographies of the practicing attorneys, other websites leave a lot to be desired. This is where C&P comes in handy. In addition to providing contact information for the firm, the number of attorneys who practice in the firm, a summary of the major areas practiced by the law firm and the location of the various firm offices, for each major practice area in a particular state, C&P ranks the top law firms into various Bands (Band 1 being the top firms, Band 2 being the next best and so on). Moreover, it provides detailed summaries of the specific practice, the clients serviced by the department and the star attorneys in the group. All of the information provided by C&P is gathered by independent third parties, none of whom are affiliated with a particular law firm. As a result, unlike a law firm website, which is put together by the firm itself, C&P provides unbiased, objective information about the firm practice. It is for this reason that I recommend that all candidates review the law firm summaries as well as the practice area rankings for the firms the candidate is evaluating.
By no means does C&P provide all of the information an attorney needs to assess whether a firm may be a good fit. That is because C&P does not provide information on the personalities of the individual attorneys in the group, the way projects are distributed to attorneys, the culture of the firm, how attorneys are evaluated, or other anecdotal information, all of which is extremely important when determining whether a particular firm would be a good place to work. Even so, it provides a good starting point from which attorneys looking to make a lateral move can assess the major firms in a particular geographic area.
Take a look.