Tag Archives: law firm

Jan200916

Harrison Barnes

Harrison Barnes

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The BCG Attorney Search Difference

Most attorneys do not give sufficient thought to planning their legal careers. Sure, when they graduate from law school, they seek out the best jobs they can get. They practice for a couple of years, then at some point probably decide to seek new jobs. Yet sometimes even after working for a few years, and possibly even after multiple job changes, these attorneys still don’t know where they really want to be in their legal careers. If they do know, then they don’t know how to actually get there. Because of this, countless attorneys continue to follow unfulfilling career paths, and as a result many end up leaving the practice of law completely. Many of these attorneys could have built successful and rewarding legal careers, had they only been more aware of how to plan such a career.

Legal recruiters often are valuable assets to attorneys who are trying to find fulfilling career paths. Good legal recruiters are experts in the legal market. Their clients rely on them for advice on every issue that might affect their careers. Furthermore, their clients count on them to locate not just any jobs, but jobs that are perfect fits for each client’s own individual career goals.

Good legal recruiters do not merely know about the general legal market; rather, they forge close relationships with both law firms and candidates. They must grasp what each firm is looking for in potential hires, and must know about everything from firm culture to specialized practice groups. Additionally, they must identify what each candidate really is looking for in his or her career, and must know enough details about each candidate to (a) discern which employer would be the best fit for that candidate, and (b) successfully present the candidate to that particular firm. In short, good legal recruiters need to know where their clients truly want to go their legal careers, and how they can get there.

BCG Attorney Search is most successful legal-recruiting firm in the United States. The company has gotten jobs for thousands of attorneys, and the depth of its resources is unrivaled in the industry. BCG’s recruiters are first-rate attorneys who have practiced with major American law firms. Additionally, BCG works only on placing attorneys in law firms, and has developed unmatched expertise regarding the unique needs of attorneys.

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Sep200803

Erin Curran

Erin Curran

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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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Jun200812

Steve Seckler

Steve Seckler

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College Coaching is Not the Answer


Like other businesses that compete for talent, law firms continue to add to their pool of benefits. Several firms have now begun to offer college coaching. This benefit is a way to assist busy lawyers who are trying to help their college bound children navigate the competitive field of college admissions.

But are better benefits the key to retaining talent? I’m sure that offering good benefits is one important way that firms compete for talent. But isn’t offering constructive feedback much more important? On-site day care is not going to keep an unhappy associate from pursuing a lateral move if she isn’t being managed properly. Providing college admissions guidance to a partner will not stop her from moving her portable book of business across the street if she does not feel that the firm is supporting her practice.

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Jun200806

Suzanne Dupree Howe

Suzanne Dupree Howe

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What NOT to wear during your summer associate program

This week, Jenny Burg Davis and Brenda Sapino Jeffries of the Texas Lawyer had this interesting piece on dressing to impress during your summer associate programs. Four large firm partners (from Weil Gotshal, DLA Piper, Fulbright & Jaworski, and Godwin Pappas) weigh in with their thoughts.

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