Play your cards right. Know when to hold ‘em, know when to fold ‘em.

The economy is strong. Law firms are desperatefor talent and there has never been a tighter job market. You never know when someone may ask you if you would like to work for them.

Play your cards right. Know when to hold ‘em, know when to fold ‘em.

Get it right, be prepared to answer the question, “What are your salary requirements?” When valuing your worth know this. It is not about your experience or your previous salary. What it’s really all about what you bring to the table.

The top law firms are competing for the top talent and the candidates know it.

“My job as a recruiter is a balancing act. I have to find the right talent for my client and negotiate the right salary for the candidate as well. It has to work for both sides,” Shari Davidson – President of On Balance Search Consultants. It really gets down to finding the perfect fit for both the candidate and the law firm.

Don’t think that you’re immune to the new laws regarding disclosing your salary history. Think again. Invariably it gets down to what your number is.

When asked about your salary expectations, have a well-thought-out answer. Learn as much as possible about the position. Know your value in your market and work with a legal recruiter who has insider information about the firms and practices you would like to work for.

Do your research.
When coming up with a salary range, qualify the low-end number with other compensation. Such as benefits, path to partnership at the firm and a flexible work schedule. If that is important. Always give your high number first. Justify your worth based on your experience, education and skill set. Your base number should be what you are willing to take.

Time is money. 
Law firms and recruiters use smart technology and data to weed out candidates. When the offer is on the table, don’t dilly dally. Be respectful and get your answer quickly to the firm. You don’t want to burn bridges at the offer level.

Be true to thy self.
If you don’t feel the firm is right for you. Just say no. You’ve got to know when to hold ’em , know when to fold ’em  . . .

Play your cards right and you are off to a good start to negotiating the best offer.

 

About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.

Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.

 

Confessions of a Legal Recruiter: Ghosting Is No Trick, Things Can Get Spooky

Never compromise your integrity, it’s always about being transparent and credible. 

The Emerging Global Demand for FinTech Law

People suddenly walk off the job, and just don’t come back. No notice, no warning, no sign that anything was wrong. ‘Ghosting’ is happening across all industries and occupations. Lower paying jobs have historically had no shows, but it’s now happening in the white-collar workplace. And it’s becoming commonplace. 

It’s been pretty rough out there and many feel that they have not been treated fairly. The workplace has become a toxic, chaotic work environment with no job security. Now that the job market is improving, candidates are now ‘ghosting’ job interviews.

The legal profession is a small community.  Yes, if you google how many attorneys there are in the NY Metro area the numbers are staggering.  Somehow, everyone still knows everyone. 

Time is valuable. Law firms need to stop calling in a candidate to satisfy the firm’s hiring policy. That goes both ways. “I had one candidate who wanted to interview with one of my clients, meanwhile they accepted a position with another in the same building. Somehow it got back to me, and well neither my firm or my client will work with this attorney ever again. Ghosting is not cool,” — said Shari Davidson, President On Balance Search Consultants.  

Communication is critical. Give immediate feedback to your recruiter. Don’t keep candidates in the dark. Take the initiative and stay in constant communication to update candidates on their status. Remember it’s a people business, firms and candidates alike can ill afford a bad reputation for poor professionalism. 

“Know when to hold ‘em and when to fold ’em. Trust your gut! Not every law firm deserves you nor is a good fit. Rejection is hard but being left out there waiting is intolerable. Don’t take it personally. Move on,” said Shari Davison. 

Know the three rules of business: 1. Cover your ass; 2. Cover your ass; and 3. Cover your ass. Believe it or not, every industry is a tight-knit community. Best not to burn bridges that can come back to haunt you down the road. 

“Ghosting recruiters and hiring managers is a really bad idea, but I understand the thinking behind it. Sure it feels good, but resist the temptation. Always leave a good impression, at the very least shoot off an email. Let them know that you’ve decided to pursue other options and thank them for considering you. You’ll be glad you did,” said Shari Davidson.

About On Balance Search Consultants

On Balance offers great insight and industry intelligence.  Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.

Contact us today.  Call 516.731.4300 or visit our website at https://www.onbalancesearch.com

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader.  Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.

Sharpen Your Pencil: The Lateral Partner Questionnaire (LPQ)

The LPQ or the lateral partner questionnaire is the most daunting step in the due diligence process for a partner moving to a new law firm. It’s an arduous task, don’t delay. Get it done.

Sharpen Your Pencil: The Lateral Partner Questionnaire (LPQ)

Be Honest & Thorough

Do not skip any sections. Do not be vague. Accurately detail any late taxes, bankruptcy, bar discipline, criminal history, malpractice, discrimination claims, and investigations. It’s very important to begin your relationship with your future partnership with integrity and open transparency. 

Most LPQs require a minimum of 2 years prior history, and some as much as 5 years. Pulling this information together can be a challenge. Here is a quick list of subjects you will likely address in written or verbal form:

Education

  • Bar Admissions
  • Courts
  • CLE’s

Compensation History & Future Expectations

  • Your current employer
  • Billable Hours Recorded
  • Standard Billing Rate
  • Average Billed Rate
  • Amount Billed
  • Amount Collected
  • Tax Returns
  • Bankruptcy
  • Portability of Clients

 

Previous Employer History

  • References and Reason(s) for Leaving
  • Discipline and Sanctions
  • Claims and Litigation
  • Criminal history
  • Malpractice Claims
  • Discrimination Claims
  • Government Investigations


Business Relationships

  • Professional Organizations
  • Board or Officer Positions
  • Pro Bono
  • Conflicts of Interest
  • Client Financial Situations
  • Restrictions / Limitations Based on Partnership Agreements


Value Proposition: Business Plan

Detail your business development plan addressing prospective clients and estimated revenues as well as non-client referral sources, unique skills sets and existing client base. Be sure to include any other information that is relevant or of value to the new partner candidacy.

Hire a Top Legal Recruiter

Don’t lie to me. Don’t inflate or overestimate your book of business. This is the quickest way to sour your new partnership. During due diligence or after being hired, more times than often any inaccuracies in your qualifications and past performance will come up. When time comes to cut back, you’ll be at the top of that list.  

Want to learn more ways to make it rain? Subscribe to our blog https://www.onbalancesearch.com/category/blog-page/.

About On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.

Contact us today.  Call 516.731.4300 or visit our website at https://www.onbalancesearch.com.

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader.  Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.

Confessions of a Legal Recruiter: Negotiating The Best Deal

New Regulation Makes Disclosure Of Compensation Unlawful Discrimination.
Confessions of a Legal Recruiter TM .001

The new labor law is to go into effect the 1st of November here in New York City.  Similar laws have passed in Massachusetts, Pennsylvania, Illinois and California to name a few. The law’s intent is to eliminate inequitable compensation based on gender, age or other biases. This new law amends Fair Labor Standards Act of 1938, making it unlawful to base offers on past compensation.

No longer can an employer ask about a candidate’s past salary, income or compensation.

Hire a recruiter to negotiate the best deal. It’s really a no brainer. You really want a top recruiter to get in there and negotiate the best terms. Here’s why:

Time & Energy

If you are open and forthright about your salary and compensation goals with your recruiter from the onset, you will save you time and energy. Disclosing your compensation and realistic expectations will help ensure the candidate’s and client’s salary expectations are in alignment.

Marketplace Intelligence

Recruiters know the market and what competing firm’s offerings. They have an extensive network to get inside information on what firms are looking for. Knowing the marketplace helps recruiters steer you clear of the firms that are merging or going under.

Create A Compelling Case

Be prepared. Work with a recruiter to strategically best present you. A good recruiter helps define the true value of your skill set and how uniquely qualified you are. Let them create a compelling narrative of how your past wins and successes contributed to the bottom line of the firm. And how you will help increase the overall profitability of the firm.

“On Balance Search Consultants has successfully put clients and candidates together. The new partnership produce added revenue streams and elevated positions in securing new business.” — Shari Davidson, President On Balance Search Consultants.

Calculate the risk. Try not to disclose your past compensation. There may be times that your back will be up against the wall and you will have to disclose your past salary and future expectations. As in the courtroom you’ve got to assess your case. Is this the best deal? Do we to press for more money or pass on the deal? Let’s make sure you don’t miss out on a real career opportunity.

Leverage net worth. Don’t risk undervaluing or overestimating your worth. Every firm has a top and bottom line. Know what you can ask for and what’s unreasonable. Never commit yourself to a specific figure before you have a better understanding of the position requirements and the firm’s expectations.

Weigh The Intangibles

Remember the negotiation is not just about compensation. There are benefits and other intangibles that can be desirable. There are many forms of remuneration. For some the best offer may be having the flexibility to strike more balance between their personal and professional lives.

Think About It

Consider the offer carefully. Cover all the angles, then talk to your recruiter to decide whether you want to accept or make a reasonable counteroffer. Trust that when your recruiter tells you. It’s a good deal. Then sign on. When they tell you to pass, turn the deal down.

About On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.

Contact us today.  Call 516.731.4300 or visit our website at https://www.onbalancesearch.com

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.

Seal The Deal, Get To What’s Really Important

A great recruiter get’s to what is most important to the candidate and then seals the deal.

During negotiations many top prospects are lost by not providing the right incentives to seal the deal. There are lots of qualified candidates out there, you need to get the deal done before someone sneaks in and steals the position out from under you.

Seal The Deal

Most law firms make the mistake of looking for a specific set of skills and experience, turning a blind eye to any profiles that fall outside the lines of a pre-determined list of qualifications. Just because everything looks good on paper, doesn’t necessarily equate to a good fit. Work with a recruiter who can read between the lines. A savvy recruiter realizes that important information about the position such as the firm’s culture and the critical requirement must be properly communicated.

A law firm’s best talent can’t always be found in its backyard. Firms are faced with the challenge of finding talent with specialized skills and experience. That’s why today, more and more law firms are looking to broaden their searches.  

Law firms want the best talent and looking for creative ways to bring on the right candidate. It’s important to have all the tools necessary to secure the very best. That’s why legal recruiters and law firms strategies for sourcing top talent needs to be innovative. Relocating a rainmaker from outside the area is one such solution.  

A strong relocating benefit allows recruiters to search for talent outside of the law firm’s region to bring in new blood, that can take the firm to the next level. Relocation is a win-win for high profile candidates and the law firm. (See States That Have Reciprocity)

Recruiting is a creative and intuitive process. A good recruiter spends time getting to know what is important from the candidate’s point-of-view and the law firm’s perspective.  You’ve got to get it right, to seal the deal.

About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, President of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. We pride ourselves in understanding our clients and candidate’s needs. On Balance has an outstanding track record placing strong candidates with high retention rates.

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media, legal recruiting and any legal restrictions regarding the law.

To contact Shari Davidson: info@OnBalanceSearch.com  or 516-731-3400.

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The Glass Ceiling Is Just a Reflection

The Glass Ceiling Is Just a Reflection, By Shari Davidson

Reprinted with permission from: Inside, Fall 2016, Vol. 34, No. 2, published by the New York State Bar Association, One Elk Street, Albany, New York 12207.

Reprinted with permission from: Inside, Fall 2016, Vol. 34, No. 2, published by the New York State Bar Association, One Elk Street, Albany, New York 12207.


I. Introduction

Law is a male-dominated profession. There are more doors open to women today, but women have not achieved economic parity with men. There has been tremendous progress, but the earning power of women is still considerably lower than that of men. Women are increasingly represented in many top leadership roles here and around the world, as women advance professionally, they have begun to redefine themselves.

II. Advice from Successful Women Attorneys

What qualities do women possess who break through the glass ceiling? I asked several successful women attorneys: “How they got to where they are today and what advice they have for women attorneys who are just starting out?”

 

Leslie Berkoff, Partner, Moritt Hock & Hamroff LLP:

My path as somewhat unconventional: after clerking for a federal judge for the job market was not doing well, I decided to take another clerkship in the Bankruptcy Courts. I fell in love with bankruptcy and when I “hit” the job market I decided to avoid the big firm game and pick a smaller, more collegial place where I saw great growth opportunity and the ability to balance work/life.

Women today don’t have to follow the lock-step path of your colleagues; don’t be afraid to explore other opportunities.

Kathleen Turland, Chief Compliance Officer, powered by GE:

Work closely with people who you admire and respect. Develop good relationships with your colleagues, understand the roles they play, the demands and pressures of the firm, and what made them successful. Be smart, volunteer assignments others may not want. It worked well for me, might work for you too.

Be open to advice from many, look at what they are doing and think whether that works for you, be willing to move, accept change as it comes and go with it.

Elizabeth J. Shampnoi, Esq. Director, Dispute Advisory & Forensic Services, Stout Risius Ross, Inc.:

I got to where I am today by building a strong network of colleagues, mentors and sponsors while gaining experience and developing skills to excel in my dispute resolution practice.

I would advise new attorneys to network, build relationships, follow up and do what you say you are going to do. To be successful in the long term, attorneys must build a brand and it’s never too early to start.

Phyllis Weiss Haserot, President, Practice Development Counsel and author of, The Rainmaking Machine: Marketing Planning, Strategy and Management for Law Firms:

Some of the things women think are their issues also are issues for many men. So they need to address them together. The biggest obstacles vary from firm to firm or company depending on the cultures and personalities. So many things have to change for all genders in firm cultures and policies that motivate behaviors. Often lip service exists for good and fair things that is counter to what actually exists in the culture and unwritten rules.

Women need to be more aware of the intersection of gender and generational attitudes. Different generational attitudes inform and influence attitudes and behaviors affecting all aspects of diversity. If the same messages are going out to everyone, be aware that they are being received and interpreted in different ways. I believe this is one reason more progress has not been made. I advocate cross-generational conversation and conversations with men.

Marie Lefton, Esq. Principal, Lefton Consulting:

In terms of strategies for getting around the glass ceiling, there is nothing wrong with taking an in-house position for shorter hours and accepting lower pay. Not everyone wants to be an equity partner.

Women Partners with books of business, build them organically, whereas most men inherit their books from other men. This observation comes from my consulting practice as well as from my research in this field. In light of this, what advice would I offer to younger women seeking to build a book of business? Don’t allow others (men) to make decisions for you, e.g., if you have a trial in another state, . . . don’t allow the lead partner to decide that you should stay at home for your family. If you are second-chair on the case and want to be there at trial, speak up in a firm-but-nice-way.

Tina B. Solis, Partner, Nixon Peabody LLP:

Many attorneys, both men and women, have struggled and continue to struggle with work / life balance. Fortunately, many law firms have recognized this issue and have put mechanisms in place that allow its attorneys to help achieve that balance such as a reduced hour schedule, flexible hours or working remotely. This has allowed law firms to retain the best talent in the long run.

In order to break through the glass ceiling, you need to be proactive. It’s your career, so you need to advance it. In addition to developing a solid book of business, you need to volunteer for administrative projects to demonstrate your leadership skills and a commitment to the firm.

J. Joan Hon, Partner, FisherBroyles LLP, LAW FIRM 2.0®:

I have not yet faced the usual “women’s issues” of motherhood, marriage, and running a traditional household, but I did go through with caring for my parent and handling a plethora of issues after she died very early on in my career. I took a break after my third year for these reasons (and not some of the more traditional), so I would say I do have experience with re-entering the workforce and juggling work life balance even without being a mother.

Women who are fed up will turn to an alternative firm, (like mine and succeed incredibly), set up their own practices or look for non-traditional legal roles. So much can happen with persistence and positivity.

Elizabeth D. Schrero, Partner, Seyfarth Shaw LLP:

Women have come a long way but still have a long way to go to achieve parity. I see movement towards the goal of parity tied to increased business development of women which in turn is tied to women’s initiatives and sponsorship and critically, rising numbers of women in positions of authority in business, who will send work to women attorneys.

Some younger women and men are choosing not to reach to the glass ceiling, they want flexible work arrangements and some just opt out of the law firm partnership track.

Marci Goldstein Kokalas, Partner, Lazare Potter & Giacovas LLP:

I got to my current position by focus and hard work – and maintaining relationships. If you are just starting out, take time to think about what you want to do – both in work and your personal life. Be upfront about your goals with your superiors.

Seek out work – it will not just come to you. And don’t lose sight of what you have outside of work – I think balancing work and personal life is very difficult and ever-changing, but very important for your ultimate happiness.

III. Conclusion

Is it possible to thin you can have it all? Absolutely. No one says it is going to be easy, but yes these women are at the top of their game. It comes down to what is important for you, for many it is about balance between their personal lives and their careers. This is really a personal decision, and thankfully there are enormous opportunities for women in law. With talent and hard work, you can achieve whatever you want.

Shari Davidson is president of On Balance Search Consultants. Shari advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. Shari has facilitated programs for Fortune 100 companies, non-profit organizations, adult ed, colleges and universities, and publicly held programs, including Where Does All the Time Go When You’re Having Fun?, Take the Fear Out of Goal Setting, The Hidden Job Market and Interviewing & Job Interview Preparation. Her email is shari@onbalancesearch.com.

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Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media, legal recruiting and any legal restrictions regarding the law.

The Kiss of Death Question: For Lawyers

The Kiss of Death Question: Tell me about yourself

The Kiss of Death Question: For Lawyers

Definitely do not say these four answers while vying for a senior executive position.

The First.
You’ll hear this at almost every interview you go to in your life. It should be an easy question. Are you sure? Maybe you haven’t interviewed in a while. It’s more of a statement than a question, though.

Question/Statement: Tell me about yourself.

Do not answer: Well, after work, I go home and I play with my five cats until sundown.

Nothing against cats, but the interview does not want to hear about your conglomerate of cats and cat toys.

The Second.
This is another pretty popular question.  A skilled recruiter is going to ask this one for sure.

Question: What is your biggest weakness?

Do not answer: Pecan pie. It’s a guilty pleasure of mine.

Although humor can be a good way to show you’re a good person to have in the office, the recruiter does not care about your eating habits, let alone your cats.

The Third.
This question is bound to come up, so make sure you know your stuff front and back. Like most other interview questions it is less about what you really do and more about what you can bring to the table.

Question: What can you tell me about your past experience at so and so?

Do not answer: I really liked my job at so and so, but the people were just so boring and the boss came in with crocs on every day.

You may not have liked the people that you worked with, but your boss’s fashion sense is definitely not a professional reason for your departure.

The Fourth.
The last question is not unlike the others, but may take a little bit more thought and research into the industry, the company, and your own experience to find the right answer.

Question: What kind of salary are you looking for?

Do not answer: Whatever will help me keep up my mysterious lifestyle.

Giving a vague answer is often times a good response to this question but certainly not this one.

These answers may seem silly, but the questions are no joke.  In order to be successful at any job interview you need to be able to formulate the correct answers to these and many other questions.

Give us a call at 516.731.3400 and we’ll coach you on the right responses to these questions. Fill out our brief questionnaire and we’ll get started.

About On Balance Search Consultants
On Balance offers great insight and industry intelligence.  Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. We pride ourselves in understanding our clients and candidate’s needs, On Balance has an outstanding track record placing strong candidates with high retention rates.

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader.  Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media, legal recruiting and any legal restrictions regarding the law.

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Are You A Leader or A Follower?

Are You A Leader or A Follower?

Are You A Leader or A Follower?

Top Interview Questions from a Legal Recruiter. 

What makes you the best for the job? A list of the top 10 not only the frequent, but also the toughest questions asked in a legal recruiting interview.

It is always important to know what questions you may be asked in an interview, but it is often times best to know yourself as well. Knowing what makes you the best fit for any law firm increases your chances of finding the right fit. Below are the ten toughest and most thoughtful questions to keep in mind while vying for a spot for partner and how to your answers are interpreted.

1. Are you a leader or a follower?
If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” —John Quincy Adams

Now, be careful, don’t jump jump the gun. There are lots of generals out there, not too many soldiers to win the day. Carefully craft you response demonstrating how critical being a team player is to any successful firm from your leadership that proved necessary to overcome and win the case.

2. How have you changed in the last five years?

This is where the “knowing yourself” part comes in. This can be thought of more as a “how have you improved?” question. For instance, perhaps you lost a case. There is no shame in admitting a loss. It won’t harm you, rather, if you can bend the loss into a situation that you learned from, making you a better lawyer or legal worker, speak bounds about it.

3. Tell me about a time when you felt that you dealt with a situation inadequately, and how has that changed how you would approach the same situation?

This is a tough one, who can honestly say they have won every case? Present your evidence to the jury, what was brought up during discovery. Evidence was not admitted, testimonies were found not credible. It’s more about how the outcome changed you and what drives you as a person. Articulate your philosophical and fundamental over reaching principals that you bring to the table.

4. If offered the position, how long do you plan to stay at this firm?

Why should I hire you? Tell me why you want to work here? Why this firm is a perfect fit for me. Do your homework and prove to me that feel this firm is where you want to be, that this is you new home and you’re in for better or worse.

5. If you did not have to work what would you do?

How you spend your time speaks volumes about what type of person you are. Be honest, it’s all about how you approach your day at the golf course. What you do on the course reveals what kind of person you are, what drives you and what’s important to you. Increase your value proposition here.

6. What do you think about the principle of Legal Aid? Should clients have to pay for services they use in all circumstances?

Does the firm do any pro bono work? Why not? Isn’t corporate social responsibility the new norm? Tell me a story about how you changed someone’s life, how you made a difference and how the firm profited from your efforts.

7. What are the three main attributes for a successful partner?

What are your strengths, what has got you to where you are today. Perhaps it’s your ability to pick a jury well. Settling out of court, or how you treat your clients and associates. That winning way that has served you so well. Speak on what you know and how it has helped you succeed.

8. Would you be willing to branch out into any other area of law, if the firm priorities changed?

What this question is getting at is how you adapt to change. Tell me about how you turned a crisis into an opportunity. Offer up success stories where you worked with legal specialists outside of your area of law. Give me something that makes me feel confident that you always get the job done, whatever it takes.

9. In your view, what are the major problems/opportunities facing the legal industry?

Nobody likes a downer, think about challenges the legal profession is up against. Embrace the hard realities of your industry, then tell me how you turned these obstacles into opportunities.

10. What sort of activities are you interested in outside of work?

In other words, tell me about who you are and what type of a person are you? 

  • Shared meals: What does this say about you? Are you selfish or just social?
  • Volunteering: Why is this cause important to you?
  • Physical fitness? Are you more relaxed at work? Does being healthy translate into a better lawyer?

Prepare for unexpected questions knowing full well that there is going to be a question you never hear of before. Don’t just react, take a moment to compose your response. Buy yourself some time, ask a few questions to formulate your answer. Don’t compromise, let’s find you a firm that shares your values and where you will excel.

Click here for a complete list of the top 50 interview questions.

 

Contact us today.  Call 516.731.4300 or visit our website at https://www.onbalancesearch.com.  Opt in for tips and updates from On Balance Search consultants.

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader.  Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media, legal recruiting and any legal restrictions regarding the law.

 

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Confessions of a Legal Recruiter: Don’t lie to me.

If you NOT going to be transparent when making the lateral move, don’t bother.

This is the third installment in an ongoing series, Confessions of a Legal Recruiter, Shari Davidson – On Balance Search Consultants. 

Don’t Lie to Me.
Give yourself the best chance of landing a position you want. When several important issues come up that you did not disclose from the on-set, it’s a red flag. What other issues did you not come clean with? Your credibility is important, right? Don’t waste your time, or everyone else’s, be honest. Get it right. Good recruiters have all parties’ best interests covered. Let’s get off to a good start.

I can’t work with you.
You have sent your resume to practically every law firm in the area, big mistake. You’ve watered down your value in the marketplace. The perception is that there is something wrong with this candidate. Why did you send your resume for a position that you are not even qualified to be considered?

Why are you looking?
Never make the lateral move for more money. The best recruiters separate the wheat from the chaff, strategically aligning the interests of the candidate with the right firm.

Work with me.
Good recruiters have solid, strong relationships built over many years of protecting both the interests of the firms as well as the candidates placed. Shari Davidson, President — On Balance Search Consultants, “When working with a potential candidate I strategically align myself with the candidate to find a new home that matches the candidate’s goals. This could include a larger platform of practice areas, or geographic locations or even a better work environment. I continually keep in touch with my candidates to:

1. Help them grow their business;
2. Share trends in the legal profession;
3. Share professional networking opportunities and CLE programs.”

Integrity, credibility, honesty.
The best recruiters are on the pulse of what’s going on, head hunters are on the phone with 50 to 200 firms a week and are mixing it up with the movers and shakers who open doors. Find a well-regarded legal recruiter who has a solid reputation for protecting their candidates and firms.

 

About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. We pride ourselves in understanding our clients and candidate’s needs, On Balance has an outstanding track record placing strong candidates with high retention rates.

Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media, legal recruiting and any legal restrictions regarding the law.

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Women Making the Lateral Partner Move

Women Making the Lateral Partner Move

Women Making The Lateral Move

Making a lateral move is a big decision, it’s important for any one making the career more does it for the right reasons. Women, specially need to consider all the options before moving forward.  Men still dominate lateral equity partners within law firms.  If you are overlooked for partner, you may think about taking your portfolio of business down the street to another firm.

“It’s scary, it’s messy, and it’s a process. You’ve got to prepare, really get serious and objective about what you bring to the table. It’s the only way to ensure you find a firm that’s right for you,” Shari Davidson, President, On Balance Search Consultants.

Lateral Partner Process

  • If you are a partner at current firm. Read your agreement now.
  • Align yourself with a reputable recruiter.
  • Have a clear idea what the next career move will be and why.

For example:
Your next firm must have a robust marketing group to support you;
Offices located through-out the U.S. to service your clients;
A culture that allows you to be home for your children;
Or have specialized practice areas that will service your clients etc.

  • Research firms that are a good fit, your specialized skill-set must align with the firms strategic goals.
  • Make sure you have a current CV, Business plan and Representative Matters available.
  • Make sure you have accurate billing information for the past (3) three years (originations, billings, hourly rates, hours billed, realization rates, etc.).
  • Carefully have your recruiter query the interest level without releasing prospective lateral name or firm. If there is mutual interest. Set up meetings and keep the conversations going.
  • Once the above is done…allow the recruiter do their magic. A recruiter should be able to help you manage the process.  Setting up meetings, prepping and debriefing on each meeting, streamlining any materials – such as LPQ, compensation discussion and offer, prepping for resignation and most importantly be a sounding board for all concerns.

You may have to relocate, but thankfully there are some great law firms for women to work for. Here are some of the best firms for women to work for:

  1. Adelson Testan
  2. Fragomen Del Rey
  3. Fredrikson & Byron
  4. Hanson Bridgett
  5. Lewis Brisbois
  6. Pomerantz
  7. Cohen Milstein
  8. Best Best
  9. Ford & Harrison
  10. Shipman & Goodwin
  11. Verrill Dana
  12. Quarles & Brady
  13. Jackson Lewis
  14. Kutak Rock
  15. SmithAmundsen
  16. Nilan Johnson
  17. Ogletree Deakins
  18. Atkinson Andelson
  19. Wilson Elser
  20. Conrad O’Brien
  21. Shook Hardy
  22. Fennemore Craig
  23. McDermott Will
  24. Thacker Martinsek
  25. Bowman and Brooke

Know the early warning signs, if your firm starts laying staff off or there is an increase in attrition, it may be time to start looking. Making a lateral move will have impact your career, resist the initial temptation to make a move based solely on compensation. Consider all the factors, then don’t be shy, make it happen.

About On Balance Search Consultants

On Balance offers great insight and industry intelligence.  Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. We pride ourselves in understanding our clients and candidate’s needs, On Balance has an outstanding track record placing strong candidates with high retention rates.

Contact us today.  Call 516.731.4300 or visit our website athttps://www.onbalancesearch.com

Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader.  Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media, legal recruiting and any legal restrictions regarding the law.

 

Sources:

Zaretsky, S. (February 27, 2014).  New Study Reveals Women Earn Much More Than Men In Biglaw (Just Kidding!). Above the Law.
Simpson, J. (April 19, 2015). The 100 Best Law Firms For Female Attorneys. Law360.
Deanarms. (June 9, 2015). Law Firms and Women Partners: Keeping Your Eye on the Prize. DailyKos.com.
Retrieved on May 11, 2016 from Attorney Search Group.com/Lateral Partner Process.

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