Tag: Legal Recruiting

Tips and tricks on how to write a cover letter that may help in your job search.

If you’re an associate entering the lateral market, there's good news and bad news.

With the emergence of remote work, in-house attorneys now have more options and are better positioned to leverage their experience, defining success on their own terms without the need for a portable 'book' of business.

As the 2023 partner lateral market comes into focus, we can report that opportunities at Am Law firms in secondary markets remain plentiful.

Year three of an administration is actually a great time to launch a lateral move to private practice.

If there’s one thing I can guarantee, it’s that your interviewer will ask at some point: ‘Do you have any questions for me?’ This article will help ensure you don’t meet that invitation with an awkward silence.

As law firms confront an influx of major antitrust matters, some of which will arise on short notice, flexible staffing is playing an important role in serving clients efficiently and effectively.

Certain practices and industry sectors have featured continued demand for mid- through senior-level associates, counsel, and partner-level attorneys.

We take a look at the pay packages of the top 100 highest-paid General Counsels, in comparison to partners of top Biglaw firms (as measured by profits per equity partner).

Most announcements have essentially matched the market rate, as is typical, but the most notable differences have been in how quickly firms have made their announcements.

Ideally, you will sail through the conflicts check. But if you hit a snag, having a credible recruiter on your side can be critical to bringing the process to a successful conclusion.

Our hosts cover all the happenings in the ever-changing legal industry.

Although secondary market expansion may have been the defining story of 2022, we expect this trend to continue in 2023. The window remains open to partners making a lateral move to a secondary city.

As a former Biglaw attorney, I can tell you, this thought most certainly crossed my mind.  But as a legal recruiter, I have a whole new appreciation for what I call “minding the gap.”

Fortunately, Biglaw and in-house are not the only options. Attorneys who are tired of Biglaw life should also consider a different alternative: boutique and midsize law firms.

Senior Litigation / Bankruptcy Associate is sought by a highly regarded Washington DC law firm.

What can a new recruiter do to be successful? And how is the Biglaw lateral market looking?

As the saying goes, 'time kills all deals,' and this rings especially true in the world of legal hiring.

Should you apply for a position at a firm you’re directly adverse to? And what are the steps you can take to fix a bad recruiter’s mistakes?

Might a new firm offer a better package?