“If you are a law firm partner with a portable practice, there is simply too much at stake, professionally and economically, to entrust your career to an unqualified legal recruiter.”
“I have worked with hundreds of in-house lawyers over the past decade (and spent time myself as in-house counsel at an investment bank) and have found that the best in-house lawyers share five key similarities.”
“While a partner candidate’s book of business is undoubtedly an important component of a law firm’s evaluation process, in the vast majority of lateral partner assessments it will neither make nor break the partner candidate.”
“You should settle for nothing less than a long-term, trusting relationship with your legal recruiter, one which is founded on the value delivered by the recruiter over the course of your legal career.”
“The competition for top talent remains fierce, and I think the firms that will do the best recruiting are those that can offer attorneys flexibility.”
“I’ve been advising attorneys to embrace what might be the most significant advantage for them in the remote paradigm: the newfound ease with which they can explore the legal hiring market.”
“Our goal as professional recruiters is to help attorneys acquire as much information as they can to facilitate informed objective decisions about their career trajectory.”
“With video interviewing, you need to put more thought into the technology you are using and the setting in which you conduct the interview.”
“Q1 of 2021, in my opinion, is going to be a notable quarter with respect to big-ticket, high-end lateral-partner movement.”