"ranking"

Someone asked about how to rank firms for fall OCI -- in summary, whether firms that have laid off might be better prospects since they have shed "extra weight," or whether lay offs are a sign of a firm's instability and in essence, mean the firm really has no need for further people.   In a normal law firm world, I would say to regard firms that have done lay offs very cautiously.  But, nothing about the current state of the legal market is normal.  

Hence, my answer to "how do you rank is?"..... are you crazy?  I would rank the firms by "where the hell might I get a job?"  This is not a law student/associate market.  Did you miss that?  I'm sorry, but those days are over.  Hopefully, the firms going on campus in fact have slots to fill and hopefully they are being very careful with their numbers.  I know hiring partners and recruiting staff who have already called law schools (yes, even top 25 law schools) and indicated they are not coming on campus this fall.  So, if you've got firms coming on campus, I presume they have some slots to fill. And, at the end of the day, if you wind up with multiple offers, then great for you.  At that point (when you have offers), I would start the "ranking" process -- where do I feel comfortable, what is the firm's reputation in the area (for possible movement later, for instance), what do legal and other news say about the firm?  This is when we would consider lay offs.  For me, if it is a choice between a lay-off firm and one that hasn't done layoffs, I think I would lean toward the non-layoff firms, but you need to do some homework - how are the departments staffed, do they seem overstaffed?  How did the associates seem, did morale seem good?  Perhaps you can talk to someone who spent the summer there this past summer.  Do your homework.  But that is when you have an offer.  

At this point, before you have an offer, go fishing.  Throw that net out far and wide.  The days of the law firm world as your oyster are over.  Ranking will be for after the offer.  Take the interviews you get and go in with a positive attitude to all - even if maybe it's not your first choice -- it may be your only choice.  Sorry to be harsh, but that is the way of the law firm market today.  

Happy 4th.  

HP

evaluations; and further on the too casuals

On the "too casuals" post, I was trying to get across that you need to be cautious about slang, digs, curses - I don't think that is particularly radical.  It is one thing if you have a close working relationship with someone and you are in a fairly comfortable one on one situation, but it is another entirely when you don't know someone very well and you might do or say something they find offensive.  Case in point, which I think I've mentioned before, the religious client.  I worked with a GC who, as time went on, I learned was deeply religious.  Bible studies classes, Sunday school teacher, etc.  Very clean living.  Thus, I made an extra effort to avoid words phrases like "if the company takes this route you could get screwed," in favor of the more general "the company could face some penalties if you take this route."  In any event, I wouldn't say screwed to any client b/c it is not professional and I don't know some of them well enough to throw that out there.  I was just saying that you should be cautious.  In this precarious legal market, why give people reasons to question your judgment?  What is the big deal with remembering that this is a professional environment and you should always keep that in mind?  

Some of you may be getting to a mid-point during your summer associate terms.  Have you received input?  I like firms that provide a mid-point evaluation. If you haven't received input on your work product, etc., ask the HP or recruiting coordinator if you could schedule a time.  If there's little things that can be fixed -- like proofing better -- that is something you could hear about now - rather than at the end of the summer, which can be cured in subsequent work product.  I know most of us don't like to hear criticism, but it is useful for this job and in the future.  If there's something you disagree with - like you followed one line of thinking because the assigning partner put it in the work assignment form - then go ahead and explain that, calmly.  Don't be overly defensive, however.  Show that you want to learn and take the opportunity to see how you can improve.  If you've had a memo marked up - see what the reviewer did - take out excess wording; break it into sections to have it read better; re-organize it?  Take some time to assess how a more experienced person improved your work product.  

Btw, HP is a bit nostalgic.  I think we are coming up next month on the first anniversary of HP's Office blog.   What shall we do to acknowledge this occasion?  

the too casuals

Hello all. Sorry I've been away for a bit.  Some work things came up, of course, I am busy with our summer program, and I just didn't have anything on my mind to write about.

One thing that came to mind that I wanted to mention is over-familiarity.  In today's more casual society, sometimes we tend to assume that a seemingly less hierarchical work environment or even one when, say, partners seem young and hip and not stiff, means that we can really let our hair down, speak as if we are speaking to our pals, and even joke in a way that we think is funny but might actually offend.  Case in point:  my friend, we will call her Partner Jennifer, had to leave for an appointment.  She ran into junior associate Ellen.  They briefly discussed something and then when Ellen saw Jennifer was leaving, Ellen made a comment about "oh I guess you don't have a lot of work to do since you get to leave early." Or something to that effect.  Similar thing happened to another person I know.   Jennifer - who is a youngish, approachable partner - was really annoyed.  First, Ellen has no idea where Jennifer is going. Jennifer may be off to a client meeting. Second, Jennifer has 15 years of experience, including long nights, weekends, holiday work.  Jennifer has busted her tush and is entitled to respect, particularly from junior attorneys.  Even if Jennifer is going home - that really is not for Ellen to comment on.  Ellen hasn't even proven herself yet.

Thus the long and short of it is to remember - and I know I've mentioned this before - these people are not your pals.  They may seem approachable and laid back but there is still a hierarchy and you need to respect that.   Be careful how casual your conversations may be.  Watch the "digs," and watch the casual language - cursing, rough slang, etc.  I've been in interviews where people throw out the F-bomb as if it is a "hello."  This gets you marked way down - actually off totally - in my book. It is about judgment.  These days, we are very sensitive to judgment red flags. Remember it is a buyer's market now.  Show us your terrific work, your potential client handling skills. Keep the slang and snide comments for another day. 

research project

Good question there from the person who asked what to do if you've got a research assignment and, despite best efforts, come up with zilch.  I thought F-3's response was right on.  In fact, the first thing I was going to say was addressed by F-3:  ask the firm's library staff.  They are usually very knowledgeable and helpful.  In fact, in my experience, befriending the library staff can really do wonders for you...they can track down all sorts of information, particularly hard to find treatises and other things like newly released laws and cases - they often have their own network of fellow librarians and (like a good concierge) can swap and trade things and call in their favors to get you what you need.  So, again, the old adage here that you should treat the office staff well - be courteous, appreciative and pleasant -- will help you shine @ the workplace.  

I've had mixed results with calling Lexis helpline.  I don't find the representatives to be that substantively helpful.  But, if you want to see if a particular search will wield any results or something like that, or formulating a search, then they can do that for you.  My preference is to find someone "on the ground" who can help get what I need or direct me.

I liked F-3's suggestion that you should keep track of how you have researched.  Oftentimes, partner X may ask: "did you look here?"  If you've been in fifty different databases or made 20 phone calls, you may not remember once you are on the spot.  Keep a notepad with you various searches and how you went about it.  That will make you look prepared and organized and will inspire in partner X confidence in your abilities to proceed with the assignment - even if there seems to be no answer.  Sometimes there is no answer.

Case in point, as a junior lawyer, I once spent hours researching something.  Couldn't find it, despite my best efforts.  I finally saw a contact name and called that person.  When I reached him and explained what I was looking for, he said "you won't find it because we never issued it, and here's why."  Light bulb in my head goes off.  Ugh, why didn't I think to call this person earlier?  Part of the problem is that (at least in my law school) we were trained to seek the answers on our own  - not to reach out to others lest there be an honor code violation or something.  All answers supposedly could be found by doing one's one research by oneself.  But in the real world, that is not how it always works.  Oftentimes, the fastest answer can be found by reaching out -- to other colleagues in the office, to staff at relevant governmental organizations, to court staff, etc.  Now, I always say to follow up and confirm whatever they are saying with your own research.  But, it is often a great place to start -- or a good mid-way point to confirm your own research or help you understand something in your research.  Law is not a solitary enterprise, it can and should be collaborative - without revealing confidences of course.

So, follow F-3's advice - by all means, talk to the library staff.  Detail for partner X the steps you have taken and ask for any further suggestions.  Show that you are organized and that you have taken initiative.  If you are unsure if certain "reaching out" contacts are allowed - on a no names basis that is, ask the assigning attorney.  "I've done a, b, and c and wanted to confirm that no further changes have taken place.  Would it be ok if I called Y on a no names basis to ask?"  

Hope all is going well this summer. 

Queries and Other

Hi folks, HP catching up; sorry for the delay there but HP is a P and does have client commitments and travel, as well as an actual life outside the office.  

Let's see, someone said they had accepted a job offer on the spot but then might have another perhaps more preferred job offer given in succeeding weeks and could they renege on their acceptance.  I agree with the person who said, essentially, that they accepted the job and should stick to it.  I don't know the market they are in, but you don't want to develop a bad reputation, particularly in a smaller, or medium sized market.  If you accepted, you should stay with the folks who gave you a job.  HP is very into loyalty and integrity.  Next time, if possible, try to buy some time and follow up with the potential outstanding firm.  Of course, now that you are going to firm 1, you need to do a fabulous job, be enthusiastic, etc.  Even if this is not ultimately where you want to be, you want to be in a position that you've earned the respect of these colleagues and built your reputation, can get great references, etc.   I spent my 1L summer in a different market from where I work now.  It was a medium size firm, but not the sophistication of BIGLAW.  Did I want to work there forever  NOOOOO. But, I got great experience (accompanying partners to court, drafting summary judgment motions, even working on criminal cases), AND I made terrific contacts who later served as references.  Especially when these experiences are hard to come by, you need to grab them and run with them.  Remember, every opportunity is an opportunity to build on, even if it is not your end game.  

I got a long email from a gentleman who wanted to share some advice on shirt "stays" for collars and other dressing advice; I will send that along next time.  He did mention poplin suits for summer. I have to say I am not a fan and would rather stick with the basics. Now, maybe it depends on the market, but I just think they look goofy and kind of grandfatherly and have not seen people in firms I have practiced or worked with wearing them.  

One more thing, the other day, I got a call from a lawyer I worked with many years back on a matter.  She is now the lawyer on a different matter and we will be working together again.  We exchanged needed information and will continue to work together as the weeks progress.  The point I wanted to make here is that because we handled our last matter professionally, she knows that I will do my job while being someone who is good to work with.  I know that she will be careful, yet firm, but still professional.  We can each tell our clients that we have worked together before, which will give them confidence that the matter will go smoothly.  This goes to my point of not being an a-hole (unless truly necessary) and being professional.  Even in larger legal markets, what goes around comes around.  You do need to deal with these people or their firms again and your reputation is always important.  

good luck to those starting this week

I got a few emails from people starting summer jobs this week.  Good luck, all!   Remember, you need to be on your game.  Consider every day an interview.  Don't be psycho on edge, deer in the headlights, but don't get too comfortable either.  People engage in office gossip?  Don't go there.  Feel like complaining?  Don't do it.

A female reader indicated she is going to work in a warm climate and wonders if wearing hose is necessary. Now, some may vary on this, but HP says to wear the hose, especially at the beginning. You can see as the summer develops if others go without, but I always go with the conservative side and that is to recommend wearing the hose.  Most offices are cool in the summer anyway, so most of the day you will be just fine. 

You will be getting your first assignments soon.  With any assignment, make sure you understand a few key points: 

 when is it due?  Note the date and make sure you give yourself a reminder and plenty of time to complete it AND time to carefully proof (I always print out my docs and sit and read the hard copy through). 

what kind of product does the assigning person want?  A memo?  An email summarizing the key cases?  Document summaries?  Make sure you understand what they want delivered.

what resources can be used/are recommended?  Lexis ok - some clients have restrictions on what can be utilized.  

how should you bill?  This can vary -- .25 or .10; some clients require task codes, or specific breakdown by descriptions -- for instance, instead of "draft memorandum; research regarding statute of limitations; conference with J. Smith" 1.75;they want "draft memorandum (1.0); research regarding statute of limitations (.5), conference with J. Smith (.25).  A good question to assess this is "are there any special billing instructions for this client/project?

another question: what is the best way to contact you if I have questions? Or how do you prefer I contact you if I have questions?

***

Those are a quick few thoughts to get you going.  I am sure you all will have some queries for me as the weeks progress.  Remember, it is always good to clarify instructions in advance.  AND, seriously, it is REALLY important to deliver the product ON TIME AND WELL PROOFED.  I cannot stress this enough.  Jobs have been lost over this.  Manage expectations-- If you encounter roadblocks in your research, you should go to the assigning person, BEFORE the deadline.  

Good luck !  

addressing some questions

Someone asked about whether it would be a good idea to keep a suit (or at least a blazer) in the office if you are in a business casual environment.  Answer: yes.  In fact, when I worked at a firm that decided to go business casual, it was a requirement that you keep a suit in the office.  Let's say you are sitting around, doing your research this summer, and Partner Susan comes by and says she has a court hearing at 2pm, and she didn't think about this before, but would you like to come?  You don't want to look at your outfit and think "uh oh."  You want to be ready to go (which is why I like the more formal work attire anyway, it looks nice, and it is just ready for impromptu meetings and the like).

Exit options - this may merit a whole separate post, but I can start now.  Well, as far as going in-house, there are a few practice areas that come to mind - general corporate/commercial - lots of companies have lawyers working on commercial contracts in -house (contracts where they buy services/products, contracts to sell their services/product etc.).  At lot of in-house counsel are more "generalists," so the broader range of experience you can show, the better.   Intellectual property is another.  There's some great in house jobs for lawyers who can help protect a company's IP.  Employment law - another good one -- there's employment lawyers all over the place and many companies have employment lawyers in-house to handle regular HR issues, policies, handbooks, employment contracts and non-competes, etc.  Litigators - yes, companies do hire them - to handle day to day matters, and I even know of some very large companies who hire litigators to work on contracts -- because the litigators know the issues that may get the companies into trouble.  Even though the law firms have been encouraging specializing, I do think that if you can get broader experience within your general area, that would be helpful for exit strategies.

Now, a separate word of advice -- and you know I have mentioned this one before -- networking, building relationships, staying in touch, building your reputation -- all are key here.  Most in house jobs are not found through legal trade press listings or other advertisements.  Most are filled through referrals.  I frequently get emails from friends in house asking if I know someone for a new position - this is very common, because the in house people want a co-worker who is a known quantity (to someone). If they come highly recommend by, say, HP,  my in house friend has that to go on and going into the interview the person has a leg up because friend can tell GC or if friend is GC, just consider, that this is someone who has been tested and trusted by HP.  I have to say, I get these requests fairly often.  Now, if you are someone I worked with and I thought you didn't seem that committed to the job, or did sloppy work, or were real difficult to work with, obviously I am not recommending you to my in house friend.

And I know I mentioned this before, but if you are the candidate and you see an opening, you may want to reach out to your network to ask if they know anyone in-house or even non-lawyer at the company who may be in a position to take your resume and get it in the right hands.  Just the other day, I saw a friend on Facebook ask some of us on Facebook if we knew anyone at XYZ company.  Doesn't hurt to ask.  And make sure you express your appreciation if someone does take the extra step and get your resume in the door.