quick input re thank you notes

Questions regarding thank you notes have been asked several times in the comments.  My quick take is:

(1) not necessary after an on campus screening interview.  But, if you want to send a short note expressing continued interest, enjoyed meeting interviewer, etc., this is AOK and might help. Since these decisions are usually made quickly regarding callbacks, you need to be prompt.  An email is ok.  I received one from a candidate that same afternoon while I was still on campus.  In the end, his grades weren't high enough, but it did give me pause because he seemed like a good guy who was sincerely interested in firm/practice and I liked the very quick follow through. Had his grades been a bit higher, I would have given the callback and the speedy thank you would have played in my decision-making.

(2) after call backs, not totally necessary, but doesn't hurt.  Needs to be timely, i.e. within one or two days.  I don't mind emails; but you should do them within 24 hours since they can be sent more quickly than regular mail.  I take a quick look then forward them on to the recruiting coordinator for the file and to our committee.  To me, it shows follow-up and a continued interest.  Now, if the candidate is so-so or didn't do well in interviews, it won't change anything. But if candidate is pretty good and we are choosing between a couple of people, we will factor in that this candidate seems really interested (i.e. perhaps more likely to accept than others) and that person may get the nod.  Formal thank yous are fine also, just try to get them out quickly because there can be U.S. mail delays.  I don't think we would choose one person over another because of the email versus hard copy thank you.  That's me -- perhaps I'm less formally inclined on this one.  But we do note a sincere thank you note and include it in the file. Again, if we have someone who sent a thank you versus someone who didn't and their reviews are similar, the thank you person may get the nod because we think they may be more likely to take the offer than to leave us hanging through the NALP waiting period.  Especially in this economy, we need to be careful about offers and most of us are cutting back on class sizes.  

Heller Serves as a Good Reminder

HP is sorry to hear about Heller's impending dissolution.  I worked with some of their attorneys and found them to be talented and dedicated.  Alas, they will be out in the legal job market now, too.  Unfortunately, they are out at a time when firm hiring is pretty flat.  My legal recruiting friend tells me (even before Heller's announcement) that lateral associate hiring is quiet.  Partners with books of business (of course) can find new firms.  But, worker bee partners, counsel, and associates (aka "grinders or minders") are going to have a difficult time finding new firms, unless the rainmaking partner friend takes them along or they fill a very particular niche at a firm that is willing to hire them.

I realize most of you do not work at Heller.  But, this situation presents a good lesson in remembering that the boom days are over and none of us are indispensable.  You need to set yourself up, the best you can, for alternative situations.  This applies equally to involuntary moves as well as to voluntary moves -- e.g., you need a change versus firm dissolving.  Or, the firm brought in three lateral associates from a lateral group who are now above you class-wise.

Things happen.  Yes, even to star associates.  As they say, life is not fair.  It is not always the most qualified person who advances. 

So, what can the Heller attorneys do?  My advice on this one applies to any attorney who needs or wants to move laterally.  First, find yourself a reputable headhunter.  Ask respected friends for advice.  I used a headhunter when I moved and several former colleagues asked me months, even years, later, for the name of my recruiter.  Listen to what he or she says about the market, your chances, etc.  But, if you want something and they are not enthusiastic, you may need to find another recruiter.  I had a former colleague who wanted to be a reduced schedule partner and her firm did not allow those arrangements.  She consulted a recruiter who said that he had never placed a part time partner.  So, she got another recruiter.  Guess what...found a firm who made her a partner and let her have the reduced schedule.  Why did this work out?  The lawyer was committed to the advancement, she had portable business that would and did move with her, and the recruiter thought outside of the box.  

Next -- this may sound obvious but it is really important -- network.  Reach out to people in your network and let them know you may be interested in a move.  Be cautious of course because you want to keep this quiet if you are still at your job (of course, the Heller attorneys don't have to keep quiet).  Sometimes, a contact in your network will put you in touch with a contact in their network.  Go ahead and reach out.  Many people will be surprisingly helpful.  Plus, if a law firm lawyer connects you with a great in-house job, there's a potential benefit for that attorney since you may send business.  

Who is your network?  Former colleagues who have moved to firms, companies, etc.  People you know in your community (e.g., parents of kids on your kids' sports teams who are also professionals).  Case in point.  HP's friend had a great job open in friend's organization.  Friend asked HP did HP know anyone.  HP thought a minute then emailed a parent/lawyer friend at another firm.  That person wasn't looking to leave but had a friend who was.  That friend got the job.  

We will discuss networking and strategies for exiting in greater detail in further posts.  

Some keys are:  maintain a strong reputation - make sure people inside and outside your firm/company/organization like and respect you -- i.e. don't be an a-hole; stay in touch with your former colleagues, classmates, etc. through the years; get involved in firm/company activities, bar activities etc.  This will build your reputation.  

Of course, having some portable business if you want to move firms is always a huge plus and will give you more options.  Since this is a junior audience (I think), I won't harp on it, but we will explore how one develops business.  It is possible, even for those who don't come from $$$ or professional families and who don't see themselves as rainmakers.  Again, we'll discuss later.  The bottom line is that "minders" and "grinders," of course, have fewer options than "finders."  A good lesson to keep in mind.  

I've Returned

My loyal readers -- I have to apologize for being so out of touch. Next time I will try to give you word that I am taking a week or two off.  Things were really busy at the firm, combined with recruiting and a death in the family -- not immediate family, but a close relative.  Thanks for being patient.  I am touched someone was concerned that I lost my job in the financial crisis.  I'm fine, and thank goodness do not work at Heller.

It looks like I will have a lot of items to address.  Someone asked about what is going on behind the scenes when you have come in for a callback, had what you perceive to be good interviews, yet haven't heard anything for a couple of weeks.  You may still be in the running.  In fact, we ding faster than we offer, in many instances.  So, there's still hope.  If you got a quick ding, it usually means it was not a fit.  You had too many negative reviews, it was an obvious no go, etc.   So, for those who haven't heard, what is going on?

Well, it could be a number of things.  Perhaps the HP is out of town and needs to sign off.  Or, HP wants to consult with a practice group leader of a group you expressed a strong interest in, and that person has been unavailable.  It also may have to do with how the recruiting committee is run.  Ours has weekly meetings.  Unless we think we need to move on someone immediately (very special cases), we wait till our weekly meeting and then discuss each of the candidates who visited during the past week plus any we are holding.  We may be comparing and contrasting students, and ranking our choices.  We may decide to issue offer to Student A, but hold Student B and C, and ding D.  If you just came in during the past week, we feel we can hold you longer than someone who was in a few weeks ago.  Our recruiting coordinator may reach out to you to let you know you are still under consideration.  This is to give you an update and possibly to get some sense of how your situation is panning out -- e.g., our coordinator will often ask you to let us know if you have an offer that needs action under the NALP rules -- that may force us to decide sooner.  Finally, some firms have national recruiting committees in addition to local office committees, so they may need to wait until that meeting As I said, it can be any number of reasons. 

You may wonder if the HP gets the ultimate veto.  Again, depends.  Someone may not "wow" me, but if everyone else loved them, I will go along.  If it is more a split bag.  Some people thought ok, others said "definitely offer," I may be the tie breaker.  I try to be egalitarian on my committee to get different views and recognize that I tend to like a certain type of candidate and perhaps others like other types and different types will work fine in the firm.   

So, what to do?  After two weeks, it is AOK to check in with the recruiting coordinator, assuming that person was your main contact. Let them know you are still definitely interested.  Don't look desperate, but do express your continued interest in the firm.  Be respectful to the recruiting coordinator, these things are noted.  

Attire Part II

A male commenter asked about male attire and how "formal" it should be (e.g., colored shirts?  suits in colors other than black or navy).  This may vary coast to coast, but take this HP's advice and stick with the traditional navy or navy pinstripe, or dark grey, with a white or plain blue dress shirt and a tasteful tie.  Especially in this legal market, why distract from your substance with your dress?  You want us to notice your resume, your credentials, your bright personality.  Do you really want us to notice your eggplant colored shirt?  If we are noticing it, then it is probably because it is distracting us.  You have plenty of time to play fashion Ken. Do it on the weekends.  

I had a friend with a very strong New England accent. She got sick of people stopping her when she was speaking and saying it was cute, etc.  She got rid of the accent.  She explained "I would rather people listen to what I am saying than how I am saying it."  She understood the accent was distracting from the message.  Take it or leave it, but I think it is an interesting lesson. 

I think you asked about shoes and whether loafers are OK.  As long as shoes are clean and professional, I think they are fine, though most interviewees (I think) wear lace ups.  I said I think because I do not believe I have noticed any one's shoes this interview season.  That said, no need to distract. Go with something traditional - and get a shoe shine. 

Future Impact of Turning Down Offer

A couple of you asked about the future impact of turning down a firm's offer.  For instance, if a firm gave student Adam a summer associate offer that Adam declined, would Adam hurt his chances of getting an offer from the firm if he tried to join laterally some time later.  I can't speak for every firm out there, but I think it unlikely Adam's turning down an offer, say, in 2008 would hurt him in 2011.  The practice may vary from firm to firm, but I am not away of firms that research every lateral's prior employment inquiry (versus history) with the firm. The instance in which the "past" could catch up to you is if you acted in a perceived jerky way -- e.g., not responding to offer, submitting odd and inflated expense reimbursement requests, etc.  If you act professional and classy when dealing with the firms, you should be judged on your merit going forward.  FYI the same goes for the way you treat people when you are an attorney.  A few posts back, I warned that it is a small legal world and "people know people."  If you've been a total nightmare with whom to deal (e.g, never giving courtesy extensions in litigation, being nasty or dishonest in negotiations, etc.), there is a pretty good chance that word can get out on the street about you.  Lateral hiring does involve diligence.  In addition to credit and criminal checks, diligence regarding your legal acumen, personality (for fit with firm and its attorneys), ethics and professionalism may be explored.  Bear that in mind as you undertake your career.  Your exit strategy will be hampered ...or helped...by your reputation in the legal community.  

new NALP rules, etc.

Anonymous (I seem to have a lot of friends here named Anonymous) asked whether HP thinks that the new NALP 45 day rule will have an effect on how quickly firms will notify people of offers after callbacks.  (For those who are not familiar with this new rule, candidates have 45 days from the date of an offer to act on that offer -- this is for summer associate positions).  My experience is that it is making us act more quickly in giving offers so that we can get a clock started and have an ability to move on to other candidates if a candidate declines an offer.  

Anonymous also asked if firms generally try to wait until all candidates from a particular school go through callbacks before making decisions as to which candidates to hire.  This varies.  We do like to see all the candidates from a school so we can compare and contrast. We prefer to have a mix of law schools in our summer programs.  However, even if we have not seen all candidates from a particular school, if we have a candidate who we perceive to be in demand and who we know we want, we will go ahead and issue and offer ASAP.  My theory is that hot candidates are more inclined to go to firms that show they are very interested.  One year, we had a candidate who we really wanted (good grades, solid undergraduate institution, great outside activities, diverse candidate).  We issued the offer about a day after the candidate came in for a callback.  The candidate accepted shortly thereafter.  Candidate now works for firm.  

One other point.  This year's market is cooler than in past years.  What that means is that I don't feel we need to act on all candidates so quickly.  It gives us the opportunity to keep people in "hold" longer than we normally would do so.  Thus, if you haven't heard back after a callback, and it has been some time, check in with the recruiting coordinator to express your continued interest.  You are probably still on hold and this will help us know that you haven't accepted another offer.  

Proof Your Docs, People

I mentioned this in an earlier post, but today's 2L blunder is worth repeating.  Our recruiting coordinator passed along the resume of a 2L male at a good law school.  He grades were quite good; he was on law review.  His work experience and language capabilities were also very interesting.  Normally he would merit a screen, or maybe even a call back because he is local. But, I dinged him.  Why??  No, HP wasn't just in a crappy mood.  This supposed law review dude put in his e-mail cover 2 references to a different law firm as in "Attached is my resume for consideration for XYZ law firm's summer program (let's say we are ABC firm). If that mail merge disaster wasn't enough, he then said something like "my research has confirmed that XYZ firm's xxxyyy practice (a practice we DON'T have) would fit my interests and experience."  To make matters worse, when you opened the actual cover letter, it had our firm name, sort of. The firm name was not correctly spelled and the name was off.  So, to quote the dearly departed Bernie Mac, "I ask you AMERICA"...what kind of law review student is this?  ATTENTION TO DETAIL PEOPLE!    GEEZ.