Answering Some Questions

I've received several questions over the past couple of weeks.  In the next few posts, I will try to address some of them.  If you wish to email me, you can reach me at hiringpartneroffice@gmail.com.  I can't promise that I can respond to every question, but I will try to address the most pertinent ones here. 

One party asked about "hot" practice areas in the next 5-10 years.  Well, if I knew the answer to 10 years out, I wouldn't be HP billing time, I'd find some better use of my omniscient skills.  At least in the short term, though, here;s my thoughts.

First, "hot" areas may vary by geography.  Do some Internet sleuthing and check top recruiter websites for jobs in your geographic area.  There are national legal recruiters as well as more localized ones.  See where they have multiple listings.  Right now, of course, corporate is slow, particularly capital markets work. Litigation hiring remains steady. In down economic times, there tends to be more litigation.  Certain regulated industries seem to have multiple job openings (e.g., energy). But if you have no interest in energy law (I have no such interest and it would bore me beyond comprehension), keep looking.  Bankruptcy and tax appear to be stable. 

Intellectual property similarly remains solid, if you have the right experience.  In a new administration, we will see certain areas with increased need, but as to which ones, that remains to be seen.

The bottom line is that you need to practice in an area where you have a strong interest.  Life is too short to suffer through hideous projects you hate.  We all work on tedious assignments from time to time, but don't feign interest in bankruptcy if it would pain you more than sitting through "Mamma Mia."  

On Campus interviewing: Don't Screw It Up

Hello again.  Hiring Partner is preparing for some upcoming on campus interviews, so perhaps I will see you at a campus in the near future.  This will be a tough year, as we have discussed.  The days when mediocre students could easily snag great jobs are over.  Now, you may have an o.k. interview, yet not receive a call back.  There could be any number of reasons for this.  Try not to take it personally.  If your law school offers mock interviewing with third parties (e.g., outside volunteer lawyers), I recommend you take advantage of that service before OCI to get some constructive feedback.

Over the years, Hiring Partner has seen some amusing and horrendous OCI candidates.  These folks stand out from the crowd as awkward, odd, cocky you know whats, or just plain weirdos.  Try not to fall in these categories.  Here's some DO NOTs for interview season (in addition to those suggestions already provided, though some bear repeating): 

What not to do during OCI:

10. Don't show up late

9. Don't tell the interviewer the reason you chose the firm is because the interviewer works there (happened to my sister).  We know when you are sucking up.

8. Don't talk about all the other interviews or offers you have, unless specifically asked.

7. Don't put down the classmates of yours who you know are on our interview list.  Similarly, do not put down other law firms or organizations.  This is a repeat, I know, but worth reiterating.  You never know who knows who.  Be gracious.  

6. Don't give us a whole sad sob story for why your grades could be higher.  Try to stand proud. If these interviews were by pre-selections, we chose you for a reason.

5. Don't get all jumbled when we ask you about something you worked on.  Be prepared to speak about your prior work intelligently.  

4. Don't fidget or look down.  Look at the interviewer (without a stalking glare).

3. Do not get a "deer in headlights" look when we ask if you have any questions.  Be prepared with a couple questions. Not a dumb question like "do you have a full service law library."  Duh.  Yes, I was asked this once.  How about something specific to the office you are interested in "what are the plans for growth in the NYC office?"  "What practice areas are you looking to grow in the next couple of years?"  "Can you give me some examples of the types of assignments that summer associates have worked on during the program?"

2. Do not decide that today is the day for super trendy dress or hair choices.  Stick with the basics.  Dark suits for men and women work fine.

1. Do not make inappropriate comments ...I realize this is another Duh one, but my former colleague once had a law student remark about her hometown "I didn't realize ___ live there"  (insert ethnic group).  

The Tide is Turning: the New Legal Market

Hiring Partner has been busy and thanks you for your patience.  I've also been pondering the next post and wanting to address recent attorney layoffs (including last week's announcement of almost 100 attorneys laid off at Cadwalader).  Several of you have also asked for insights and advice relating to upcoming on campus recruiting.  The tide is turning, my friends.  We are heading back into an era where firms have the power, with push back on the days where associates could simply keep demanding larger starting salaries ("NY to 190" screamed the Above the Law masses) and huge bonuses. 

As you can see from the layoffs at Cadwalder (quite public) and the other layoffs that we know are ongoing (albeit more quietly), we are returning to a legal market where attorneys (especially associates and summer associates) need to keep their heads down, and work, work, work.  I realize this may sound depressing to many of you. But, ponder this:  how many jobs are out there where a fresh out of law school, perhaps 25 year old can make $160,000, and possibly a bonus?  Hello, people, be happy to have such a job if you do have one and if the prospect is there (summer associate interviewing, for instance) think about the opportunity presented.  I am sure that most of the Cadwalader attorneys were fine attorneys.  They happened to be working in a down practice group in a down economy.  This could happen to any one of us, no matter who we are.  I've seen  partners fat and happy one year and then a client merges or is sold, and the partner does not have much to do.  I've seen a star associate billing up the wazoo and then the market tanks and the associate is looking for a job.  "Remember, none of us are indispensable.  And, if you think you are, you are fooling yourself." Of course, having a nice book of business will help, or a critical niche specialty, but these niches are few and far between.  We are all pretty much potential castoffs.  Disheartening, I realize, but true.  

So, how does all this depressing news relate to on campus interviewing or interviewing in general (e.g. lateral moves)?  Hiring Partner will get into specific tips later, but for now the thing to remember is that due to the economy, firms have more leverage. You will need to show you are a star and that you can work like a dog and/or bring something special to the table. Some quick "what not to do" as you interview this season (again, remember, these are HPs opinions, take them or leave them):

-- do not focus on work/life balance issues in an interview...you can get into those after you have an offer.

-- do not indicate you are "shopping" different cities.  Most firms want someone who has a connection of some sort to the city.  If you are interviewing in like 4 different cities, you seem rather undecided.

- do not act cocky -- yes, this applies even if you are the Editor in Chief of the law review and go to Harvard.  No one likes a cocky SOB.  I realize again this is common sense, but we do see these people every year.  Firms like candidates that we think other firms want.  It helps to be in demand, but there is a line between being a sought after candidate and being a cocky jerk.  You need to be more of a "seller" than a "buyer" in this market.  

-- have some good, thoughtful questions. I've given some suggestions regarding questions.  Someone will ask why you are interested in firm X.  Do not say "I just applied to all firms that were from Atlanta and doing OCI."  Even if it is true, this is a crummy answer.  (HP has heard this answer and it got the person dinged immediately).   Come up with some valid reasons -- again, do Internet research -- e.g, "I saw that you are building a strong IP practice and I have a background in engineering," etc. or "the training program that your firm does for 1-3rd year litigation associates really impressed me. "   Be prepared with a couple good reasons.  

-- do not act shy or anxious.  Not all of us are extroverts, and some firms will just hire the top person from X law school because that person looks smart and they are not concerned about client contact. But, at most firms, the people interviewing you do not want to sit there for 20 or 30 minutes and have to carry the whole conversation.  Even if you are on the shy side, you need to come on out and engage.  Do you want a six figure job?  Then open your mouth and be charming, engaged, and interested.  Pretend you are reading the news if you have a hard time interacting.  

-- no sweaty palms, shaking legs -- get there a little early and go for a bathroom break before the interviews start.  Check your suit, dry your hands, and be confident.

-- do not bad mouth other firms or attorneys.  Even if you worked as a paralegal at a sweatshop extraordinaire, DO NOT crap on them in the interview.  It is a small legal world.  For all you know, one of your interviewer's spouses could work at that firm.  Badmouthing never helps.  

-- do not UNDER ANY CIRCUMSTANCES UNLESS YOU ARE HIT BY A BUS (in which case, take your dying sweaty hands and call firm to tell them)...be late!  Trains may run behind, you may get stuck in traffic.  PLAN AHEAD...LEAVE EXTRA EARLY.  Worst case scenario is you are early and have to chill out at a local Starbucks.  It's like going to the airport, but more important -- get your butt to the interview on time, and preferably early. 

Top Considerations for Choosing Firm

As you consider legal employment -- at any level -- you may be thinking "all firms are the same. It doesn't really matter where I end up."  Well, you are partially correct.  Many firms have similar attributes.  There can be distinguishing features, however.  You should pay attention to what is important to YOU.  What is important today ($$$, prestige, city, training) may change down the road (e.g, willing to take less $$ to be bigger fish in smaller pond, or gain more work-life balance, or move to boutique practice).

You need to consider what it is you really want in a place that you will spend most of your waking hours.  I suggest the following are good considerations.  Now, remember, what may be important to HP may not be important to you...these are just suggestions.  

10. Does firm have the practice areas in which you are interested?

9. Is there an opportunity for someone at your level to gain training and experience in those areas?

8. Does firm promote "up from the ranks," or are most partners laterals?

7. Do you feel comfortable at the firm?  If it feels stuffy and you feel uncomfortable, keep that in mind, assuming you have other choices.

6. When you visit the firm, are all the doors closed? Do people seem like they interact cordially with each other?  Maybe you don't care, but HP does.  

5. If you are a diverse candidate (woman, minority, gay/lesbian/transgender) does the firm appear to be a place that is supportive of all attorneys?  I realize this is a tough one to decipher.  No firm I know is going to admit to being anti-diversity of course.  You need to do some digging check on numbers of women/minority/gay individuals who are partners, in management, etc.  

4. Do you know anyone who has worked at this firm?  Get their insights...even if they have sour grapes, hopefully they can provide some insights to the good and the bad.

3. Have you used your research tools?  Check Google, Check Above the Law, do some sleuthing.  Sure, no firm or organization will have a perfect record, but if there is a LOT of negative commenting out there, go in with your eyes open.  

2. Will this firm or organization be a good platform for your next opportunity?  Even if you think you will stay around, it is always good to be thinking about options down the road.  Here, prestige does matter, to some degree. But don't be miserable for a few years just to have a name on your resume. 

1. What is the A-hole factor?  This is very important!  If the people you've met seem like cocky a-holes, this is not a good sign, as firms usually send out interviewers who are "people persons" and reflect well on firm.  If these people brag about the 2300 hours they billed, run...we all work but only tools brag about that.  You do not want a firm with a high A-hole quotient.  A simple, but important point. 

quick cover letter advice

A commenting party asked HP about cover letters.  Here's the quick advice.  Remember, we spend very little time on them, but a typo may very well catch our eyes:

1. State your year in school or post-school (clerkship, etc).  "I am a second year student at XYZ Law School"

2. State what office of the firm you are interested in (if multiple offices are interviewing).  This may be combined nicely with your connection to the city "As a native New Yorker, I am interested in returning home to practice law, and am applying for a position in your New York City office."

3. Please DO NOT tell us a whole personal saga "Although I bombed my first year, it was because my dog died and I have my act together now."  TMI = too much information for HPs.  We do not want whining. We just want the very quick facts.  

4. Do point out anything unusual that demonstrates leadership or entrepreneurial skills, time management, working under pressure, etc. (e.g, military service, "worked 30 hours a week during college to defray tuition costs," "started business in college..." ) .  This can be especially helpful if your grades do not reach the cut off. 

5. Do point out a connection between your background/experience and the practice area or firm (e.g., IP practice and you have an engineering background; employment law interest and you interned at state anti-discrimination office).

6. Keep it short and sweet.  We skim.

7. Proof it.  If we skim and it has errors, we (or at least I) pass.

8. No funky fonts or paper.  Basic is fine.  

9. Please do not stalk us by calling/emailing, etc while we are screening.  Don't stalk the recruiting coordinator either.

10. Include good contact information -- hopefully not mom and dad's house - they love you but don't always relay messages correctly.   Cell phones and email addresses that you check often are good.  Sometimes we might have a question before we screen -- and might want to reach you.  Rare, but it happens. 

On Campus Interviewing: Are You Ready?

Before you know it, anxious and bright law students will knock on doors to greet various firm representatives for OCI (on campus interviewing).  Some OCI starts as early as mid-August.  We're already reviewing resumes at HP's firm.  We will get into OCI tips for your behavior/attitude, but here's a list of the top 10 things you should know about OCI:  

10.  Most firms have preferred schools.  If a firm sends a representative to your school (as opposed to collecting resumes), your school is probably on the firm's preferred list.  This relates to the school's prestige, quality of students, past summers and associates who have matriculated at firm ("feeder" school).  Some firms have particular feeder schools for particular areas of the country.

9. Cover letters, resumes, transcripts and writing samples are generally requested. Do us a favor and fix any mail merge letters.  Every year I get one that is referring to another law firm.  Sloppy. Yes, that does disqualify you when I am reviewing resumes.

8. Even though we ask for resumes, transcripts, cover letters, etc., we typically review them VERY quickly. I'd say each applicant might get a minute, tops when we are picking which candidates we will screen.  The person interviewing you is supposed to spend a few minutes getting familiar with the resume and jotting down questions based on your experiences.

7. We select resumes on the obvious: grades, journals, moot court. Different firms have different cut offs for different schools.  For Harvard it may be top 50 percent of class.  For other schools, it may be top 10 percent.  I can go outside the limits if there's something to "add."  For instance, this person is at 20 percent of class, but made law review and has an internship at the DA's office.

6.   I look at undergraduate school and performance there.  This HP likes to see honors. 

5. I am also selecting based on possible "fit" for the applicable office.  For some places, you really need a connection to the city. For others, not so important.  In some firms, the office may be looking for a hire in a particular department.  If litigation is not hiring and you want litigation, you probably won't get an interview.

4. Don't take it too personally. As I mentioned, we don't analyze the resumes for hours; just a review.  We may think one person is a potential "fit" and another is not; maybe you spent 2 years after law school in City X and your classmate only spent 3 months.   Sometimes there is no rhyme or reason to why your friend got an interview and you did not.  

3. Please do some research on the firms.  I know it is hard to learn about so many different places, or maybe they all sound alike, but you should know some basic facts.  And, you are so lucky these days to have so much information -- Firm websites, Google, etc.  All HP had was Lexis and NALP forms (and informal chats).  Check the news releases on the firms' websites, that will help.

2. If you find out in advance who will be interviewing, read that person's biography.  Google them.  That way, when you get to the part of the interview where they ask you "any questions," you can ask them about their pro bono case, or how they got involved in the XYZ board, or the firm committee.  We like this, it shows you put effort in and prepared.  It doesn't have to do with you sucking up to us, it demonstrates that you would similarly prepare for a client meeting or presentation.  

1. Be prepared to speak about something substantive.  If you had a law-related job your first summer or at some other point, you could talk about a motion you drafted, or a court proceeding you observed/assisted.  Good interviewers will try to see if you can discuss a substantive matter articulately.

And remember....no drooling!

Flip Flops Continued

So, my friends and I are somewhat amazed at how HP's blog has gotten picked up by other blogs (Above the Law - yes even HPs occasionally read it, we need to know what is going on out there too, Wall Street Journal blog) -- mainly because of the comment on flip flops.  We find it bizarre that there is some debate on flip flops in a law firm.  What is going on here?  I will give you flip flops if you are working on a Saturday or Sunday in the office in the summer.  Or working late in the office.  Fine.  But, during the workday -- NOT Appropriate.  Does this actually need to be stated?  What is so difficult about good old regular shoes?  YOU ARE IN A PROFESSIONAL WORKPLACE.  Act professional.  I'm not saying you have to buy Ferragamos or any particular brand of shoe or at a particular price point. But, the fact that people are debating this issue makes me shake my head.  Or perhaps I should give up BigLaw and go into the footwear business?  I mean look at those Croc people.  Don't get any ideas, people, no Crocs either, unless you have a doctor's note.  

Please remember for OCI that suits are appropriate (do I need to actually say this?).  Dress for the job you want, not the job you have.  Screening interviews generally last 20-30 minutes, so it is not a lot of time.  You do want to make the impression that you are a professional, hard-working individual who would have a bright future at the firm -- or at least warrants a call back slot.   We are assessing your professionalism and poise, in addition to your intellect and interest in the firm/city/etc.