Contemplating a Critical Legal Operations Hire? Look for These Six Personality Traits in an Ideal Candidate
When emotional intelligence (EQ) burst on the scene in the 1990s, it was seen as the answer to the troubling observation that IQ alone was not a great predictor of professional success. Researchers confirmed that EQ was a critical consideration in predicting success (Dr. Travis Bradberry, Why You Need Emotional Intelligence).READ FULL ARTICLE
Any businessperson over 50 years old should be able to remember when IT professionals rationalized their love affair with IBM mainframes with the simple explanation:
“No one ever got fired for buying IBM.”
The implicit meaning was clear: Buying computer products from a smaller company was risky, while buying from IBM was seen as safe and beyond reproach, even if you almost certainly paid more than if you bought from a competitor.READ FULL ARTICLE
If your firm is planning to recruit the best law firm associates for in-house counsel positions in 2017, you’ll be well served to fully understand the market conditions you’ll be facing, and thoughtfully consider the most effective strategy to pursue.
To fully understand what the market looks like today, we need to examine both sides of the equation since the conditions faced today are clearly a result of both supply and demand shifts, and these conditions are not going away in the foreseeable future.READ FULL ARTICLE
As a seasoned legal recruiter with over 20 years of experience, I've learned that a lot of very smart attorneys make the same not-so-smart mistake: They fail to understand the attributes expected of a strong general counsel.
That's because the skills that make for a crackerjack law firm lawyer and a high-performing in-house attorney -- obsessive attention to detail, tactical execution, focus on risk -- are not the same traits required of a successful General Counsel. As chief counsel, you're expected to serve as a trusted business partner and advisor to the C-suite, influencing, and executing upon, the company's long-term growth plans.READ FULL ARTICLE
As a recruiter, I've developed a rather messy Pavlovian response when a resume lands on my desk featuring an Ivy League law school and a major law firm.
But, the truth is, you can't simply hire associates from white glove firms and assume they'll be a good cultural fit for your organization. That's because the qualities that make for a high-performing associate – exercising prudence, racking up billable hours, hardline negotiating, etc. – are not always likely to enthrall your senior leadership committee.
So how do you ensure that you're building a legal team that is ready, willing and able to support key business goals?READ FULL ARTICLE
Chances are when you began your law firm career, you dreamed about making partner. Next would be managing partner. And then, the icing on the proverbial cake: name partner. It was all part of the 20-year plan – and everything seemed to be falling precisely in place.
After all, you graduated college with a near-perfect GPA, aced your LSAT and got accepted into a competitive law school. You finished in the top third of your class and participated in a leading law journal, landing an enviable summer internship. And you parlayed that internship into a choice, first-year associate position at a top firm.READ FULL ARTICLE