It's Your Career

Emails To Young Associate Attorney Who Asked For Help With Job Search - part two

Here is a second excerpt from emails I exchanged with a young associate attorney who was looking for some help with his job search.

In response to my original email suggesting that he reach out to experienced attorneys in the specific practice areas he was familiar with to introduce himself and get feedback, he complained that he already tried that and it didn't seem to work for him.  And that may be true for him.  But what are the alternatives? 

Then you should do the resume and cover letter approach, seeking lunches and connections.  Send out at least 50 a week.  Target small firms and solo practitioners.  Do it on a regular systematic basis.  Keep track of who you send to.  

Find your target audience in SuperLawyers.com or the magazine, or on Martindale Hubbell.  Search by practice area and size of firm.  There are many attorneys, maybe as many as several thousand, in this pool in metro Chicago.  Build a database by cutting and pasting from online resources.  Track who you reached out to, who responded.  And follow up with those who responded as appropriate.

It is almost a guarantee that you will get responses, and invites to lunch, or other suggestions.  We like it when younger folks reach out and ask us for advice.  It’s just human nature. 

Worst case is you meet people and learn about different practices. Best case is somebody likes you and introduces you to a firm or a company that could use your services.  

You might also think about building your own practice as a solo - that is the route most of the folks in your position end up taking.  Pick a niche, learn it, meet the people in it, and start telling people you are doing it.  Seriously, there are thousands of associates in your shoes in this region, looking for the same positions.  Make yourself different by being different.

Have You Used Infographics In A Resume?

Here is a post from two years ago that I was reminded of last night on LinkedIn.  Wouldn't it be interesting if we could start laying our experience out in information graphics instead of Word documents?  Not really a practical solution for lawyers or other professionals, yet.  But, what if? 

Here are a couple examples from Fast Company Magazine - Infographic of the Day and Patrick Debois - Building a Visual Resume :

Is The Glass Ceiling Still There?

The ABA Journal posted an article today summarizing a study done by two leaders of the ABA Commission on Women in the Profession.   Survey Finds ‘Deep Vein of Anger’ Among Women Partners Over Law Firm Pay Gap

Here is the full text of the report - 65 pages worth.   Download Same Glass Ceiling

I am not sure that my commentary is even needed here.  It is probably difficult for a non-lawyer to imagine the extent of the white maleness that pervades major law firm partnership ranks.  But I have seen it.  I know it exists.  And there is no good solution for changing it today. 

The good news for the profession is that half of the young lawyers coming up through the ranks of associates are women.  Ten years, twenty years from now, there will be significant parity.  Probably.

Holland & Knight is hiring labor and employment associate

For those of you who fit the search - Holland & Knight is searching for a 3 to 4 year associate with a labor and employment law background, some experience in litigation, for its Chicago office.  Holland & Knight - Find your job

I do not typically post open positions here for some obvious reasons.  However, Holland & Knight was the firm I started practicing law with in 1993 (actually Branch Pike & Ganz, which was merged into H&K in 1995) so I have a soft spot for that place.  Also, more practically, the firm is not using recruiters to fill this position so I can't be your advocate advancing your cause on this position.

In pitching for this position, please remember that your cover letter is your first impression.  Make it clear, well stated and interesting.  Include a resume, also written clearly and without fluff, and certified copies (pdfs) of your law school and undergrad transcripts, and your best self created writing sample (5 - 10 pages long).  Submissions without these items may not be looked at.

Our coaching services (not free) help associates with this process if you need it.

From The BLT - Panelists Predict Changes to, Not Death of, Big Law

"The business model is inherently fragile and is crumbling under pressure. Unlike 20 years ago when I first started thinking about this, I no longer think that the tweaks we have been seeing are going to save anything," Ribstein said.

via legaltimes.typepad.com

This morning at the “Law Firm Evolution: Brave New World or Business as Usual?” conference held in Washington, D.C. there were a lot of dire predictions about the future of the law firm.  Primarily the big law firm.  With the big corporate clients.  The Blog Of Legal Times has a nice in depth discussion about that future.

The bottom line is that the model may be changing, but change is coming slow.  Like turning an air craft carrier.  Maybe more slowly than that.

Means there is a lot of potential for smaller, more nimble models to take advantage of the delay.  But it also means that there is a chance we all look up in ten years and see business as usual in the law firm industry.

If you are an associate at a big law firm, or a law student with a target of working for the big firm, not much is going to change in your early career.  There is going to be plenty of work for you and plenty of large law firms who will pay well.  And you should expect that in five or ten years, there will be another down cycle like the one that is ending. 

One year ago - Susan Carter Lieble and Solo Practice University

Susan Liebel has stared an interesting blog/service called Solo Practice University.  If you are in the job market and finding it a difficult path, you might consider a solo venture as an option.  Liebel's site offers a lot of resources, and promises a lot more as it is developed.  It is worth a look if that is a path you are considering.  I mentioned it a year ago, and she is still going strong with a lot of contributing practitioners.  It is still worth consideration if you are thinking about going it on your own.

More On Trend In Law Firms - Profits, Revenue Hit Record Highs at Jenner & Block

Here is an article discussing a law firm that increased its gross revenue for 2009 over 2008.  With less lawyers and staff.  Law.com - Profits, Revenue Hit Record Highs at Jenner & Block.  All part of what I see as good news for 2010.  Firms are back in profit mode, and, according to Jenner, in growth mode.  Firm says it will be back in the lateral market this year.  Here is the firm's site - Jenner & Block, LLC.   Stay tuned.

Sign Of A Trend? Cooley Godward Unfreezes Salaries For 2010 - Law360

There are some signs of a thaw, if not here in the Chicago weather, at least in the legal job market.  Two compensation trends are particularly interesting.

First, Cooley Godward's example.  This story - Cooley Godward Unfreezes Salaries For 2010 - Law360 - explains it.  We see this as the beginning of a trend.  Law firms are making money again, and it is time to start adjusting the belts accordingly.  Cooley Godward gave raises this year, after a year of freeze.  Expect a number of other firms to make similar announcements.

The same story included reference to another trend.  McDermott Will is among those firms that have announced a shift away from the lockstep pay scale on which BigLaw has been based, saying in January that it was paying salaries and bonuses based on performance, including business management, client services, and leadership.  The way most companies pay people. 

Stay tuned.  It is going to be a good year.  And one with a number of shifts that may take some getting used to.

Law Firm Compensation - Bingham McCutchen Part II

For those of you who are interested and who might not be able to retrieve it from ATL, here is the Bingham McCutchen compensation memo, published originally by Above The Law.  I am intrigued by the public nature of this kind of information, and by the inside look at compensation decisions of a major player in the legal industry.

BINGHAM MCCUTCHEN — MEMORANDUM — ASSOCIATE SALARIES AND BONUS

I am pleased to announce our compensation program for 2010 base compensation. As you know from various discussions and presentations over the course of the last several months, we have moved our compensation program to a merit lockstep approach. This approach provides the flexibility to recognize the strong performance of our attorneys and their contributions to the firm, while ensuring a level of predictability and stability. Additionally, we will be awarding merit bonuses to eligible attorneys for their accomplishments in 2009. Individual bonus amounts will be conveyed during evaluation meetings, which will commence this week. In determining bonus amounts for each attorney, a variety of factors are being considered, including achievement of the hours target, quality of an attorney’s work, as well as pro bono and firm citizenship contributions.

The 2010 base compensation for associates and counsel in good standing will be paid in accordance with the following schedules (based on hours billed during the 2009 billable year). I am pleased to report that following the completion of the evaluation process, the majority of our attorneys will be paid in accordance with the first schedule.

For associates and counsel who have annualized 1900 billable hours or more (inclusive of 50 pro bono hours):
Class I - $160,000
Class II - $170,000
Class III - $185,000
Class IV - $210,000
Class V - $230,000
Class VI - $250,000
Counsel I - $265,000
Counsel II - $280,000
Counsel III - $290,000

For associates and counsel who have annualized 1500 billable hours or more (inclusive of 50 pro bono hours):
Class I - $160,000
Class II - $165,000
Class III - $170,000
Class IV - $185,000
Class V - $210,000
Class VI - $230,000
Counsel I - $250,000
Counsel II - $265,000
Counsel III - $280,000

For associates and counsel who annualized below 1500 billable hours (inclusive of 50 pro bono hours), base compensation will remain at current levels. We will assess the progress for these associates and counsel in June, and the firm may consider a compensation adjustment at that time.

As in the past, of counsel compensation will be determined on a case-by-case basis.

As we did last year, following the conclusion of the evaluation meetings we will conduct a firm-wide meeting to discuss the evaluation process and answer any questions you may have. At that time we will provide detailed information regarding the merit bonuses awarded for 2009. We want to thank each of you for all of your valuable contributions throughout the year and your dedication to our clients. If you have any questions, please do not hesitate to contact me, Lynn Carroll, Cheryl Hudson Wright or your local Attorney Development Manager.

Bingham Unveils Details on ‘Hybrid’ Associate Compensation Plan - Law Blog - WSJ

Here is an article on compensation models in BigLaw.  Bingham Unveils Details on ‘Hybrid’ Associate Compensation Plan - Law Blog - WSJ.   There is a movement towards merit based pay, away from the lockstep annual raise model.  Apparently a number of firms are trying a hybrid model, with separate pay scales for certain billable hour standards and merit based bonuses.  Here is the scale for Bingham McCutchen:

For associates and counsel who have annualized 1900 billable hours or more (inclusive of 50 pro bono hours):
Class I - $160,000
Class II - $170,000
Class III - $185,000
Class IV - $210,000
Class V - $230,000
Class VI - $250,000
Counsel I (7th year associate) - $265,000
Counsel II (8th year associate) - $280,000
Counsel III (9th year associate) - $290,000

For associates and counsel who have annualized 1500 billable hours or more (inclusive of 50 pro bono hours):
Class I - $160,000
Class II - $165,000
Class III - $170,000
Class IV - $185,000
Class V - $210,000
Class VI - $230,000
Counsel I - $250,000

Counsel II - $265,000

Counsel III - $280,000

The emphasis appears to be on giving an option for a quality of life track that pays a little less.  Legal Blog Watch   An interesting idea. 

Does It Pay To Be Nice? Even In Big Law?

Does it pay to be nice to people?  The answer is unequivocally probably most of the time.  Yes, I think.  Certainly, yes, most of the time.

I came across this article this morning in the Chicago Lawyer, Climbing The Ladder: The Benefits Of Being Nice, and it made me remember my own experiences with success brought on by niceness.  I think there is a lot of truth in that.

In her Chicago Lawyer piece, Susie Roth talks about her experiences at Sidley Austin.  I am confident that her memories are similar to many of those held by a lot of us.  Being nice tends to lead to nice things happening. 

I try to practice that in every aspect of life, except maybe when I am behind the wheel, and even then I am trying hard to change.  It is easier to be nice.  A smile makes me feel good.  I like other people smiling at me.  I think it has to do with positive energy fields and karma, but I can already feel eyes glazing over at those thoughts.

Take a moment today and remember being nice to someone, and think about what happened after.  How have you benefited?  How has the world been made better by it?

Try not to turn your attention to the fact that Ms. Roth successfully jumped out of Big Law at a time when Sidley was giving the boot to many of her peers.  There is not a lot of positive energy to be found looking in that direction.

Not Enough Women Judges?

Today's Above The Law blog has an article about the dearth of women judges at all levels of the judiciary.  Interesting story.  Interesting Lady Justice picture too, a muscle bound green Wonder Woman, but I couldn't copy it over.  You'll just have to see it for yourself.

It's The Experience That Matters - What Lawyers (Or Any Business) Can Learn From Disney World

Here is a really good article by Larry Bodine at LawMarketing - Applying Disney World's Techniques to Law Firm Marketing. 

He mentions the one thing Disney is famous for - the parks are so clean.  That is because it is every Disney employee's responsibility to pick up trash when they see it.  Bodine profiles Dennis Snow, who used to be an executive at Disney, and who offers a few ideas on applying Disney principles to the business world. 

It's the experience that matters
Can you say that about your firm or workplace?  Haven't you heard people say "It's not my job" when asked to do something they didn't want to do?  What do you think your clients say about their experience with your firm?  Or with you?

Here is an excerpt:

"At each stage you must ask, what would mediocre service look like at that step? What would excellent service look like? Many of you will find that you've defined as mediocre is what you’re doing now," said Snow, who once operated the submarine ride as Captain Nemo.  "This is client experience mapping.  Take any process you want to get better at – such as the first client meeting or the end-of-matter discussion – these are critical moments. Pull members of your team together and map out each step through the lens of the client."

Your firm must have excellent lawyers (just as Disney has superb rides) but your clients will remember their overall experience with the firm.

Snow recommended gathering employees together and asking them to identify what obstacles exist that are a source of client complaints and frustration. "Generate as many potential solutions to the obstacles as possible. Often, the solution will be generated on the spot. The key is to keep an open mind and build on the ideas," Snow said.

News Flash - ABC's "The Deep End" Is Not Real

There was a good article in this Sunday's New York Times that is worth a look if you are interested in the state of the legal job market.  No Longer Their Golden Ticket - NYTimes.com  The nut shell version is that job prospects for new law school grads is extremely tight.  I am guessing everyone already knew that.  I am also guessing that everyone knows real law firm associates don't have it as good as those on "The Deep End."

The New York Times article also refers to a nice site for tracking gains and losses in the legal job market - Law Shucks.  Although the news is mostly about losses, there are gains too and will be more in the months ahead.  Keep up with that by following Law Shucks.

Consequences Of Bending The Truth On A Resume

Law.com has a good article today written by Douglas Malan of the Connecticut Law Tribune.  Bending The Truth  Very instructive.

Seems a young lawyer padded his resume a bit, claiming he was an honors grad from law school and an editor on law review.  Then he got found out.  And faces sanctions by his state bar.  In fairness, he claims he didn't do it, says someone was impersonating him.  Maybe so.

Bottom line is that his resume spoke for him and said some things that were not accurate.  In this market, some are tempted to embellish or expand on their experience.  But there is a big difference between presenting your most compelling story and fictionalizing your history.

We do the first part.  Don't be tempted to do the second.  When you are considering putting your story out there, we can help.  Or find someone who can help.  Someone you can rely on.

Law.com - A Wild Ride - a review of the last decade in law firm associate compensation

Here is a review by Leigh Jones of the National Law Journal of the last decade of law firm associate compensation trends.  She is informative as opposed to solely focusing on gloom and doom. Law.com - For Law Firm Associates, It's Been a Decade of Thrills and Chills.  It puts the current trends in perspective.  That is something we can all use now and then - a dose of perspective.

I wish I would have seen a comparable review from the 1990s, when I started practicing.  In the Fall of 1992 while in my last year at Duke University Law School, I had a job offer in Atlanta with a starting salary of $54,000.  By the time I started several months later, my starting salary had gone up $10,000.  Within two years it rose another $15,000, not counting the lockstep annual increase.  And that was before the crazy times of the last decade.  And it was also in Atlanta in a market that was relatively insulated from the huge compensation jumps.

Elizabeth Wurtzel: Tough Times for Big Law - WSJ.com

Elizabeth Wurtzel, author of "Prozac Nation" and a lawyer in New York, writes an opinion piece in today's online Wall Street Journal about how the economic squeeze is even affecting the most prestigious legal employers, including now Cravath, Swain & Moore.  Elizabeth Wurtzel: Tough Times for Big Law - WSJ.com.

Her essay doesn't contain any breaking news, but it is a light look at the new practice of paying incoming associates to put off their start dates for a year.  Lots of people wish they could be so unfortunate to face a mandatory paid sabbatical. 

111 Ways to Find Your Next Legal (or non-legal) Job - from Find Law's Greedy Associate blog

From the Greedy Associates blog at FindLaw, a simple guide by Neetal Parekh for "Where, How, When to find your next job..." 

1. FindLaw Cool Jobs newsletter 
2. With a former employer
3. At a local Bar association evening mixer
4. Through an informational interview
5. Craigslist.org
6. Mashable Jobs
7. At yoga class
8. Special Counsel
9. On a golf course
10. Law school career board
11. At the empty desk of the family business
12. Robert Half Legal
13. Participating a charity half-marathon
14. Non-profit job fair
15. On a Kickball team (yes, they do exist)
16. OpportunityKnocks.org
17. Monster.com
18. In the kitchen (think new gadget invention, recipe compilation)
19. College career board
20. While biking a century
21. Linkedin.com
22. At a non-profit legal services organization, while volunteering
23. Law school alumni event
24. In your garage (think Silicon Valley start-ups)
25. At a CLE seminar
26. Idealist.org
27. Through a favorite hobby
28. At a college alumni event
29. From a recruiter
30. Through former colleagues
31. At your high school reunion
32. While researching for a blog post
33. At a start-up
34. Attorneyjobs.com
35. Tennis lessons
36. On an airplane
37. On you county's government website
38. SimplyHired.com
39. Hound.com
40. On Facebook.com, from an unlikely re-connection
41. From emailing a former professor
42. TweetMyJobs.com
43. While taking public transport
44. From contacting places you applied-to, but didn't intern at in law school
45. With the publishing company of your favorite law school supplement
46. Oodle.com
47. Jobster.com
48. On a cross-country roadtrip
49. From organizing a "pink-slip" happy hour with friends whose companies are hiring, or who are in the same boat
50. At a book store or discussion group
51. Through tutoring kids, and talking to their parents
52. Consulting with a law firm
53. Taking a language class
54. JobServe.com
55. From an email thread to all of your friends letting them know you are job searching and what you're seeking
56. Volunteering on a political campaign
57. USAJobs.com
58. Yahoo! HotJobs
59. Through submitting a white paper to firms, companies, non-profits about an important industry development
60. Helping with recruitment efforts for your law school or undergraduate alma mater
61. Meeting other like-minded, diehard sports fans...while tailgating
62. Putting out your shingle, opening your own practice
63. On a Greedy Associates Board
64. CoolWorks.com
65. While consulting with a career/life coach
66. At a gathering organized on Meetup.com
67. While volunteering at one of the law school clinics you participated in as a student
68. At a non-law job fair, after de-emphasizing your law degree on your resume
69. Through a temporary, contract legal stint with a prominent solo attorney
70. Talking on a ski lift ride up, or carving the slopes on the way down
71. Weekly karaoke night
72. CollegeGrad.com
73. Jobfox.com
74. From publishing legal articles in online journals
75. At a conference
76. Through contacting a friend or former colleague who had the position you seek
77. Realmatch.com
78. FindLaw Outplacement Center
79. Playing pick-up basketball at lunchtime, on a weekday
80. Attending local Chamber of Commerce small business mixers
81. Volunteering with other attorneys at a Bar Association weekend charity event
82. On a international trip, to a place you've always wanted to visit
83. Doing pro bono research for a former professor in a field you are interested in joining
84. FindLaw Legal Recruiter Directory
85. TheLadders.com
86. At a book signing event
87. After organizing a "think tank" of fellow job seekers to generate leads and job search strategies
88. Volunteering with a favorite cause
89. At the dog park
90. While talking to your hair stylist
91. Indeed.com
92. While hosting a garage sale
93. After submitting a constructive critique of an existing product or service of a potential employer
94. Through assisting other friends, family, former colleagues in finding a job or editing a resume
95. During an evening or weekend class in a subject you want to know better
96. From reading the leading publications in a field you are interested in joining
97. JibberJobber.com
98. Through carpooling
99. Attending open houses of new businesses or restaurants
100. After going to a major networking conference, in another city
101. Assisting in fundraising efforts with an alumni association
102. Through posting links on a topic you are interested in on  Twitter.com
103. Following users posting on a subject you are interested in on Twitter.com
104. Learning marketable tech skills, such as simple HTML or advanced computing software
105. Speaking at conferences or events or participating in speaker panels
106. Volunteering as a small claims court mediator
107. While interviewing leading figures for a book you are writing
108. From asking your parents for help in the job search
109. After obtaining an additional certification
110. At the FindLaw Career Center
111. While doing something you love to do

The Shifting Associate Paradigm - Am Law Daily

The Am Law Daily has a good article on the evolution of associate pay that is worth reading.  Maybe corporations/clients will be the driver behind systemic change.  And maybe that change will result in a healthier work place for associates.  See full article here The Shifting Associate Paradigm. First part is excerpted below.

The legal industry loves its traditions, and one of the most entrenched--embraced by virtually every Am Law 100 firm--is lockstep associate compensation. But over time, even the best traditions can become anachronisms, and that is the case with lockstep. For several years, the Law Firm Group (LFG) at Citi Private Bank has been urging firms to get rid of lockstep, in which associates receive an automatic annual pay raise, promotion, and bonus. In its place, the LFG advocates a performance-based program, in which associates are paid and promoted according to their mastery of skills and competencies, and receive bonuses based on individual and firm performance.

Boutique Bankruptcy Law Firms are Booming - Portfolio.com

While I am sure it comes as no surprise to you when I say that this economy has been good for those practicing bankruptcy law, here is a good article I came across in the ABA Journal Law News Now, linking to Portfolio Magazine.  Portfolio is one of my favorite newer magazines for business articles - it usually takes a unique approach to a topic as compared to the mainstream magazines.

This article profiles several smaller boutique law firms.  See Boutique Bankruptcy Law Firms.  We don't often see firms like Boston's Craig & Macauley and Chicago's Shaw Gussis in the news.  If bankruptcy is your practice area, or if you are considering shifting practices, I recommend this article and these firms, which both have good websites.