Momentum is excited to announce that long-time legal recruiter Julee Prentice is joining our Houston team as Managing Director, Legal Staffing. Julee will be focusing on legal staffing for law firms and companies in Houston, both on the business development and recruiting sides. With eighteen years of prior experience as a paralegal with some of Houston’s top law firms, plus seven years of prior legal recruiting experience, Julee brings a wealth of knowledge and experience to our legal staffing business in Houston and will be heading up our efforts there.
Topics: legal recruiters
As a legal recruiter, it goes without saying that my days are spent reaching out to candidates for potential placements at law firms and being met with a fair share of reluctance from those candidates when it comes to chatting about the opportunity being offered. However, I’ve found that the more junior the attorney or associate, the more hesitant they are to engage in conversation. And, I get it. Junior associates, especially those at large firms, have gotten where they are by keeping their heads down throughout their brief careers transitioning from academia to now practicing at a firm—and, hopefully in a field—for which they worked so hard to land. In law school, they got good grades, graduated in the top 5, 10, 15%, etc., made law review, Order of the Coif, and various honors, etc. As new associates they follow instructions, meet their billable hours, and dare not think that the firm they’ve landed at might not be the right fit long-term. Further, why would an associate want to move after only a year or two, or maybe three or four, only to land at another firm that, in their mind, is likely very similar to their current firm in most respects. Lest their resume start to project the impression that they’re a “job hopper”.
As Legal Recruiters helping attorneys through the hiring process, we are constantly coaching applicants on how they can best present themselves to potential employers during the interview process. The following article by CEO Dave Kerpen thus caught our eye. He talked with almost a dozen young entrepreneurs who are members of YEC, an invite-only organization comprised of the world’s most promising young entrepreneurs. Dave asked these CEOs and entrepreneurs what single most impressive interview questions applicants have asked (or that they wish applicants would ask). Here is the link to Dave’s article: https://www.linkedin.com/pulse/1-most-impressive-job-interview-question-ask-dave-kerpen In addition to encouraging lawyers to focus not on impressive questions but on important questions, we would like to offer the following advice for anyone interviewing in the legal profession. We agree with some, but not all of these questions, or we would modify them. For example, we do not think it’s a good idea to put the interviewer on the spot and ask directly “How can I make myself more like the ideal candidate?” Instead, simply ask “Can you please describe your ideal candidate for this position?” Then be sure and mention ways you are like that ideal candidate during the interview process.
Legal recruiters at Momentum, Jane Pollard and Jennifer Nelson, rode the Hill Country Ride for Aids on Saturday, April 29th in order to raise funds for the Hill Country HIV/Aids Services in Austin.
More than 700 riders rode scenic routes from Krause Springs in the Hill Country, ranging from 13 to 90 miles.
Not only was it a worthy cause that we were happy to support, but we had a great time! And we were pleased to see many Austin attorneys supporting the same cause.
In our many years of legal recruiting, we have read dozens of articles about how to make the interview process work better - i.e. to effectively weed out the "wrong" people so that you are left with only the "right" one.
This article is the best we've ever seen on this topic, and hits the mark on all points. The author, Adam Bryan, advises interviewers to avoid the standard job interview and get the candidate out of the interview room.
Texas Needs M&A Lawyers!
We've got a tremendous need in the Lone Star State for top M&A lawyers.
If you're a 1-6 year attorney (classes 2010-2016) currently practicing with an Am Law 200 firm in corporate law with exposure to M&A and private equity work, graduated in the top 15% of your law school class, and are looking to relocate to one of the best states for business (CNBC ranks Texas #2 and Forbes ranks Texas #5), contact me and let's discuss the future of your career in Texas.
Momentum recruiters Jane Pollard and Cade Hamner attended the annual NALSC (National Association of Legal Search Consultants) Conference last week in Marina del Rey, California.
NALSC is the national professional organization for the legal search profession and is committed to upholding the highest ethical standards in the field.
If you're an attorney considering making a move to or within Texas, you may want to know what Texas law firms are looking for when it comes to hiring lateral associates.
In general, for associates the "sweet spot" is 2-5 years of experience.
Economist Angelos Angelou came out with his annual prediction regarding the Austin economy recently and, as in the past few years, his forecast for Austin is positive.
He predicts that Austin will experience continued growth for the next two years, but the pace of the growth will slow somewhat, which is a good thing since it will take pressure off rising housing prices and the availability of talent.
Topics: austin legal positions