As legal recruiters, we are often asked about appropriate titles for in-house lawyers by our corporate clients as well as by candidates interviewing for a corporate legal department position. They ask: “What should we call this new attorney we need to hire?” or ”Is the position title commensurate with the level and duties of the job?” Title choices and designations vary widely among various companies and all use different systems of nomenclature . What is important, however, is to choose one system and stick with it so that all titles within the department are consistent and related to one another in a uniform way. Candidates should consider a title as one of many factors in evaluating a potential job, but should not over-value a specific title. Some companies intentionally eschew lofty titles to minimize hierarchy and to maximize collaboration, which can be a positive for incoming lawyers, regardless of title.
With unemployment at a record low, it’s more challenging than ever for law firms to find and hire lateral attorneys. In this red-hot Texas market, job seekers need to be enticed to leave their current jobs. We’ve found most of the on-point candidates are ones we've “headhunted”. Sometimes they are passively in the job market, keeping an eye on job boards or checking-in with us periodically to “test the waters”. Often, we are starting from scratch.
So far, fifteen states have enacted legislation that precludes employers from asking about current compensation from job applicants. See https://www.hrdive.com/news/salary-history-ban-states-list/516662/. Texas being a pro-business state, this type of legislation has not been enacted in Texas and was not a topic of discussion in the current legislative session, nor will it likely be in two years when the session meets again. So, the question for Texas job applicants continues: “Should I disclose my current compensation in a job interview or application”?
Topics: legal salary
While working with legal professionals looking for a new job, compensation is of course one of the primary things we discuss. Unless you’re a lawyer working for a big AmLaw firm with stair-step salaries, it’s important to do your homework and have all the facts before you accept an offer, or a counteroffer is made. Maybe they did “hit you with their best shot”, putting significant thought and consideration into your offer. If you’re working with a recruiter, they should be able to offer insight into their client about “wiggle room” in the budget, additional equity or that available corner office. But, before you accept or a potential insult is delivered and a counteroffer ill received, know the facts.
The 2019 National Association of Legal Search Consultants (NALSC) conference was held in Las Vegas this past weekend. The consensus was that it was one of the best conferences ever! The M Resort Spa & Casino was a terrific venue, the content of programs superb, the food and drink excellent, and participation high. Our own Jane Pollard joined the NALSC Board of Directors last year, and was elected as Secretary of the Board at the Town Hall Meeting. Congratulations Jane!
Today’s candidates need to be fine-tuned and savvy to land their next career opportunity. Job seekers must take the necessary steps and measures to make sure they are marketable. How should a candidate communicate, present a resume or answer recruiter inquiries? Based on what we’re hearing from hiring managers and the clients we represent, here are some suggestions that might help.