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”.
IP LITIGATION ASSOCIATES-- tired of being a bit player with limited responsibility? A longstanding client has engaged us to assist in adding an IP litigation associate to their team. The client is a prominent I.P. litigation boutique in the Dallas/Fort Worth area. Enjoy an entrepreneurial environment, with profit sharing and significant opportunity for advancement. Associates will gain hands-on experience litigating and running their own I.P. infringement cases as opposed to playing only a support role.
We are working with a national firm in Dallas, Texas seeking a corporate associate with 4-7 years of experience in complex corporate and securities matters, particularly private fund formation, operation and compliance. Significant career growth potential with a great team.
In our work as legal recruiters, we talk to candidates every day about job opportunities and what they seek in a new position. Many times we actively solicit attorneys with niche practice areas for specific client needs and there are some firms we call first – because we know that job satisfaction at certain firms is low and highly qualified associates are eager for a new opportunity. But there are some firms where the job satisfaction is so high that associates rarely want to leave and won’t even consider a new opportunity, no matter how great it is.