Want to attract legal professionals for networking and/or possible job opportunities? Are you interested in building a legal practice or expanding your professional network? Or, possibly looking for a new job? A strong push on social media is a great way to get involved in conversations and meet new people, employers, or influencers, expanding the opportunities you come across.
Articles under Career Goals
Like it or not, remote work is a part of our professional landscape for the foreseeable future. Although for several years it was commonplace for many companies to allow professionals to work remotely some or all the time, law firms have typically not been part of that group. Attorneys may work from home on occasion, but it was not the norm. Same with paralegals. Rarely did you hear about a legal admin, billing clerk or receptionist working from home. Now they are.
After an extremely active legal job market in 2019 and an equally great start to 2020, we hit a mammoth roadblock with the COVID-19 pandemic. Scheduled interviews quickly went from in-person to video or phone to being canceled altogether. Employees began working remotely and within a week, office buildings were empty and Zoom and other video platforms were commonplace.
When you’ve uploaded your resume to a job site, you’re undoubtedly bombarded with a wave of recruiters and agencies reaching out. We often take recruiters for granted and lump them all into the same box, but there are several factors that can go into picking the recruiter that best fits your needs.
Considering partnering with a recruiter to assist you with your job search? That relationship will partly be determined by your current employment status and situation. Are you unemployed and looking for a job today? Moving to a new area and looking for a job in 6 months? Employed and looking to make a move in the next year – “keep me in mind if you hear about X”? If this is an attainable request, let the recruiter know.
A recruiter can be a partner in every aspect of a law firm or company’s hiring plan. An experienced recruiter should have industry knowledge, including local job markets, compensation information and trends. Recruiters often begin their careers in a particular industry, commonly working as paralegals or lawyers before becoming legal recruiters. This previous experience can be invaluable when headhunting, since many of these recruiters are seen as peers and former colleagues.
Years ago, the Texas energy industry was thriving, and candidates were driving the hiring process. Candidates could sit back and let the client sell them on why they should move from a job that is stable and fulfilling to an even better opportunity. But our legal headhunters saw a dramatic shift recently. Corporations suddenly held the bargaining chip – a job. Sometimes, the job was pulled before an offer went out to the selected finalist due to other corporate constraints.
As legal and compliance recruiters in Texas, we continue to work with corporations who are improving their legal operations and getting more out of every dollar of legal spend. General Counsels remain focused on optimizing performance and creating new efficiencies in order to positively contribute to the bottom-line. Creating a well-run legal machine with enhanced productivity and improved efficiencies requires lawyers to combine their legal knowledge with business judgement. Enter stage right – Legal Operations Specialists – now indispensable members of the corporate legal team. Legal Operations Specialists arrive at their specialty through myriad paths, from legal work as an attorney or paralegal, an I.T. background, accounting, or other internal operations.
The accomplishment of an aim or purpose. Antonym: failure.
The attainment of popularity or profit. Prosperity, prosperousness, successfulness, affluence, wealth, opulence and luxury. Antonyms: failure, poverty.
A person or thing that achieves desired aims or attains prosperity. Synonyms: triumph, bestseller, box-office success, sellout, coup. Antonyms: failure, flop, disaster.
So far, fifteen states have enacted legislation that precludes employers from asking about current compensation from job applicants. 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”?