While the Dallas-Fort Worth area has traditionally been a booming economic market in general and a growing legal market more specifically, the lingering effects of the COVID-19 pandemic have somewhat shifted the city’s traditional legal efforts. Financial services, commercial real estate, and litigation have suffered somewhat, but they’ve begun to recover from the worst effects of the pandemic.
Articles under Career Goals
Diversity is defined as “the condition of having or being composed of differing elements; variety; the inclusion of people of different races, cultures, etc. in a group or organization” by Merriam-Webster. While all of us would conclude that promoting diversity and inclusion in recruitment is a positive thing, precious few organizations seem to achieve it, particularly at higher levels of an organization. A 2020 study published by Stanford University found, “Racially diverse executives hold only 16 percent of total C-suite positions. … Twenty-six of the Fortune 100 have no ethnic diversity at the C+1 level, and 6 have no ethnic or gender diversity at this level.”
We were recently asked to make a presentation to managing partners of small law firms in Texas on best hiring practices. In preparation for this seminar talk, we were reminded of the importance of RETAINING existing talent.
As a hiring manager, sifting through reams of candidate resumes and conducting countless interviews can seem like a full-time job when you’ve already got a full plate. Finding enough talented candidates with the skills and experience necessary – ones that will stick around for a while – is not only very time consuming, but can be like searching for a needle in the proverbial haystack and take the hiring manager away from other important aspects of his job. There is also a hidden cost for every attorney hire that goes unfilled, such as higher outside counsel fees or risks that are being taken by the business because no lawyer is reviewing the deal or the contract. Working with a legal recruiter is one way to lighten the hiring manager’s load so that they can focus on the other aspects of their job description. A legal recruiter will also lower the company’s indirect costs of having an attorney opening go unfilled by helping the company make a hire more quickly, more efficiently, and more effectively. Here are three signs that it might be the right decision for your company.
Testing the job market waters on a periodic basis is a good idea and hopefully, a satisfying way to scratch that itch. A good start would be to develop a relationship with an experienced recruiter that you can periodically contact with job search questions or who will contact you with job opportunities. Our experienced team of Texas legal headhunters normally sees a spike in hiring towards the end of summer. In fact, early Fall is a busy time for most in-house legal departments and law firms as they add attorneys, paralegals and compliance staff to meet deadlines and prepare for the upcoming year.
When Monday morning rolls around, do you dread getting ready for work? Does the idea of going into the office fill you with feelings of stress or indifference? Do you feel undervalued for your contributions to the law firm or company you work for? Do you find yourself consistently complaining to coworkers or friends about your job frustrations?
Interested in a making a career move either within or as a new participant in the Texas legal job market. Whether a law firm or the legal department of a corporation, here are 5 steps for success:
Many companies begin with employing outside lawyers and law firms for their company’s business needs. As a company grows, these needs can be business formations, intellectual property, real estate, employment law, and other functions. Eventually, the scales will tip, and it will be time to hire their first in-house lawyer.
In-house is often seen as nirvana, the state of perfect happiness, peace, and no billable time. At Momentum Search Partners, we often from law firm associates seeking this path begin monitoring opportunities as a 3rd & 4th year (sometime earlier!). It’s never too early to begin getting familiar with the needed skill set and other qualifications to make you more appealing to a General Counsel. Once you take this leap, there is typically no going back to law firm life. So, give serious consideration to whether it’s the right time leave your law firm career behind.
What Is a Legal Headhunter?
Headhunters and recruiters are often used as interchangeable terms because both are responsible for matching candidates with available job. However, headhunting is the process of recruiting very skilled and experienced individuals to for a particular job. A headhunter resembles a talent scout looking for specific talent. Some call this sourcing.