Every day at Momentum Search Partners, law firm attorneys call our recruiters seeking in-house positions because they want to work closer to the business team, be more involved in a company’s business decisions and be part of the overall “big picture” strategy that corporate legal work typically provides. Part of our job as legal recruiters is to dig deeper to determine which candidates really understand what being part of the business team means – and whether they can successfully make the transition. A critical factor is communication and the ability to connect with the business team. But what does that mean, exactly?
Anyone looking for a new job should consider calling a reputable recruiter that specializes in their profession. For lawyers, that will be a legal headhunter. Eilene Zimmerman, in her “Career Couch” column in The New York Times, recently published an article on “Recruiting a Recruiter For Your Next Job.” It answers some basic questions about how to find a reputable recruiter and how to stay on their radar, so that you’re positioned to know about as many potential opportunities as possible. Most of what she says is right on target, but there are several questions we’re frequently that she didn’t address. Our team of legal and compliance headhunters has found that candidates typically have the following questions in mind, even if they don’t explicitly ask them:
A potential employer has just invited you to a lunch meeting, hopefully, to discuss the position you are keen to acquire. You hang up the phone or hit reply to their email, and give yourself a mental high five for making it this far. But then you start to panic. What if you knock ice water into their lap? What if you drip alfredo sauce down your blouse in front of six senior partners? Suddenly a lunch meeting sounds like a recipe for disaster. But not to worry. Here are a few helpful tips to help you come through prepared, poised, and ready to impress no matter what.
Every law firm seeking to add legal talent to its ranks needs to have the people and processes in place to identify and pursue the practice areas that would improve its bottom line, either by allowing the firm to expand its offerings to existing clients or increase its client base with new long-term clients. Firms also need to have due diligence procedures they routinely follow, to minimize their risk and help increase the likelihood that the hire will prove as profitable as they intend.
International energy company with operations in Houston seeks an attorney with strong onshore E&P experience to join its legal department. Committed to sustainability, technology and innovation, the company is publicly traded and engaged in worldwide operations.