Oklahoma City Energy Company seeks Senior Counsel-SEC, 5-8 years of experience. Email resume to info@momentumlegal.com and reference position number 2883.
Legal and Compliance Executive Search Blog
Excellent In-House Opportunity in Austin, TX
Austin-based company seeks attorney with litigation background to manage all in-house litigation matters and oversee any regulatory examinations and audits. Suitable candidates will have between 5 and 15 years of experience, prior experience as a litigation associate in a national law firm, experience with securities litigation, and hands-on experience handling routine SEC examinations and audits. Competitive compensation and predictable hours with Austin location. Please send resumes to info@momentumlegal.com and reference position number 2814.
Corporate Associate Sought For Austin TX
Top international firm seeks 2-6 year corporate associate for its Austin Texas office. Top academics and experience in M&A, private equity, venture capital, securities and/or finance required. High quality work, top compensation and great downtown location with this plumb position! pPease send resume to Tori@momentumlegal.com. Position no. 2863
Corporate Counsel Sought for Houston company
Exciting opportunity for a 3-7 year energy attorney to join a growing company. Lots of opportunity to work closely with business execs on large deals and strategic growth. Oil and gas transactional and compliance/regulatory experience required. Must be self-directed, enjoy learning new areas of law and expanding responsibilities. Contact tori@momentumlegal.com or 512-861-2905. Position # 2857
What the Growth of Austin Means to Employers and Job Seekers
158 people move to Austin each day, and 400,000 into Texas each year. Numerous publications have marveled at the growth and economic strength of our Lone Star State in the past year – such as Forbes, USA Today, Bloomberg and Kiplingers to name a few. Two recent reports caught our attention and prompted our legal recruiters to ask what these trends mean for both employers seeking top talent for highly skilled jobs and job seekers in a competitive, educated workforce. As legal recruiters based in Texas and with extensive experience here, we see firsthand the impact of these factors at play as well as some significant secondary consequences that we thought our clients and candidates would find helpful.
A Niche Law Practice Should Be Your New Year’s Resolution!
“To succeed in the new world, you have to sell yourself. You go to a brand-name college, not to imbibe the wisdom of its professors, but to make impressions and connections. You pick a niche that can bring attention to yourself and then develop your personal public relations efforts to let the world know who you are.” – Alan Wolfe, New York Times Book Review, 7 Jan. 2001
Are Recruiters Relevant in the Social Media Age?
With the ease of making connections via social media and job postings reaching more people than ever before, many people ask if a recruiter’s fee remains a beneficial expense. Companies and law firms face mounting cost-containing pressures, and external recruiters are often a cost targeted for reduction. All employers agree that their most valuable resource is its employees and hiring the right – or the wrong – person is a decision critical to the bottom line. So the question becomes whether a recruiter can result in a better hire? Our clients say yes – when certain conditions exist.
Post-Interview Thank You Notes In The Information Age
Candidates frequently ask our Texas legal recruiters whether to send thank you notes after an interview. If so, how and when? The question has sometimes vexed us, given the vast changes the information age has brought to the workplace. Not all that long ago, law school graduates were taught to send out hard copies of their resumes on high quality “resume paper” and to always follow up with a note handwritten in black ink on Crane’s stationery.
Essential Traits of an Effective In-House Counsel
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?
Common Questions Legal Recruiters Get Asked
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: