The Search --> Assessing Your Marketability

How "Hot" Are You?

The red-hot economy has ignited the legal marketplace, but not for all attorneys. The demand for associates is at an all time high, yet law firms and corporations are not hiring just anyone with a JD who breathes. The top firms are very particular regarding whom they will hire. They are desperately seeking candidates with expertise in specific areas of practice. And, despite the shortage of attorneys with appropriate experience, these firms have retained their high standards regarding academics, law firm training, and personal qualities. So, just how hot a candidate are you?

Relevant experience is the number one qualification. The Internet has spawned a feeding frenzy among law firms in search of associates with corporate, securities, finance, and mergers and acquisitions experience, especially if those associates have handled work on behalf of dot.com, emerging growth, and high-tech companies. Also in great demand are associates with intellectual property experience including patent prosecution, infringement, licensing, and general IP protection strategies. Candidates with related corporate, securities, and IP litigation experience, especially if they have taken depositions and tried cases, also are highly sought after in this market. Of course, strong candidates in other areas such as general business litigation, labor and employment, tax, and real estate law, also will find a multitude of opportunities.

Potential employers are seeking on-point experience. Candidates may argue that any good litigator can get up to speed to handle any type of case, or a savvy transactional attorney can manage most kinds of deals, but potential employers are not eager to buy that argument. While they may train lateral hires on the fine points, they usually do not want to completely re-tool an attorney. There are instances, however, where attorneys have "networked" their way into positions where their expertise was not on-point, but legal recruiters are almost always limited to placing attorneys with directly relevant experience.

Besides the area of practice, the quality of experience is an important factor in evaluating a candidate's desirability. Prestigious law firms and in-house counsel (many of whom came from top law firms) are most interested in attorneys who come from similar firms. There is a comfort level regarding the type of training those lawyers have received and a perception regarding the level of sophistication of practice that the lawyer has handled. Prospective employers will look at a candidate's current and past legal experience, including summer associate positions, court clerkships, externships, as well as pre-law work experience, if it was in a related business or technical area. For example, intellectual property attorneys with pre-law work in computers, biotechnology, or engineering, will find that to be a selling point. Furthermore, special talents such as foreign languages and science/technical or medical education are plusses.

As always, academics matter. Despite the great demand for new hires, most potential employers still are seeking a certain "pedigree". In fact, if a candidate's credentials are absolutely stellar, employers have been known to disregard the requirement of on-point practice experience and will train that candidate in a new area of law. In an ideal world, all candidates would have graduated in the top 10% of the top 25 nationally ranked law schools. Although that is not reality, the majority of large firms continue to limit their consideration to candidates who approach that standard. Potential employers want to know where prospective lateral hires went to law school, and how well they did there.

At most firms, candidates with five or less years of experience must submit law school transcripts with a resume in order to be considered at all. For more senior candidates, most law firms will require a transcript before the hiring process is completed. In addition to examining a candidate's grades throughout all three years of law school, potential employers will look at the coursework, any specialization, clinical and honors programs, as well as achievements such as moot court prizes, Order of the Coif, law reviews, and the like. Undergraduate and graduate education also may be taken into consideration—the prestige of the institution, major (especially if technical, medical, scientific, or finance), grades, and honors. Extra-curricular activities such as clubs and committees, whether during law school, college, or graduate school, are less important.

Although, as candidates become more experienced, the emphasis on academic performance diminishes somewhat, it almost always remains an important consideration. This is not to say that there is no chance for a candidate without straight A's and heavy corporate or IP experience to land a top job; however, employers are loath to pay a recruiter's fee in such an instance.

Last, but not least, are the intangibles—how well does the candidate fit in? Potential employers are most comfortable with candidates who are like them in terms of education, background, and personality. For example, candidates will have the best chances of being hired by a firm that has other attorneys who attended the same schools. Similarly, attorneys with prior military or government service heavily populate some firms. Potential hires also must fit in with the employer's style and culture. Beyond that, employers seek attorneys with whom their clients will feel comfortable.

In conclusion, despite the dramatic upswing in attorney hiring, most of the same standards for selecting candidates—relevant, quality work experience especially in certain areas of law, strong academic credentials, and the right "fit"—remain in place. So, in light of the above, just how hot are you?

The Search --> Assessing Your Marketability How "Hot" Are You? The red-hot economy has ignited the legal marketplace, but not for all attorneys. The demand for associates is at an all time high, yet law firms and corporations are not hiring just anyone with a JD who breathes. The top firms are very particular regarding whom they will hire. They are desperately seeking candidates with expertise in specific areas of practice. And, despite the shortage of attorneys with appropriate experience, these firms have retained their high standards regarding academics, law firm training, and personal qualities. So, just how hot a candidate are you? Relevant experience is the number one qualification. The Internet has spawned a feeding frenzy among law firms in search of associates with corporate, securities, finance, and mergers and acquisitions experience, especially if those associates have handled work on behalf of dot.com, emerging growth, and high-tech companies. Also in great demand are associates with intellectual property experience including patent prosecution, infringement, licensing, and general IP protection strategies. Candidates with related corporate, securities, and IP litigation experience, especially if they have taken depositions and tried cases, also are highly sought after in this market. Of course, strong candidates in other areas such as general business litigation, labor and employment, tax, and real estate law, also will find a multitude of opportunities. Potential employers are seeking on-point experience. Candidates may argue that any good litigator can get up to speed to handle any type of case, or a savvy transactional attorney can manage most kinds of deals, but potential employers are not eager to buy that argument. While they may train lateral hires on the fine points, they usually do not want to completely re-tool an attorney. There are instances, however, where attorneys have "networked" their way into positions where their expertise was not on-point, but legal recruiters are almost always limited to placing attorneys with directly relevant experience. Besides the area of practice, the quality of experience is an important factor in evaluating a candidate's desirability. Prestigious law firms and in-house counsel (many of whom came from top law firms) are most interested in attorneys who come from similar firms. There is a comfort level regarding the type of training those lawyers have received and a perception regarding the level of sophistication of practice that the lawyer has handled. Prospective employers will look at a candidate's current and past legal experience, including summer associate positions, court clerkships, externships, as well as pre-law work experience, if it was in a related business or technical area. For example, intellectual property attorneys with pre-law work in computers, biotechnology, or engineering, will find that to be a selling point. Furthermore, special talents such as foreign languages and science/technical or medical education are plusses. As always, academics matter. Despite the great demand for new hires, most potential employers still are seeking a certain "pedigree". In fact, if a candidate's credentials are absolutely stellar, employers have been known to disregard the requirement of on-point practice experience and will train that candidate in a new area of law. In an ideal world, all candidates would have graduated in the top 10% of the top 25 nationally ranked law schools. Although that is not reality, the majority of large firms continue to limit their consideration to candidates who approach that standard. Potential employers want to know where prospective lateral hires went to law school, and how well they did there. At most firms, candidates with five or less years of experience must submit law school transcripts with a resume in order to be considered at all. For more senior candidates, most law firms will require a transcript before the hiring process is completed. In addition to examining a candidate's grades throughout all three years of law school, potential employers will look at the coursework, any specialization, clinical and honors programs, as well as achievements such as moot court prizes, Order of the Coif, law reviews, and the like. Undergraduate and graduate education also may be taken into consideration—the prestige of the institution, major (especially if technical, medical, scientific, or finance), grades, and honors. Extra-curricular activities such as clubs and committees, whether during law school, college, or graduate school, are less important. Although, as candidates become more experienced, the emphasis on academic performance diminishes somewhat, it almost always remains an important consideration. This is not to say that there is no chance for a candidate without straight A's and heavy corporate or IP experience to land a top job; however, employers are loath to pay a recruiter's fee in such an instance. Last, but not least, are the intangibles—how well does the candidate fit in? Potential employers are most comfortable with candidates who are like them in terms of education, background, and personality. For example, candidates will have the best chances of being hired by a firm that has other attorneys who attended the same schools. Similarly, attorneys with prior military or government service heavily populate some firms. Potential hires also must fit in with the employer's style and culture. Beyond that, employers seek attorneys with whom their clients will feel comfortable. In conclusion, despite the dramatic upswing in attorney hiring, most of the same standards for selecting candidates—relevant, quality work experience especially in certain areas of law, strong academic credentials, and the right "fit"—remain in place. So, in light of the above, just how hot are you?	Hot Tips The Search Planning Your Search Assessing Your Marketability Resumes and Cover Letters Interviewing Strategies Special Circumstances Following Through Compensation Making the Transition Career Development Getting Ahead In a Down Market Making Partner Hot Practice Areas Law Firm Economics California Legal Market View our most recent Hot Tip - Silent Eloquence, posted 7/13/10 The California Bar Exam Listen to Your Recruiter Check out our new book, "The Right Moves: Job Search and Career Development Strategies for Lawyers"

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