Law firms typically bill out by the hour for their services. Lawyers can only work a certain number of hours per day. If a law firm has more work than it can handle, or could be billing more to cases and matters, the work simply doesn’t get done and the law firm loses money.

When you send out resumes in an unsolicited manner, you are essentially presenting law firms with a business proposition. If they have work you can do, they can bill out your work. The amount a law firm bills for generally exceeds what the law firm pays you and the law firm makes money.

Law firms often get so busy that they don’t even take the time to advertise their jobs. If they see your resume when they’re busy, they’ll often choose to bring you in because they can make money from hiring you. When you mail your resume to a law firm, you’re more likely to stand out and catch their attention. Letters are personally delivered, have to be opened, and generally people are flattered and like to receive mail. This is especially true in today’s day and age when people are emailing resumes and applying through databases.

Simply stated: Law firms will hire in response to an unsolicited resume, because they can make money from your work.

Companies are the same. Companies rarely receive unsolicited resumes from attorneys. Companies typically pay outside counsel very high legal fees. The average law firm charges over $300 an hour. The law firm also charges for faxing, photocopying, research, paralegal support and more. The result of hiring outside counsel can be extremely expensive for law firms.

When you apply to a company, the first thought that crosses their mind is can you help them save money. In today’s economy, companies are extremely interested in saving money and bringing in an attorney can help. Companies are also very inexperienced in their ability to recruit attorneys and many don’t know where to start–they’re concerned about the business they’re in. They may be experts in hiring engineers or executives, but don’t know the first thing about hiring attorneys. I have seen numerous attorneys get some pretty incredible positions due to this knowledge gap.

Both law firms and companies LOVE unsolicited resumes. This is an incredibly effective way to get a job. They like it for business reasons that have nothing to do with whether they have openings or not. One of the best ways to get a legal job is just to be there at the right time. This is what we help you do at Legal Authority.

Once upon a time a tortoise and a hare had an argument about who was faster. They decided to settle the argument with a race. They agreed on a route and started off the race. The hare shot ahead and ran briskly for some time. Then seeing that he was far ahead of the tortoise, he thought he’d sit under a tree for some time and relax before continuing the race. He sat under the tree and soon fell asleep. The tortoise plodding on overtook him and soon finished the race, emerging as the undisputed champ. The hare woke up and realized that he’d lost the race.

The moral: “Slow and steady wins the race.”

This is the version of the story that we’ve all grown up with.

THE STORY DOESN’T END HERE. There are few more interesting things. It continues as follows…

The hare was disappointed at losing the race and he did some soul-searching. He realized that he’d lost the race only because he had been overconfident, careless and lax. If he had not taken things for granted, there’s no way the tortoise could have beaten him. So he challenged the tortoise to another race. The tortoise agreed. This time, the hare went all out and ran without stopping from start to finish. He won by several miles.

The moral: “Fast and consistent will always beat the slow and steady. It’s good to be slow and steady; but it’s better to be fast and reliable.”

THE STORY DOESN’T END HERE

The tortoise did some thinking this time, and realized that there’s no way it can beat the hare in a race the way it was currently formatted. It thought for a while, and then challenged the hare to another race, but on a slightly different route. The hare agreed. They started off. In keeping with his self-made commitment to be consistently fast, the hare took off and ran at top speed until he came to a broad river. The finishing line was a couple of kilometers on the other side of the river. The hare sat there wondering what to do. In the meantime the tortoise trundled along, got into the river, swam to the opposite bank, continued walking and finished the race.

The moral: “First identify your core competency and then change the playing field to suit your core competency.”

THE STORY STILL HASN’T ENDED

The hare and the tortoise, by this time, had become pretty good friends and they did some thinking together. Both realized that the last race could have been run much better. So they decided to do the last race again, but to run as a team this time. They started off, and this time the hare carried the tortoise till the riverbank. There, the tortoise took over and swam across with the hare on his back. On the opposite bank, the hare again carried the tortoise and they reached the finishing line together. They both felt a greater sense of satisfaction than they’d felt earlier.

The moral: “It’s good to be individually brilliant and to have strong core competencies; but unless you’re able to work in a team and harness each other’s core competencies, you’ll always perform below par because there will always be situations at which you’ll do poorly and someone else does well.

Teamwork is mainly about situational leadership, letting the person with the relevant core competency for a situation take leadership.

Note that neither the hare nor the tortoise gave up after failures. The hare decided to work harder and put in more effort after his failure. The tortoise changed his strategy because he was already working as hard as he could.”

In life, when faced with failure, sometimes it is appropriate to work harder and put in more effort. Sometimes it is appropriate to change strategy and try something different. And sometimes it is appropriate to do both. The hare and the tortoise also learnt another vital lesson. When we stop competing against a rival and instead start competing against the situation, we perform far better.

To sum up, the story of the hare and tortoise has much to say:

• fast and consistent will always beat slow and steady;
• work to your competencies;
• pooling resources and working as a team will always beat individual performers;
• never give up when faced with failure; and finally
• compete against the situation – not against a rival

In order to attain that first interview, your resume and cover letter will be the first impression a hiring authority will have of you; these documents need to be flawless, as there is no room for error. Once the interview date has been set, intense preparation should follow. This includes researching the firm’s area of expertise, its well-established track record and gathering as much information about the person you will be interviewing with are all key factors a candidate should gather beforehand. Being prepared with detailed questions to ask the hiring authority is vital to a successful interview. The specificity and detail of these questions should be given a great amount of thought and, in turn, will demonstrate to the firm that you have done your homework. The day has finally arrived… the interview is only a few hours away. You have completed the needed preparation and are beaming with confidence.

Dress for Success-this cannot be overemphasized enough. This will be the first time you will be meeting your potential employer and you want to make a lasting impression. From your enthusiasm about the opportunity to what you wear on the interview are all taking into account and analyzed by the interviewer. Making sure your suit is neatly pressed and your tie is stain-free is just as important as what you say during this time. Other non-verbal communication such as your posture, handshake and maintaining eye contact are crucial as well. Nervous gestures, although understandable given the situation, need to be curtailed too.

Once the series of questions have begun, your answers need to be well-defined and thorough in order to demonstrate how you will be an asset to the firm. Although saying you pay close attention to detail and have a strong work-ethic are important, it is recommended that you apply these qualities to experiences you’ve had in the past (i.e. summer internships, clerkships, etc.). This will allow the firm to see how you handle different situations and obstacles when they do arise. By doing so, the firm is able to gain more insight into your character and abilities to successfully get the job done.

The interview is coming to an end and you have eloquently articulated why you deserve the position. Although many law firms require multiple interviews before an offer is made, you should always close the interview by asking for the job. This simply reiterates your strong desire towards the firm, while demonstrating a certain level of confidence on your part. The last step, and one that is commonly overlooked, is sending a thank you note to the firm for their time and consideration. This simple gesture adds a personal touch and distinguishes you among those other candidates.

By following these guidelines, your odds of a successful interviewing campaign may greatly increase.

In house positions can mean the lack of a billable hour, stock options and even the possibility of a management position within an important corporation. Many in-house attorneys earn far more per year than their counterparts in major American law firms. If you are interested in an in-house position, we can be the force that helps you get there.

LEGAL MYTH:
There are no in-house positions out there.

LEGALAUTHORITY:
There are thousands and thousands of in house legal departments throughout the United States. These companies are hiring attorneys on an ongoing basis. The fact of the matter is, however, these positions are very difficult to locate and finding them often requires that you simply randomly contact a given company and apprise them of your interest. This is where we come in.

LEGAL MYTH:
A recruiter is the best way to find an in house position.

LEGALAUTHORITY:
Probably less than 5% of all in-house positions are filled through recruiters. In addition, in some cities there may be over 200 recruiting firms. If you are looking for an in-house position in the traditional way you are going to lose your mind tracking down all the recruiters out there. Additionally, many recruiters demand “exclusivity” from their in-house clients meaning that the in-house client is prohibited from advertising the given position. This means that the recruiter is only going to show their in-house client the candidates it wants to have an opportunity to work in the firm. This may be great; however, it is going to make it a lot more difficult for you to get the position you are seeking.

LEGALMYTH:
In house jobs are best gotten through friends.

LEGALAUTHORITY:
In some cases this is true; however, it is true because in-house legal departments rarely have any idea of how to do recruiting. Many in-house legal departments have scarcely an idea of how to promote their legal positions. Remember, you are dealing with corporations—not law firms—and contacting these companies directly is often the only way to get in there.

Confidentiality is a serious concern for any job seeker. That’s why we will provide you with the actual letters, for your signature, for you send out your materials to. Accordingly, you will never be contacting a company you do not want to contact—or worse—one of your own clients. This is the way it should be. We will provide you with the contacts and you can run your job search with the letters, resumes and so forth we prepare on your behalf.

First, I would be remiss if I didn’t note that I have almost exclusively worked with women making moves to be in the same locations as their future husbands. Rarely have I helped an imminent husband find a good legal position to relocate near his soon-to-be-wife. Often there is a good reason for choosing who is to move. His job may be in a professional field less amenable to transition, they may both want to settle where he is, or they may want to live in a location where their families have settled as well.

However, lacking an obvious reason to choose his location, many times the women still are expected to make the job change. This works if both individuals share that value in terms of their respective professional priorities within a relationship. But not infrequently a woman will throw her professional trajectory into the hopper with smoldering resentment (of which she may or may not be consciously aware) to meet an expectation that may not jibe with her sense of fairness and her definition of mutual support between two committed people.

Therefore, the first step in this situation is to examine the decision-making process. Talk out short, medium, and long-term goals for each person’s respective career both as individuals and as a couple. Map out the pros and cons of location and opportunity for each individual in various locations in light of these goals.

Don’t assume that you will take turns putting individual career goals first. Don’t assume that she is always going to accept that her career will be secondary in light of assumptions about children and gender stereotypes. The current generation is very savvy and evolved when it comes to gender roles and providing mutual support regarding professional issues. But in my experience the couples who are the most successful talk it out.

Be explicit. Make sure each person understands the other’s viewpoint, values, and desires. Ensure that each person feels acknowledged and heard according to the norms of his or her culture and the mode in which he or she wants to merge into a relationship. Then, make the decision and jointly figure out how to best unfold the plan.

We will assume that the couple now living apart in separate cities has decided they are going to get married the summer after they both start working as first-year associates. They also have decided that they will settle in his city for the long run and she will change firms.

Probably the most important tool you have on your side to minimize the negatives of moving to a new firm at this point in your career is timing. If you can stay at a law firm for at least a year, you will minimize the penalty of “leaving too soon.” The prevailing wisdom is to stay at least two to three years before any move. But in the case of leaving to marry, staying for a year, and staying even if it means you may be somewhat inconvenienced for a few months, is often seen as a good-faith effort on your part.

Each situation will be different. If you are a junior litigator and are on a case that is going to be “crazy busy” and you play an important role, try not to leave until your role has been played out. If you think the demands of the case may go on for years, try to give three to six months’ notice. If you are part of a practice group that is slow on work, an early departure may not be a negative at all; it might be the best of both worlds—for you and for the firm.

Try not to be totally self-serving. If the firm has provided expensive continuing education programs, held a luxurious all-firm retreat, or given you financial support above and beyond the norm, figure out some way to show some appreciation and not give them your “two weeks’ notice” the day you return from the retreat. Often you will have at least one relationship with an established member of the firm who is also a mentor and a friend. Speak to this person about your long-range plans and seek his or her advice regarding the politics of leaving the firm early despite having represented that you would probably be there for a much longer period. You may gain some insight regarding what the firm values most in this situation, whether it is staying until a busy case or deal winds up, training someone to do what you were doing, or simply moving on gracefully and expediently so that the firm is no longer making an expensive investment in someone who is not going to be there.

The goal is to not burn bridges, maintain strong collegial relationships, appear savvy and responsible, and ensure a source of references to assist with your search for your next position in your new location. In top-tier practices, it is a small world. Attorneys are moving between firms more than ever before. You may well be meeting the colleagues you worked with in your first firm across the negotiating table, in the courtroom, or as office mates in the future.

In the best of all worlds, a firm may have an office with your practice group in your new location. You can explore transferring rather than leaving the firm. This can be more complicated than it appears at first glance. Often it is a matter of personalities and your perceived value by the managing partner in your current office. If you are moving from a situation where you are sought after to do work for partners to a situation where you may be begging for work, then perhaps going to a new firm will make more sense than a transfer.

When approaching firms in the new city, a good legal recruiter can help you frame the transition so that it can be seen as a positive and your departure from your first firm is reflected in the best possible light. Try to speak to a recruiter before you give notice or, even better, before you have a rigid time frame. The recruiter can give you market information regarding the potential time frame in that market to find what you want. This can vary tremendously. Optimally you will not give notice until you have a new position lined up. In tight markets, there may come a time when you simply have to join your fiancé/husband and leave without having a new position. Be very sure you understand how this will affect your search before you give notice. It can be handled, but it can be a significant negative to many law firms to consider hiring someone who is currently unemployed.

As you consider moving to a new firm, it is a wonderful time to reexamine your values and what you want professionally. After working for a year at a big firm, most associates have a much better idea of what they want and need to develop their careers. Pause before you go immediately for prestige and paycheck, and make sure the firm lifestyle supports your career goals.

It may also be time to rethink your professional goals in light of your married status. Will you have additional time responsibilities at home related to what you and your spouse plan for the near future? Will the choice of neighborhoods to support your goals as a couple have an impact on what you are willing to do in terms of a commute? Will supporting your financial goals as a couple mandate a certain level of compensation, or will your marriage allow more freedom in that respect?

An unexpected career transition related to a committed relationship need not be a professional negative. Communicate with your spouse-to-be so that everyone’s values and goals are acknowledged in formulating the plan. Approach the firm you are leaving with honesty, humility, and flexibility. Use your legal search consultant to help you form a search strategy in your new location that recognizes your evolving career goals, the realities of the market you are entering, and the need to make a graceful exit from your old firm.

At Legal Authority, some of our Employment Advocates are former legal recruiters and they look upon the current recession-like conditions in the legal community as nothing new. One of the more interesting aspects of the current slowdown in the legal market is the fact that many firms have become increasingly meaner to their associates and partners. This is not to say that all firms are mean—they are not all mean. It is to say, however, that attorneys need to be astute to the conditions within their law firms in order to evaluate them. As this article will demonstrate, firms that are doing well economically are often not mean.

In the Year 2008 there were numerous associate layoffs throughout the United States. This, of course, contrasts with the fact that there was a massive hiring binge at firms in the Years 2003 through the first part of 2008. It is interesting to contrast these two points in time to try and gain an understanding of why law firms turn mean.

When Firms Were Nice

During the time that firms were experiencing a hiring binge, most attorneys who worked in these firms did not believe the firms were mean at all. In fact, in order to try and get associates to stay so they could do all the work, firms tended to be extremely lenient in performance reviews. Interviews were often quite casual and not too stressful. Bonuses were large. Firm perks were abundant. For many associates practicing at large firms, their biggest complaint was often that they had far too much work to do. Nevertheless, associates with strong credentials could without too much difficulty switch firms if they thought their firms was not a pleasant place to work.

For associates working at nice firms during the period between 2003 and early 2008, they often believed they could do no wrong. When looking for positions, associates were often very arrogant about the number of opportunities they had. In associate interviews, many law students associates would often grill partners and associates about what the firm could do for them. Things were very good for associates.

When Firms Turned Mean

In the Year 2008, many large law firms became extremely unpleasant places to work in. Performance reviews suddenly turned into far from casual affairs. In fact, at many performance reviews associates were outright fired. Other associates were simply laid off. For many attorneys, such as corporate associates seeking to lateral into another law firm—in contrast to what occurred in the “boom years”—there were virtually no recruiter opportunities. With respect to the few interviews many of these associates received, the firms grilled them aggressively. Bonuses? At many firms there were no bonuses. Perks were cancelled or dramatically scaled back. And as for complaints about too much work, many associates were complaining about the exact opposite.

For many associates working in law firms since middle 2008, they often believed that they could do no right. Firms were not at all happy places to work for many associates.

“What the Mean vs. Nice Dichotomy Means”

The obvious meaning of all this is that, when times are good, associates can make firms a great deal of money and are treated well. When times are bad, associates may cost firms money. What all this means, then, is that economic forces beyond an attorney’s immediate control often shape their futures.

However, for all of the criticisms of firms during bad times, the fact of the matter is that attorneys at all levels working in law firms do have control over their destiny’s and how they can confront the situations the economy creates for them. For example, even during the worst of economic times there are firms which continue to do extremely well and post high profits. Many of these firms never turn mean. Even during the worst of times, there are firms that are aggressively hiring attorneys who approach them for positions.

When attorneys are in law school, they never really know what to look for in a firm. For example, during the boom years of 1988 to 2001 (another boom time) one of the most attractive law firms to many associates in the United States was Venture Law Group in Silicon Valley. This firm was one which essentially took one aspect of a law firm’s corporate department and built it into a law firm that does nothing but a certain type of corporate work. Conversely, a firm which has been around for over 100 years, such as New York’s Sullivan & Cromwell, has survived so long because it has numerous departments which complement each other and help sustain one another through good times and bad. Incidently, Venture Law Group is a firm that “became mean” during the economic slowdown. This firm eventually disappeared, of course.

The essence of becoming a client of Legal Authority is that it can give you the ability to distinguish good firms from the mean ones—especially in a bad economic climate. By allowing you to survey the market for all of the opportunities that match what you are seeking to do, Legal Authority empowers you to find firms which are hiring in a bad economic climate. If you are a corporate associate, or practicing in an area of the law that is not in demand in a good economic climate, then finding the firms that are hiring is an extremely significant thing: You have found a firm that is likely to be in even better shape when the economy turns around.

Conclusions

When firms turn mean, they usually do so based upon economic forces which are affecting them. Different firms are set up different ways and as they evolve make many economic decisions which will have a significant effect on them in both good and bad economies. Finding the firms that are set up to whether economic storms is no easy task. The firm could be a very large law firm, or it could just as easily be a smaller one. One of the essences of becoming a client of Legal Authority is that we can assist you in finding the firms that are set up to weather—and perhaps even prosper–in economic storms. By contacting all of the firms in a given city that match precisely what you are seeking to, you can identify those firms which are hiring and then speak with them. While results typically differ for many of Legal Authority clients, it is not uncommon for many of our clients.

While this cannot be stressed enough, a flawless resume and cover letter are must in your pursuit of landing that ideal position. All of your contact information should be current. In most cases, this document should rarely exceed one page. Most importantly, there should be as little or no employment gaps within your work history. This will inevitably catch the hiring authority’s eye and prompt you to explain the reasons for this. Moreover, having five different positions in seven years will also do the same. If these were clerkships, etc this is understood; however, if you have jumped from firm to firm, be prepared to answer why.

The interviewing process is not just an hour or two of your time; you need to research the firm thoroughly, be well-prepared with detailed questions and, in turn, have well-thought out answers. Your answers should be consistent and reflected within your resume. It is also important to demonstrate some of your noteworthy qualities (i.e., strong work ethic, pay close attention to detail) during the interview. Furthermore, always have a list of several references on hand, as this will ultimately be asked from you. For the most part, these should include professional relationships, preferably from your most recent employers.

While you may find it hard to resist saying negative things about your previous employer, don’t! This will only reflect negatively on you. Of course, there were flaws at your last position; this is why you are currently interviewing. By turning these negatives into positives, this will only make you a stronger candidate in the long run. There are several ways to communicate these circumstances during the interviewing process and this will ultimately shed positive light into the depth of your character and desire to succeed. One’s ability to convey difficult situations as a stepping stone and not an obstacle, will allow the employer to gain a much deeper perspective into your ambition and willingness to overcome any impediment along the way.

Finding your ideal position is certainly not an easy task. Being well-prepared cannot be over-emphasized enough. One’s job search can be overwhelming at times, and you must continue to have confidence in yourself first and foremost. By doing so, this will inevitably make you a stronger candidate. From a flawless resume to a firm handshake, one must cover all the bases to make sure you’ll hit that homerun!

For this decision process, you should consider a variety of factors, many of which will be discussed in this article. If you do decide to stick with the profession but believe your current situation is not ideal, I suggest using the BCG job analysis tool to figure out if something else might be a better fit.

Why I chose to take a “hiatus” from the profession?

Like all attorneys, I worked hard during law school in order to work for the best firm in my practice area. I succeeded and received an offer in my third year of law school to work with a top IP firm. A month into my career at the firm, I found out I passed the California Bar Exam on my first try and was even asked to be a grader for it. I felt invincible. I was working at a prestigious firm and, at age 25, I was making more money than both of my parents combined. in fact, I was making more money than most people supporting families do. I was the envy of my college (and even some law school) friends. Like most naïve starting attorneys, I thought I was set for life.

For various reasons, the firm was not a good fit and I started looking elsewhere. Unfortunately, my practice area was, and still is, very slow. Consequently, it was not feasible to find a comparable position in another firm because there simply were not any openings. In order to continue practicing as a lawyer, I found I would have had to change practice areas and I started applying to positions and firms that I would not normally have considered. As I interviewed, I realized more and more that I was pushing myself to do something that I did not have a passion for. I was too young to push myself into a career I did not want to go into with full force.

While I was still interviewing for positions as an attorney, I spoke to my recruiter at BCG and discussed my concerns about continuing with the profession. My recruiter, like most BCG recruiters, was a former attorney for a large firm and had the same concerns about the profession that I had. In response, my recruiter offered me a position with BCG, and at first I laughed at it. I thought it was a very sweet gesture, but surely I couldn’t “downgrade” my profession after working so hard. Over the next couple of months, I thought about it and, as you can see, I took a chance and am now far happier than I ever would have been practicing as an attorney.

Before making the decision to jump ship and enter another profession, I considered the following:

My motivation in going to law school

Like many who end up in law school, I went for some of the most absurd reasons. Essentially, the final decision was made by a process of elimination: I did not want to be in the medical profession, getting a PhD took too long, I had no interest in going to business school…What does that leave? Law school. Hey, why not? I liked philosophy and my dad told me I would meet a good husband in law school and it would open me to more opportunities. While the former didn’t hold true, he was right about the latter. If it were not for law school, I would not have the opportunity to be working at BCG.

I’ve interviewed countless other attorneys and have found that those who had a legitimate reason for going to law school are much more likely to enjoy practicing law. If you were someone who: (1) went to law school wanting to be a lawyer, (2) has a close relative (usually a parent) who is a lawyer and knew what you were getting into, (3) has an interest in politics, and/or (4) wanted to change current law, then you are probably in the right profession. Of course, motivations can change after law school, but the overwhelming number of well-adjusted attorneys continue to find their work interesting and challenging because they have been working toward a goal for so long and still feel that they have more to accomplish in their field. If you started law school unsure of whether or not you wanted to accomplish anything as an attorney in the first place, the chances are low that the work will excite you.

What motivates me?

You need to be honest with yourself and find out what motivates you. While at work, see what stokes your fire. Is it money? Power? Prestige? Intellectually stimulating work? A desire to help people? Client contact? Giving back to society? Advancing the cause of justice? Persuasive writing?

I found that money did not motivate me, but then again, I only have to support myself. Of course, everyone needs money and I would only work if I could make a certain amount, but it wasn’t my primary concern. More important to me was the need to feel independent and be respected by my peers and superiors, and I also need to be in a supportive environment.

If you are considering other professions, talk to people in those fields and determine what drives those people and keeps them going back to work every day. Compare these findings to what motivates you.

Do I identify with my professional peers?

Do you find that your personality and drive are similar to those that you work with? Are the people you work with the type of people you would like to associate yourself with? Attorneys in a firm environment have to be able to work with each other every day. Whether it is receiving work from a partner or consulting a fellow associate, if there is no sense of camaraderie in these interactions, there is a low probability that they are something to look forward to everyday. This camaraderie usually stems from a shared sense of belonging and/or common goals, and not having anything in common can be a sign that maybe you are not cut out for the same kind of life as your professional peers.

Judging by the hours most firms require their attorneys to put in, it is safe to assume that the attorneys in your firm are going to be a significant part of your life as long as you work there. While it is not necessary to be best pals with everyone, being able to get along with your co-workers can be very important in determining whether or not you are happy in the workplace. While not having anything in common with them is a possible sign that you might consider another field, not being able to be civil with your co-workers may be a sign that you have to move firms. Firm cultures tend to run the gamut and the attitude of your current firm may not be the best fit for you. However, you should not necessarily take an unhappy situation to mean that you need to change careers.

What viable alternatives do I have?

If I did not get the opportunity to work with BCG, I likely would still be working as an attorney. I am very glad it worked out, though, because it has proven to be the right choice for me. Having an idea of what the next step could be if you do choose to leave law will be necessary for many people. The uncertainty that can arise from leaving something you have worked so hard to achieve for nothing in particular is a drastic step that may end up making you even unhappier. The remedy for that lies in finding a new career path that you believe will make you happier. This is really the one thing that should merit the most attention in this process. Without having something else in mind, there is more willingness to look back and regret – having something to look forward to changes that.

While there are not as many opportunities for working as an attorney outside of a law firm as there were a few years ago under the bull market, corporations have a continual need for in-house representation, and the larger corporations can staff dozens of attorneys. In-house corporate work may end up being a lot like a law firm, and if the actual work is what you are trying to get away from, this is probably not the best option. If, however, the law firm environment is what you find stifling, in-house work tends to mean less hours and a less cut-throat atmosphere, but also can mean less compensation.

Law school may be in your rear-view mirror, but, if the thought is not too painful, it is always possible to go back and teach. A strong mind for legal theory and a desire to mold the legal minds of tomorrow are what make a strong candidate for a professor. Excellent academic credentials certainly do not hurt, either. Summers off, less stress, and more time and resources available for research and publication are what make these positions so highly sought after. Similarly, working in the public sector for the government or a public interest group may seem like a step down in terms of prestige, but it can mean more interesting work and a lot less stress.

Careers that have absolutely nothing to do with the law are also a possibility, as a law degree is a lot more versatile than you might think. A legal education is welcome in almost any field, as it shows strong training in the ability to think analytically and it hones writing skills. Putting that training to use for something other than the law may seem abnormal, but there are thousands of working Americans with law degrees that have chosen other fields.

Is it financially feasible to move professions?

This is the biggest question when it comes to switching careers. Sure less stress, more fun, and less time spent at work all sound wonderful, but these things come at a cost and that cost can run up to 100K per year. Firms are traditionally some of the best compensating organizations in the world and very few other professions are going to pay six figures to start. Are you willing to sacrifice a very large chunk of your annual income for an opportunity to get away from it all?

This question essentially comes down to what matters most to you. If you are truly unhappy working in a law firm, then there is plenty of incentive to take a pay cut. As another type of professional with a good education, you will most likely be able to make as much as you need, although that is always relative. Someone like me, who does not have a family counting on a large check from me, can take the plunge with very little concern for the money. Others must consider salary first and foremost because of familial or other financial obligations. The age old question of whether to choose happiness or money will not be decided here, but both come with pros and cons, and it is up to you to decide which takes precedence.

Do I need to be in a stable profession? How risk-averse am I?

Some people are going to dive off a cliff as soon as the opportunity arises and others are afraid to walk out the front door without checking and double checking if they locked the bathroom window. In general, the legal industry is filled with people who are more likely to go back to the window for a second look than cliff dive. It is a common joke that the majority of graduates of the top law school ended up there because they had nothing better to do, but there is actually a bit of truth to it – many lawyers got into the profession simply because it is safe and respectable. These are the people that are the least likely to enjoy the work and probably the most in need of a change, yet the least willing to actually make one because it requires risk.

I was able to jump off the cliff, but only because I had a net at the bottom. Leaving the legal industry would be a risk no matter what you are leaving it for, but having something to fall back on is comforting. With many of the top law firms closing their doors during this recession and firm stability becoming more abnormal, the legal industry is not the safe haven it used to be, so leaving the profession now may not be as impractical as it once was.

What environment am I most comfortable in?

I took a personality test to determine this. While the questions on those tests are usually leading (e.g. The question “Do you like work to come in at a slow pace or a busy pace?” is able to miraculously decipher whether you like to work in a relaxed or hectic atmosphere), they more or less get you to think about the questions that you might not otherwise consider in your job search. If you are unwilling to put your career in the hands of some internet technology, then feel free to consult us.

My advice to attorneys in a slow practice area

If you are in any of the following practice areas, you are an attorney in a slow practice area: corporate, M&A, IPO’s, project finance/capital markets, “soft” IP such as trademark and licensing, healthcare, environmental, telecommunications and some regions of commercial real estate. Because there is not much work in these practice areas, attorneys who would like to continue in the profession need to be flexible with the areas of law they practice in.

If you are a corporate attorney who does not have any work, you need to think of alternatives to solidify your position within a firm. Many corporate attorneys are looking for positions as commercial litigators. This does not have to be a long term career change, but you must do it if you would like to continue in the profession. Nothing is forever and most careers take some strange turns. Who knows, it may benefit you in the end. Perhaps you will meet a contact that you would not have met as a corporate attorney and voila! You’ve got yourself a client. If your long term career goal is to be a partner for a major law firm, then you must stick out the downturn in the economy.

For those who need to make a change in their practice area, I refer you to the BCG Candidate Resource Center. There you will find an article about changing your practice area. Please read this and feel free to contact one of BCG’s recruiters about whether it’s wise to change your practice area.

Do your homework

• Talk to your peers (law school classmates and/or co-workers), mentors, law school career counselors – anyone who can help shape your perspective and push you in the right direction. And of course, feel free to contact a BCG recruiter. It’s our job to offer you advice about your career.
• Read about career changes and other ways to use a law degree – your law school career center or its bookstore likely has books on this subject.
• Make a list of pros and cons for both staying and leaving the profession. Discuss this list with all who will be affected by your decision: your significant other, family, friends and whomever else you feel may be affected.

When the decision is made, question it before you act on it

One more thing you may want to take into consideration when making your decision is whether or not you are likely to second-guess yourself and choose to go back to working in a law firm. If you think that you might, then you almost definitely should not leave. For starters, in a down economy, law firms are not going to be all that sad to shed some excess attorneys and a firm that you unexpectedly left will not be thrilled to see you again two months later if you have a change of heart. Additionally, firms interested in hiring associates want to ensure that they are committed to practicing law, and if you have already proven you are not by leaving for something else, you will undoubtedly be seen as a question mark in a profession that is used to periods. Ultimately, though, if you can see yourself actually going back to firm practice, then you probably are not as fundamentally unhappy with the law as you might feel at the moment. Perhaps you just need a change of scenery within your current career and not an actual career change – or maybe all you need is a month in Paris. Questioning your decision now will prevent you from having to question it later, when there is a lot less you can do about it.

Before you start filling out law school applications, it is critical that you understand the legal lifestyle and the proper strategy for crafting a successful legal career. Simply earning a J.D. is not enough. Depending on your ultimate goal, making a thoughtful transition into law requires your consideration of a number of factors before you take the leap.

This article will examine what an individual with an advanced degree or an established career needs to consider when approaching a transition into law. A subsequent article will examine how to have a successful career as a law firm associate if you come to a firm with an advanced degree (or degrees) or significant career experience.

So you want to be a lawyer? How much do you know about what lawyers do? Do you have friends in the law? Have you been perusing law firm websites, reading bios, and hearing about those entry-level salaries for associates at top firms? Don’t get caught up in fantasy. Do your research. Talk to people who are doing the work you think you might enjoy. Take them out to lunch. Ask about hours. Ask about how they spend their days. Ask about client contact and participation (or lack thereof) in law firm management. Take an inventory of what you have enjoyed in your professional life and what drives you crazy. Learn what lawyers do, and decide whether living out that reality would make you happy.

The potential salaries are seductive, but be realistic. Most of the associates earning top dollar at the big firms are billing between 2,000 and 2,300 hours per year. And that doesn’t include “non-billable” hours. This can be a shock to someone over thirty who is trying to balance family needs with the demands of being a junior associate. Many firms expect you to work into the evenings and on weekends. Many firms expect you to take on rush projects with very little notice. Many associates will say, “Your life is not your own.” All of this is palatable if you are doing something stimulating that you enjoy, but it can be burdensome if you are doing work just to generate a paycheck. The firms paying the top salaries will also expect you to possess top credentials in terms of your law school and your grades.

Some people choose law as a second career for philosophical reasons. They want to become advocates for people, animals, or causes. Many of these individuals choose to work for the government, nonprofits, or smaller firms where profits per partner may not be the sole criteria for judging success. If the zeal of advocacy, rather than the vision of making partner, is your driving motivation, you can take a more flexible route through law school.

Some choose law as a second career based on fascination or experience with specific subject matter. Many experienced individuals have had exposure to specific areas of the law in their professional lives, such as employment law, landlord rights, or real estate, and can further their careers by getting the J.D. Again, the route through law school can be more flexible for these individuals, depending on the sizes of the firms they hope to join.

A J.D. can open the door to a multitude of opportunities within firms, within the corporate environment, within the nonprofit sector, within government, and for individual entrepreneurs. BCG specializes in placing attorneys in law firms; thus, these recommendations will focus on the individual pursuing a J.D. with employment in a law firm as his or her immediate goal.

Before you consider where to apply to law school, it is imperative to know what type of law firm you may want to set your sights on.

Below are run-downs of some of the types of law firms you may be interested in joining.

Large, Prestigious National and International Law Firms

The top-tier national and international law firms tend to be large, with multiple offices, high-profile clients, and significant profits per partner. These firms offer access to the premier lawyers in their practice areas, sophisticated and challenging work, the prestige connected with association with a top firm, and opportunities to develop careers that may lead to national and international recognition. These are the firms that pay the top associate salaries. However, most of these firms are very rigid in their hiring criteria. Many will only consider candidates from the top 20 law schools, as ranked by U.S. News and World Report. Many also require GPAs in the top 10- to 20-percent range, law review experience, and, in some cases, judicial clerkship experience. Competition to get job offers for beginning associates at these firms is intense. And you need to understand the process involved.

These firms hire the majority of their associates through their summer programs. The firms conduct on-campus interviews during students’ first and second years of law school to consider who they might invite to work for them as summer associates. If you have a successful on-campus interview, you will be invited to the firm for one or more call-back interviews. If you do well at these interviews, you may receive an “offer” to be a summer associate. Depending on how your experience goes during the summer, the firm may extend an offer to join them after you graduate.

If you set your sights on a prestigious firm, you need to have this process in mind when choosing your law school, approaching your studies and exams, and getting involved in extra law school activities. Don’t expect to be granted special notice or credit for life experience in law school. If you want to get into a top firm, your GPA will be a critical consideration.

Boutique Law Firms

Many individuals with concentrated experience in specific subject areas will set their sights on law firm boutiques that specialize in areas of the law that complement their backgrounds. A few examples include boutiques specializing in healthcare law, employment law, real estate and environmental law, municipal law, or intellectual property. Often, these boutiques may be more locally or regionally based. Attending a local law school with a decent reputation (ranked in the top 100) and having a strong background in the relevant subject matter may be enough to land you a first job. Grades will still be important, but hiring partners will probably take a broader view of what you are bringing to the table and what subjects you emphasized during law school. If you know what area of the law you want to practice in, it may be smart to consider which law schools are highly rated for programs specific to your area of interest. For example, in some cases, attending a school that is ranked highly in environmental law may be more important than attending a school in the top 20 that may not have a strong environmental program.

However, be advised that the national boutique law firms that carry prestige and serve the big-name clients will probably be as demanding as the big general practice national and international firms. These high-profile boutiques want to be able to flaunt top-level credentials on their attorney bio web pages, and top-notch writing skills are a prerequisite.

Smaller Regional and Local Firms

Firms with 50 attorneys or fewer are incredibly variable in terms of their practice mixes and the types of junior attorneys they may want to hire. Some smaller firms are just as elite and particular as the large international firms. A good rule of thumb is to explore a firm’s website and look at the attorneys’ backgrounds and academic pedigrees. The firm will be looking for junior associates with the same types of backgrounds. If you find a small firm that emphasizes the practice that interests you, make contact with one of its attorneys and find out if and how they bring in new attorneys. Most attorneys enjoy speaking with people who want to learn about what they do, as long as they are not asking for anything more than information. The process of hiring junior associates in these firms can be informal, based on word of mouth referrals or Internet advertising, or it can be based on a summer associate program as rigid and formal as those at the larger firms.

The Special Case of Intellectual Property

Those individuals with strong science or engineering backgrounds make up a unique group. In some markets, intellectual property law firms are aggressively recruiting junior associates from among first-year law students who claim these credentials. If you have an electrical engineering degree, a computer science degree, a physics degree or a Ph.D. in the bio arts, as well as significant industry experience, a recruiter may be able to represent you as a new graduate. The top intellectual property firms are selective and expect students from top-20 law schools, although students from law schools in the top 50 with strong intellectual property programs may be considered. Grades are important, but extracurricular activities related to intellectual property are also weighed heavily. Speaking to a BCG recruiter with expertise in the intellectual property market while charting your course through law school will keep your options open, as you plan submissions to firms and progress through the associate ranks. A legal recruiter can be incredibly helpful long before you need him or her to help you find a job.

Conclusion

Do your research. Have some idea of where you are headed before you jump into law school. As a first-year law student, I had a sudden awakening. I thought I was taking time off from life to contemplate a new career, try things out, enjoy the luxury of simply being a student, and explore whatever might interest me. I was jolted out of this reverie by the law school career counselor who gave the first-year students their October orientation. She stressed that we were not allowed to submit resumes to law firms in pursuit of summer associate jobs until December of our first year. I seemed to be the only student surprised that we were expected to start approaching potential employers only 12 weeks after beginning law school. I remember walking out of that meeting dumbfounded, thinking about how I had no idea what I wanted to do after law school. How was I to know where to submit resumes?

Although not knowing what you want to do is not a terminal condition in your first year, if you end up setting your sights on the top-level firms, you will be behind in the game if you did not enter law school knowing that was your goal from the beginning.

Other considerations for the older student include the debt load you are willing to shoulder to achieve your goals in the law, the issue of geographic relocation, and how well you will be able to balance law school and the legal lifestyle with your current lifestyle. I will explore these topics, as well as day-to-day strategies for “older” associates in sophisticated law firms, in future articles.