Open Letter to Law Firm Recruiting Professionals

This is the letter that I am sending to recruiting professionals at Am Law firms.  Please let me know if you have any feedback.  Also, if you know anyone in charge of hiring at Am Law firms, I’d very much appreciate any forwards!

Dear [Name]:

My name is Melissa Sachs.  I am a former attorney and a former legal recruiter.

Earlier this year, I started a website called RecruiterEsq.com.  The site focuses on career information and technology training for legal professionals.

One of my goals for the site is to create a section that advises attorneys on how to apply to Am Law firms directly, without using a recruiter.  As a main feature of this section, my hope is to include Q&As with law firm recruiters in order to motivate candidates who are hesitant about sending their resumes to blind postings.

I’m reaching out to various recruiting contacts at firms all over the globe.  With your permission, I will post your answers along with your contact information.  If you prefer to answer the questions over the phone, I am happy to contact you by phone.  I’m also available to answer any questions that you may have.

For now, the plan is to update these questions on an annual basis in case things change.

Advice for Lateral Candidates Applying to [Firm name - office location] Directly

1.  Where do you post open positions?
2.  What are some best practices for candidates who are contacting you on their own, without using a recruiter?
3.  Should laterals contact you only if there is a posted position?
4.  If a candidate reads the description of a posted position and is uncertain about whether their experience is on point, are you open to phone calls from candidates?
5.  One of the benefits of going through a recruiter is the feedback a recruiter receives through the process.  What type of feedback can a candidate expect when they apply to positions directly?
6.  Is the firm willing to consider flex-time candidates?  Will the position description be explicit about flex-time possibilities?  How would you recommend a candidate to bring up their preference for flex-time?  When should they bring it up during the process?
7.  What types of personalities excel at your office?  What is the environment like?
8.  What is the partnership track for laterals?
9.  Does the firm host any programs to help integrate laterals into firm culture?
10.  How does the firm encourage business development?
11.  Do partners ever apply directly?  Are there any special considerations for lateral partner candidates?

If there is any information that you’d like to add, please feel free to add it here.

Again, if you have any questions about this project or other projects on RecruiterEsq, again, please feel free to give me a call at 215.645.2657.

Best,

Melissa

Ongoing Project: AMLAW Tweeple

Last updated: February 1, 2010
Updated version is color coordinated by role in the firm. See below for key. Will publish the full version for members-only. Lists role (partner, associate, counsel, etc.) and practice area for attorneys.

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