Round-Up: Am Law 100 Job Listings

For my observations on this list and hiring at Am Law 100 firms, please refer to this post:  Firms Take Recruiting In-House and Other Am Law Job Observations.

Key: New jobs highlighted in green. If a firm removed any job(s), the firm’s name is highlighted in red.

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Firms Take Recruiting In-House and Other Am Law Job Observations

I love updating the Am Law job listings. You can really see the industry through the eyes of how its recruiting.  I will publish the list in my next post but I’d like to note some brief observations here. (Remember, the list is accessible by members-only whereas this post is public.)

Observation #1Firms Get Smart About If/When to Use Search Firm

Although I don’t note it on the list, many of the firms explicitly state that they are not accepting resumes from search firms for XYZ position. Sometimes it’s a firm-wide decision, sometimes it depends on the position.

Those are just a few examples. Personally, I think this type of information is great.  It helps everyone involved – the firm, the potential laterals, and the search firms.

I left my job at a contingency search firm in the beginning of 2009.  By that time, explicit announcements like these were pretty much non-existent.  This meant that candidates and recruiters didn’t know if a firm was working with outside agencies when filling a position.  Based on my conversations with candidates, they were hesitant to apply on their own if they thought they should be working with a recruiter.  (Perhaps the recruiter had a special relationship, had inside knowledge, or other advantages the recruiter may bring….).  Even stellar candidates – smart, friendly, high achievers, perfect matches – would question whether they could find a position without a recruiter.

On the other hand, as a recruiter, I spent countless hours trying to get in touch with firms about advertised positions only to find out – after plenty of phone tag – that the firm was not using recruiters to fill that position.  Or, worse, I spent countless hours – at the firm’s request – trying to find candidates to fill advertised positions that the firm knew they would be filling internally or through a referral.  Not only did the firm play me, it played all of those stellar candidates who may end up opposing counsel or co-counsel.  I had to tell those candidates, “Hey, it’s not you.  Here’s what happened….”

Recruiting fees are expensive.  However, they’re well-worth the money if a recruiter finds that perfect candidate who would never have applied on their own.  It’s about time that firms used recruiters for their true potential.

Observation #2Observation #1 Applies to Staff Attorney/Contract Attorney Positions as Well

More and more, I see advertised positions for staff attorneys, part-time attorneys, and other non-partner track positions.  (E.g., Staff Attorney, Staff Associate, Contract Attorney(!), Career Associate, Part-Time/Hourly Attorney, Staff Attorney, etc.)  This also makes me really happy.  A lot of these positions – and, therefore, the attorneys who work in these positions – do not get the respect they deserve.  By advertising these positions, the firms show that they’re open to candidates who need/want alternative work schedules.  In addition, they are including these attorneys as employees of the firm.  Regardless of the legal significance, the cultural significance is tremendous.

Observation #3… Those Non-Legal “Legal” Careers

Usually, I limit my list to attorney positions or something similar.  (I’ve been known to throw a few patent agent positions in there.)  I’m not sure if I’m simply looking harder nowadays but I’m seeing firms advertise many “alternative” careers – law firm management careers – that are J.D. preferred.  When one of these positions pops out at me, I’ve included it on the list.

There are a few positions I’d like to highlight:

[Jobs] Round-Up of Am Law 100 Lateral Positions

Since the last round-up, there are 29 new jobs posted! These include a few coveted “alternative” arrangements such as an hourly position at Hunton & Williams in Austin and a practice support attorney opening at Reed Smith’s offices in Pittsburgh.

My guess for 2010? You’ll see a lot more of these positions. They are smart for firms, smart for clients, and smart for employees.

Note: To keep track of the changes, I’ve highlighted the new positions in green (money, baby, money!). If a firm removed one (1) position or more, I’ve highlighted the name of the firm in red.

Still looking for feedback. Also, still considering whether to make these updates solely available for newsletter subscribers (hey, it’s a lot of work! plus, my newsletters are fun and informative!). Thoughts in the comments, please!

If you’d like to sort by city or practice area, you may view it as a Google document. Under view, change the preference to list view.

This series features job posts from around the web.

RecruiterEsq posts directly to the link where the job was found. In addition, RecruiterEsq posts pertinent information here for readers to assess interest.

Please do not apply to jobs directly through RecruiterEsq.

Please e-mail melissa@recruiteresq.com if you would like to post a relevant job in the legal industry and/or would like a job that is posted here to be removed. Thank you.

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[Jobs] Round-up of AMLAW Lateral Positions

Folks, this is something special that I’ve been working on for the past week.