Corporate law firms and legal departments are waging a fight for legal talent that may shape the future of the in-house world. To date, the in-house side of things is losing the recruitment tug-of-war as large law firms leverage large bonuses and the ability to work remotely to lure and retain top-grade lawyers.
As more firms pivot toward a hybrid workplace, they need to sell their attorneys on hoteling and communal space. Law firms have begun thinking carefully about how to manage a space that’s bound to be more focused on collaborative working.
In mid-June this year marked the third go-around for the recent Federal Law Clerk Hiring Plan—a pilot program that began in 2019 under which participating judges wait until a designated day in June to accept, interview and extend offers to clerk hopefuls who have completed at least two years of law school.
Definitely do not say these four answers while vying for a senior executive position.
Why Work with a Legal Recruiter?
Mohamed Taha was a London-based associate at the law firm Cleary Gottlieb Steen & Hamilton in 2018, working hard every minute underpinning capital market transactions, when he began a conversation with his colleague John Kwan.
Finding that Competitive Edge
Environmental, social and governance issues have been on the rise recently to a position of prominence for many organizations. As a matter of fact, 90% of the S&P 500 published some form of ESG disclosure in 2020, an increase from 20% in 2011.
Two-thirds of the 68,200 legal jobs lost from March to April in 2020 have come back to law offices and in-house legal departments around the United States, according to the latest Bureau of Labor Statistics Employment Situation Summary.