This is also an extremely important issue. If law firms are spread among the different legal recruiters in a company and only the recruiter assigned to each law firm receives a commission for a placement with that firm, your recruiter cannot suggest certain companies that are not assigned to them. You need to make sure that all recruiters work together in this legal recruitment firm and that your recruiter has an equal financial incentive to introduce you to all law firms. We work with many lawyers who have not managed to build their business book as they would like. When we talk to them about the reasons for this, the following reasons are the most important that are made available to us: no cross-marketing opportunities in their current law firm, no marketing support from the forces that are in the firm. These are always the reasons given to us. Therefore, when choosing a law firm, it is very important to determine whether the firm has the necessary areas of activity and whether lawyers are willing to operate in all markets rather than seeing themselves as competitors. In addition, you need to know if the firm provides lawyers with a marketing budget and how the hours they spend on business development are managed. Finally, you need to know if older partners allow junior partners and employees to interact with and manage their customers. Very often, you won`t be able to get the real answers to these questions unless you work with a legal recruiter who often works with law firms in your geographic area and is very knowledgeable. Not responding to discovery requests in a timely manner is usually not in the best interest of your customers. If you are representing the plaintiff in the case, it is certainly not in your client`s interest to delay the investigation process, as your client wants the case to move forward quickly. If it is not a contingency fee, your client could incur additional legal costs associated with unnecessary court hearings, etc.
If you represent the defendant in a case that is almost always billed by the hour, your delay in responding to investigative requests is likely to result in additional attorneys` fees for your client, whose interest must take precedence over your personal interest in charging overtime in the case. Abelson Legal Search has built its leading reputation in legal recruitment through our exceptional and in-depth market knowledge and personalized service. We understand that, and it shows in our successful investment case. Since 1990, we have recognized the need for client-focused legal intermediaries and d. It did not happen as quickly as many lawyers would have liked. However, legal hiring has increased. Companies sought out lawyers with significant transferable activities in almost every practice area during the recession. Until recently, many lawyers with big business books were reluctant to act.
Recently, however, these lawyers have felt safe enough in business to pick up their clients and move on to other law firms. Many of these rainmakers have decided to move from large companies to medium-sized and even smaller companies. They believe they will be able to avoid the office politics of mega-corporations and get marketing support and more appropriate billable hourly rates that will allow them to retain and nurture customers. Another group of rainmakers has found other large companies that cater to their needs for marketing support and cross-marketing opportunities, allowing them to continue practicing law. Headquartered in Philadelphia and New Jersey, SMR Legal Search recruits and places lawyers, paralegals and compliance professionals at law firms and corporations in the Northeast, including Philadelphia, Pittsburgh and Pennsylvania, New Jersey, Delaware, New York, Boston, Connecticut, Washington, D.C., Maryland. and nationally. Our clientele is diverse. We work with large law firms, from AM Global to specialty boutiques and from Fortune 500 companies to small start-ups. We have some of the most interesting and desirable legal positions available.
Many of our positions are exclusive and unadvertised. Our experienced legal and compliance recruiters are former practicing lawyers who have worked in legal recruitment and have extensive experience in legal recruitment. We have over 45 years of experience in recruiting law firms and legal advisors. At SMR Legal Search, our legal recruiters work together to leverage our deep and collective knowledge of legal practice and the legal recruitment market, our experience and our many contacts in the Northeast and nationally to provide our clients with the most qualified and qualified lawyers, compliance professionals and paralegals to meet their specific needs. A good legal recruiter can be invaluable in providing you with the information you need to make an informed decision about your next position, as well as contacting potential law firms confidentially and helping you evaluate and create your business book and business plan. Here are some key questions to ask before hiring a legal recruiter for a lateral or practice group transition: Philadelphia Legal Recruiter, Susan Rubinovitz.of SMR Legal Search has been selected to judge the Pennsylvania Lawyers On The Fast Track Awards, sponsored by The Philadelphia Legal Intelligencer. Susan is president of SMR Legal Search, a Philadelphia-based legal recruitment firm that places lawyers and paralegals in permanent positions at companies and law firms in the Northeast. SMR Legal Search focuses primarily on placing lawyers and paralegals in Philadelphia and throughout Pennsylvania, New Jersey and Delaware. Prior to becoming a legal counsel in Philadelphia, Susan Rubinovitz practiced law for 18 years.
Tags: dosanddon`tsjobinterview, jobinterview, smrlegalsearch Posted in Uncategorized | 1 How » When we receive assignments from law firm partners, we typically meet with hiring partners and/or the legal hiring manager and learn as much as we can about the firm and what they look for in a new hire. By visiting the firm and meeting these individuals, we are in the best position to advise potential partner candidates on the firm`s personality, attitude and environment and to find the right lateral entrants for the firm. For example, during numerous visits to law firms, legal hiring managers or hiring partners told us they don`t hire idiots. However, they often use a stronger word than idiots. They make it clear to us that the firm has a very friendly environment and that lawyers do not allow other members of the firm to shout. When we are dealing with a lawyer who is screaming, it is good for us to know. In addition, we know and can advise our trainee lawyers which firms are known to have partners yelling at each other and partners and others in the firm. Research each interviewer or potential interviewer. You`d be surprised how many out-of-state recruiters search for a company`s website on the other side of the country and, without permission or relationship with the company, start recruiting for one of their positions. It is not in the best interest of a lawyer on so many levels as a legal recruiter who has no relationship with a firm suggests him for a position. Once your resume has been submitted to a company by an out-of-state recruiter who does not frequently work in your geographic area, a local recruiter with a relationship with that company will not be able to submit your resume for you. Our legal and compliance recruiters are specialists in recruiting side counsel, compliance professionals and paralegals for permanent positions.
We place general counsel, in-house counsel, partners, practice groups, partners, chief compliance officers, chief privacy officers and paralegals. In addition, we deal with mergers. The exclusive focus on placing lawyers, compliance professionals and paralegals in permanent positions contributes to our unparalleled knowledge of the legal market and compliance and our success in recruiting and placing the best talented lawyers, compliance professionals and paralegals in highly specialized and technical areas of law. When moving partners and practice groups, confidentiality is more important than ever. You need to make sure that your legal recruiter is required to maintain confidentiality and has never breached confidentiality. With all the information available on the internet, it`s no longer enough to know the company or law firm you`re interviewing to, you also need to research the key players you could interview. Whether you`re interviewing for a corporate counsel position at a pharmaceutical company, an associate general counsel position at a hospital, or a partner position at a law firm, taking the time to learn as much as you can about general counsel, deputy general counsel and corporate lawyers will do you good. members of your practice group and the hiring partner of a law firm.