Anne Heaviside, J.D.’s Post

Pro Bono! My good friends at Hinshaw & Culbertson Houston are hiring a 3-6 year litigation associate for an immediate need! Stephanie Tolson and Kyle A. Ferachi are talented lawyers and amazing people. I had the pleasure of working with them for a decade at a previous firm. I am not working this job but please go to Hinshaw's website to apply. The office is located in the Galleria. Hours are very reasonable. Happy Friday!!!

I'm stealing an idea from Karen Vladeck because it's brilliant! I'm introducing Office Hours, my pro bono way to give back to those I can't represent. What are Office Hours? I offer advice for law students and associates that I can't represent. I will block out 2 hours per week at a set time. You can book a 20-minute call on my calendar for career advice, firm intel, ideas on where to apply, interview prep, etc. My advice is limited to Texas law firms! That's what I do, that's what I know. Why: I'm averaging 18 candidates a week in my LI inbox, 2 calls and 5 emails, from attorneys/students I can't represent. That's 25 people a week reaching out to schedule a call/coffee. I can't get back to everyone anymore (It's just me at Upperline plus the new guy Jeff lol) so this will be a first-come, first-serve booking. Who can use Office Hours: 1. Law Students seeking jobs in Texas: Recruiters can't place law students. Firms prohibit that in our contract. 2. Judicial Law Clerks seeking jobs in Texas 3. Insurance Defense Associates seeking TX jobs: I don't place into ins. defense law firms so I can't help you get a job but I can advise you. 4. GPA under 3.4. The majority of my placements are in Big Law or High-End Lit boutiques. Unfortunately, my law firm clients demand 3.4 or higher. Some want 3.6 and one wants a 3.7 now. So I can't represent associates with lower grades as the firms I work with won't accept them from me. I work on pure commission! If you book office hours, I will give you job search advice. 5. Practice changers: I don't represent pivots but can give you my thoughts. 6. Laid-off associates: I don't represent laid-off associates but am happy to chat. When: Details will be announced next Tuesday on how and where to book office hours. Stay tuned.

29 corporate associate candidates in my pipeline and 0 jobs for them I have the largest pipeline of corporate associates I've ever had - EVER, BUT I can't find them a job. Here's WHY..... Since June 10th, I've spoken to 29 corporate associates for Austin, Houston, and Dallas with the majority in Dallas. (corporate = M&A, CAPM, Funds, broad corporate, ECVC) But I can't apply them. WHY? 1. 5 are 2023 grads with amazing credentials BUT NO FIRM will hire a 2023 2. 6 are 2022 grads and except for finance, firms aren't hiring 2022s 3. 4 are CAPM: CAPM jobs haven't bounced back yet - I think we are getting close but not quite there yet. I have placed 2 in CAPM in 2024 but one was a 2019 and the other a 2020 so mids with BigLaw perfect deal sheets 4. 3 are trying to pivot from 1 corporate area to a new one - Firms won't take pivots in this market 5. 2 left Law and trying to get back in - not happening right now 6. 1 is very senior in a niche corporate area - 2016 is hard 7. 4 are ECVC - this area was hit hard, like very hard. Plus, firms don't want to pivot ECVC associates in this market. 8. The rest are all trying to move up. They are AmLaw 60-125 and trying to go up to Kirkland, Latham, and GDC and the market isn't responding to them. Who AM I getting jobs for? 2019 - 2021 killers. T25, GPA 3.6 and above, no moves, great reps, and impressive deal sheets. If you are one of these, firms will hire you. If you have any warts, it's just tough. Will this change? OF COURSE! As work picks up, firms will get less picky. Firms are holding the cards right now. This will change, it always does. When will this change? I don't know. What is HOT? FINANCE - I have 2022s in finance interviewing this week!

September Lateral Stats are out - Big Law was SLOW, like super slow, but these associates started in September, so they were hired in July or August, traditionally the slowest 2 months of the year. Houston: 17 lateral moves 8 litigation: 3 followed partners from HAK to Hicks Thomas, 1 2019 to Yetter, 1 2019 to K&S 3 corporate: 1 CAPM 2019 to GDC, 1 2013 Energy to Latham, 1 2015 to KE 1 banking: 1 2017 to Sidley Dallas: 13 lateral moves 2 corporate hires: 1 2018 to KE, 1 2023 to Baker McKenzie 2 real estate 3 L&E 6 litigation but only 1 to Big Law (DLA Piper) Austin: 4 lateral moves 1 corporate: 2021 to Winstead 1 litigation 2022 to GT 1 T&E 2022 to JW 1 L&E 2022 to Ogletree

I was downtown and saw some tired corporate associates yesterday. It's time for firms to hire. At least 1 is ready to relieve their busy associates! I need a 2021 M&A associate in Houston for a Q1 start. Interviews start October 15th. Cravath base and bonus eligible at 1900. Interview now before everyone comes out of the woodwork on January 1.

Exciting changes are afoot at Upperline Legal! We're bringing in the big guns, with our first major hire as Director of Operations: my husband, wine-guy, hobby-chef, musician, and great Dad, Jeff Heaviside. After a 28-year career in the wine industry, he's hanging up his stems and we're making Upperline Legal a family business! Are we crazy? Maybe. It's a lot of together time, but at least the comedy factor around the office just multiplied exponentially.  Should any Houstonians get a wild hair and want to meet the newest addition, he's playing bass with the band Little Outfit on Friday, October 4th at The Rustic (Galleria) 9:30-11:30pm, so stop by and say hello after your dinner plans!  Cheers! Anne and Jeff Heaviside

Finance continues to be hot. Brand new JUNIOR Finance in Houston today! Hot off the press! Two full years of experience in debt finance transactions, including syndicated credit facilities, leverage loans, and revolving credit facilities. My rankings: Firm: A+ Comp: A+ Hours: A- Recruiting Department: A+ Hiring Partner: A++ Catch me downtown tomorrow to discuss it!

It's your turn to help me. I need a tutor on the following subjects: LNG, tax equity, carbon capture, renewables, EPC, offtake agreements .... I pay with expensive wine! Or recommend a good article, book, treatise, or person on LI to follow. Maybe I need to attend a CLE? Break it down for me, please!

All smiles this Monday. Why? 2 reasons. First, a Bama and UT win (Go Arch!). Second, I have the strongest lineup of candidates in 7 years, they are prepped, and I'm about to sit back and watch magic happen! 8 candidates are interviewing in the next 2 weeks in Houston, Dallas, & Austin. Four are arguably the best candidates I've ever had. Plus, I have three absolute killers in the pipeline about to start the process. My Asana Pipeline Board makes me smile! Why is this important? A few reasons... 1. I don't send bad candidates. Firms don't see me every day in their inbox, but when I send a candidate, they know it's good. For example, I send Gibson 3 candidates a year. But when I send someone, they get an interview. They know I would not waste their time with a candidate who doesn't meet their needs. 2. All 8 have only applied to 3 firms, and some to 2. Why? They are picky. They know what they want from the next move. They know which firms are a match for their long-term career goals. They want to focus on those firms and then move on if those don't work out. 3. As a recruiter, it's so fun when you have a killer candidate. I can tell in 5 minutes at coffee if someone is a killer. Who is a killer? A killer candidate takes the job search as seriously as their job. They want to meet me in person. They respond to my texts and emails within the hour, if not sooner. If I ask them to change their docs, they revert quickly. They want to interview prep. When I call to prep, they've already pulled cases or looked at the deals in the bio of their interviewers. They've read Texas Lawbook articles on the new firm. They've asked a friend at the firm to chat with them to prep. They've thought about the tricky interview questions and started to strategize answers. They make time for interviews and understand this is part of the process. They value me and understand I can HELP them instead of pushing me away. I never have to chase them. They have the academic credentials for the job they are applying to. If a firm has a 3.6 GPA cutoff, they exceed that. If a firm needs T25, they have that. They are at a peer firm or higher. They have received great experience. They have met our exceeded hours the last three years. They are not pivoting practice areas. They WANT THIS JOB!

I’m diversifying. Follow me on instagram: Annetxrecruiter https://lnkd.in/g6JyivAw