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Check out the latest roles I am recruiting for and click the link in the first comment to apply

*NEW local government law job listings* on our job board include City of Miami assistant city attorneys for Administrative Hearings, Litigation, and Workers’ Compensation; experienced local government law attorneys at Fishback Dominick LLP, a City of Tampa Legal Admin Supervisor, and more! Interested in posting a local government law job? Just email the information to contact@cclgl.org. We'll post it to the job opportunities page and share it with the section's Discourse forum. (Disclaimer: The section does not endorse or recommend employers, and makes no representations or guarantees about job opportunities, or the accuracy of the information provided by posters, employers, or hiring entities.)

In-house lawyers are being paid significantly more since 2021, according to legal recruiter Major, Lindsey & Africa's 2024 In-House Counsel Compensation Survey. Follow the link in the comments to read the full article by LawCareers.Net #legalcareers #legalrecruitment

This is a highly adept internal politician. Internal politics can be taught: relationship structures, cliques, frame ups / set ups revealed as they develop. There are simple devices to do this. That internal politics is not taught in business training or in any MBa course is a shameful scandal. A revolution is needed to end the curse of uncontrolled internal politics causing management abuse, along with needless stress and misery to many millions. It is not just the Post Office but also the Establishment that's on trial Many people like Vennells claim internal politics can't be taught and, because they are supposedly always bad, must not be engaged with. This is because they abuse politics for personal gain at the expense of corporations. ('Brand protection' is usually a smokescreen for personal profit). An MBa without learning about internal politics is a shocking fraud If you do not believe internal politics can be taught this article on Linkedin proves otherwise. It should be compulsory reading for all management trainees- instead, many managers actively oppose learning about internal politics. Ask yourself, 'why?': https://lnkd.in/gbFtQa7 She is all that is bad in business and commerce. A cold, calculating intellect is seemingly employed entirely on the basis of dodging responsibility. Lawyers questioning her, in frustration, even accused her of lying. British industry, commerce and the public sector is host to thousands of similar people. The cost to society is sufficiently great to parallel the damage caused by aggressive cancer to the human body. This scandal is a microcosm of the corruption of British Society. Heartless and total dedication to brand protection, a feature of modern party image fixation, went to infect the Post Office and, within, we see a highly intelligent manipulatrix intent on avoiding responsibility The depravity of some internal politicians is breathtaking. The only way to deal with them is to learn how they operate, expose their activity and treat them according to their nature and behaviour. Expertise in internal politics is essential for most managers in middle and large sized organisations. If such people as this person are to be controlled, knowing how internal politics works is absolutely essential. Anyone who contests this is either incompetent, inexperienced, ignorant or a liar An internal politician facing forensic questioning about her behaviour in the inquiry: https://lnkd.in/g_gW_nED The legal profession has done much to restore its battered image in this very public systematic exposure of a corporation infested with out of control internal politics. 100s of postmasters, in effect, were framed by the Post Office. But there's nothing wrong with internal politics, as long as it is competently controlled; indeed, it is essential for the success of any large organisation. That's why the failure of MBa courses to teach it is shameful and close to corrupt incompetence https://lnkd.in/gHK9M28z

Did you know that values-driven work can be key to recruiting and retaining the best and the brightest? Even more than money? The 2022 Major, Lindsey & Africa Gen Z Survey shows that, although members of the younger generation value financial stability, they also place a high level of importance on pursuing purpose-driven legal work. Gen Z lawyers want to know what their employers value, how that’s being prioritized, and what investments in people and causes are being made as a result. They want to work in an organization whose values connect with their most important issues and concerns such as the environment and climate change, social justice and equity. Remember, this generation of associates grew up with information at their fingertips and expect to know how their individual work impacts an organization’s larger purpose and the world as a whole. This may put them at odds with the traditional law firm demands for billable hours and personal sacrifice in exchange for career advancement and a big paycheck. How is your firm appealing to this new generation? Is there tension between what they want and what your firm expects from them? #lawjobs #legaljobs #legalrecruiting #probono #publicinterest For more insights into job search strategies, the legal industry, and the California legal job market, follow SeltzerFontaine LLC, and connect with me and ring the 🔔 at Valerie Fontaine.

Did you know that values-driven work can be key to recruiting and retaining the best and the brightest? Even more than money? The 2022 Major, Lindsey & Africa Gen Z Survey shows that, although members of the younger generation value financial stability, they also place a high level of importance on pursuing purpose-driven legal work. Gen Z lawyers want to know what their employers value, how that’s being prioritized, and what investments in people and causes are being made as a result. They want to work in an organization whose values connect with their most important issues and concerns such as the environment and climate change, social justice and equity. Remember, this generation of associates grew up with information at their fingertips and expect to know how their individual work impacts an organization’s larger purpose and the world as a whole. This may put them at odds with the traditional law firm demands for billable hours and personal sacrifice in exchange for career advancement and a big paycheck. How is your firm appealing to this new generation? Is there tension between what they want and what your firm expects from them? #lawjobs #legaljobs #legalrecruiting #probono #publicinterest For more insights into job search strategies, the legal industry, and the California legal job market, follow SeltzerFontaine LLC, and connect with me and ring the 🔔 at Valerie Fontaine.

In-house titles are a mess: one person can be 𝗚𝗲𝗻𝗲𝗿𝗮𝗹 𝗖𝗼𝘂𝗻𝘀𝗲𝗹 and someone else with the same responsibilities can be called 𝗟𝗶𝗲𝘂𝘁𝗲𝗻𝗮𝗻𝘁 𝗠𝗶𝗰𝗸𝘆 𝗠𝗼𝘂𝘀𝗲 & 𝗝𝘂𝗻𝗶𝗼𝗿 𝗩𝗣, 𝗘𝗹𝘀𝗮 𝗼𝗳 𝗔𝗿𝗲𝗻𝗱𝗲𝗹𝗹𝗲. But I need to create some sort of structure for the upcoming Counselwell x ZSA Canada In-House Salary Report. Hoping to crowdsource feedback on whether I've done a good job allocating the following job titles into four buckets. What do you think about this split? Should any titles be moved to a different bucket? Category 1: General Counsel; Chief Legal Officer; EVP, Legal; Vice President, Legal Category 2: Deputy General Counsel; Assistant/Associate Vice President; Assistant VP Legal; Associate Managing Counsel; Associate/Assistant General Counsel; Director, Legal; Director; Legal Counsel Lead; Head of Legal; Head; Legal Department Manager; Manager, Legal; Senior Director, Legal Category 3: Assistant Corporate Counsel; Associate Director, Legal; Associate Director, Legal Affairs; Associate Managing Counsel; Associate Legal Counsel; Manager, Counsel; Chief Counsel; Compliance Advisor; Contracts Lawyer and Advisor; Contracts Manager; Senior Legal Counsel; Principal Associate Category 4: Corporate Counsel; Corporate Legal Counsel; Lawyer; Legal Counsel; In-House Counsel; Junior Legal; Legal Counsel, Assistant Corporate Secretary

Focus on Administrative proccesses

Whether you're applying for a job or working as a contractor with a municipality, one of the inevitable steps in the hiring process is the submission of a criminal record check. This protocol ensures a certain level of trust and safety within the public sector. But this begs the question: should the same level of scrutiny apply to those running for municipal office? https://wix.to/VS6IDqF #opinion #municipal