Navy Kaur Binning’s Post

Nearly every week, I speak with attorneys who are only interested in in-house opportunities. As an attorney myself, I get the allure of going in-house. As a recruiter, I'm going to show you why limiting your search so narrowly is a bad idea. This chart shows all attorney moves over the last year, broken down by destination type. Only 10% of all attorneys who moved in the last year landed in-house positions, while a whopping 83% found themselves at law firms. Are you sure you want to leave 90% of your legal opportunities on the table while you chase after the remaining (highly coveted) 10%? My sense is that a sizable portion of the "in-house only" folks I speak with are really just trying to escape something. Maybe it's the billable hour. Maybe it's spending every day, night, and weekend in the office. My advice: Don't automatically rule out 83% of your options because you've had a bad experience with one or two law firms. Better firms exist that will offer what you're looking for, whether that be lower billables, higher pay, hybrid flexibility, mentorship, work-life balance, or something else entirely. If you're thinking about making a move but don't know where to start, let's talk about what factors are most important to you. That way, my teammates and I can keep our eyes peeled for the right firm and the right opportunity. stephen.scovil@lhh.com (630) 204-3760 Book time to chat: https://lnkd.in/gd-nqCsu

I’ve completed a short-term contract and want to share what I learned. First, the hiring process can be simple. The chaotic mess it is today is self-inflicted by employers choosing to use AI and other high-tech methods to find the perfect person (who doesn’t exist). While working on this contract, the company decided to hire a paralegal. One candidate was found through LinkedIn, interviewed with several partners, and was offered the job on the spot. BOOM! The process took at most two days. Second, I’ve always believed that we are all in some kind of pain throughout our lives. (Me included.) This includes spiritual, physical, mental, professional, and financial pain. Some of us show it; while most of us smile and pretend we’re fine. My belief was confirmed while working for a law firm whose attorneys are advocates for individuals. Their practice areas include civil rights (a very broad category), employment law, education law, defamation, sexual harassment, etc. I had no idea how often and widespread individual rights are violated every day and how much pain this causes our fellow humans. Lesson, always be kind even if you’re in pain! I’ve seen a lot of LI posts saying this, but I will tell you, all it takes is a smile or kind words to our fellow humans to make someone’s day. Hold the door open for someone. Let someone in who is signaling to change lanes. We don’t know what’s going on in each other’s lives. Maybe someone just lost their job. Maybe they’re going through a divorce, chemotherapy, foreclosure, etc. We are all in some kind of pain. Just. Be. Kind. Thank you!

🚨 More than 100 people have already participated in Brightflag's 2024 Corporate Legal Operations Compensation Survey, and it only launched yesterday! 🚨 Link in comments to add your voice. Participating only takes 2 minutes and 24 seconds. That's a bathroom break! This is the third year in which we've running this survey in partnership with Legal Operators, and one thing has stood out each and every time: compensation is not correlated with job title. As proof that this trend is almost certainly continuing, I offer five open "Legal Operations Manager" positions that include base salary ranges. I'm not passing judgment on these opportunities, just observing that pay and title still have very little to do with one another: ⚡️ Caldera Care: $90k ⚡️ Connecticut State Colleges & Universities: $114k–$143k ⚡️ DEKRA North America: $60k–$70k ⚡️ Patreon: $145k–$196k ⚡️ Stability AI: $126k–$234k That's a lot of variability! #legalops #legaloperations #compensation #paytransparency

Summer hiring slowdown? Nope. While the overall volume of attorney hiring in Florida might be down, I have not seen a slowdown as we enter the summer. What I do see is a slowdown in attorneys considering a lateral move. Many attorneys wait until the fall/winter to consider making a move because it's been programmed into their minds to wait for their year-end bonus before making a move. But when the majority zigs, you need to zag. In the summer, you will have less competition and many firms will match year-end bonuses. If there might be a better opportunity for you, are you really going to let the time of year dictate your happiness? You need to take control of your career, now. 𝗕𝗲 𝗨𝗻𝗰𝗼𝗺𝗺𝗼𝗻ᵀᴹ ---------------------------------- For insights into the legal industry, Florida legal market, and mindset, click the 🔔 or follow me at Brian M. Moskowitz #BeUncommon #LegalRecruiter #FloridaLegalRecruiter

Money isn’t always the answer. Biglaw is throwing money around in the hopes of attracting and retaining top partners and associates, but increased pay and bonuses are easy for competitors to match and, therefore, convey no lasting competitive advantage. Using stay interviews to ask employees what they value most in their relationship with the organization and seeking to provide it creates sustainable advantages. This is especially important for mid-sized and smaller firms which cannot compete on the basis of salaries and benefits. They must find other ways to differentiate themselves and keep their lawyers and staff members happy. Interestingly, studies show that the law firms which best held onto their associates didn’t give the largest associate pay raises yet maintained billable hours in the same range as those offering top compensation. These findings indicate that money alone isn’t enough to retain valued associates. What else does your firm have to offer when competing to recruit and retain the best and the brightest? #lawjobs #legaljobs #legalrecruiting #retention #stayinterview 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.

Is compensation 𝐨𝐟𝐟𝐢𝐜𝐢𝐚𝐥𝐥𝐲 no longer the predominant reason attorneys are taking new jobs...? Yes, a LinkedIn poll isn't necessarily the world's most reliable data study. But the fact that the remote/hybrid option won 𝘴𝘪𝘨𝘯𝘪𝘧𝘪𝘤𝘢𝘯𝘵𝘭𝘺 more votes than compensation is indicative of a shift in the market that can't be ignored. If you're struggling to attract top legal talent - you might want to reconsider your strategy.

A client had a specific issue in his law firm that was actually three problems in one… He was talking about hiring a new team member. Seems basic enough. Should we hire the person, yes or no? But it wasn’t quite that simple… We needed to consider: - does the hire just solve a short term issue while creating a long-term burden (which changes the need for a freelancer or company versus a W2 employee)? - is the potential opportunity created by hiring someone actually one we want to undertake, or is it a distraction (that is fun and does make money) from the bigger picture/mission? - what the actual role that needs to be filled to free up the law firm owner’s time? Sometimes, we need to zoom out… It’s easy to have blinders on when problem-solving. Issues often appear to live in a vacuum. Isolated to the one decision. Of course… most of the time… it interacts with other parts of your law firm. Ultimately, the answer was yes on hiring. And he decided to “upgrade” from making a part-time hire to a full-time team member. It will free him up a lot more and create additional capacity for new clients. Best of all… he feels resolute and confident in the choice. —— I’m Charley Mann, and I help law firm owners develop their personal operating system to make better decisions in life and law firm. Curious what that means? DM me and I’ll point you to a powerful resource to help you out…

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.

I'm now on my third day of striking. I also love my job. One may wonder: How can these two statements coexist? Let's start with some of my personal background. I didn't take a traditional route through college or to the journalism profession. I graduated from Monmouth University (Fly Hawks!) with a BA in Communication when I was 30 years old. When I was hired at Law360 three years later, I had about 10 years of freelance experience, but it was my first full-time reporting job. I had mainly paid my bills by working in and managing a coffee shop. I am forever grateful to Law360 for allowing me to prove myself as a reporter and work in this profession for a living. I enjoy learning something new about our tax code every day, and it is truly humbling to think that I do something that provides value to the highly sophisticated tax professionals who read our content. I never could have imagined myself in this job when I was crafting half-caf, skim-milk mochas for years on end. That alone motivates me to work as hard as I can here every day. With that said, I'm not merely grateful just to have this job. I, like the rest of my colleagues, understand the value we provide to Law360 and LexisNexis, and are asking to be fairly compensated. And when the company announced it was laying off about 10% of the newsroom just hours after telling us that Lexis' profit growth reached a decades-level high, it underscored how volatile this employment opportunity is, regardless of how much the company benefits from our hard work. Once the strike is over, I will gladly return to informing our audience about SALT developments, and will approach my job with the same level of passion that I have since I was hired nearly seven years ago. But make no mistake, I will be just as zealous about striking until then because if these last two years of bargaining over our new CBA has shown me anything, it's that this may be the only way to ensure that the company will formally recognize our worth. If I still have your attention, did you want that mocha with whipped cream or without? Sorry, I meant please consider supporting our virtual picket line and avoid engaging with Law360's stories until the strike is over. You can do so here: https://lnkd.in/eN5ejExW