Plona Partners’ Post

I have the privilege of speaking with excellent legal talent in the Denver market, many of which are passively open to in-house opportunities. - From Fortune 500 companies to Amlaw 100 firms. If you are a GC, CLO, CHRO, or anyone who runs a legal department in the Denver market and want to stay up to date on top legal talent, let's connect. My goal is to empower you with the following: 1. Market Data. Accurate and up-to-date market data changes the game for recruiting. If you know what it takes to get the talent you need, your chance of timely success increases. 2. Top Talent. Everyone's ideal candidate looks a little different. Thus, I speak with a variety of candidates with different specialties, experience, and comp expectations. 3. Proactive Hiring: Maybe you have a role coming next week, in a few months, or in 2025 and want to have access to potential hole-in-one candidates. Transform your efforts from reactive to proactive so when the need comes, you are not scrambling to find talent. #Denver #Inhouselegal #legaltalent #legalrecruiting #Generalcounsel

Are you applying for the wrong roles? Think about where your expertise lies. What kind of work have you done in your career so far? Have you only worked in litigation and applied for corporate roles? Do you have one year of legal administrative assistance and applied for a 5+ year paralegal role? Take these factors into consideration when you're applying for jobs. If you think it might be a stretch to get hired (or even interviewed) somewhere, the employer will think it's an even bigger stretch. Stay diligent and be realistic with your expectations. Your career is a marathon, not a sprint. Good luck out there 👊 #Recruitment #Legal #ManageExpectations

Don't wait for more legal ops jobs to pop-up; get ready now for when they do! When talking to legal professionals looking to break into legal ops, I frequently hear: - "Not many legal ops jobs around here."  - "No legal ops job market in my region." Some even consider relocating to get a legal ops role, while others settle for a job they don't love. Before landing my first legal ops job, I had never seen a posting for one. This opportunity was in a different province, and despite my former employer's preference for hybrid work, I applied. The job had been open for over five months. I knew I had a better chance of securing the job than they did of finding the right candidate. As a result, I got the job. Fully remote. It took us 15 days to seal the deal. Before my next legal ops job, there weren't many listings either. I still applied to a few to test the waters. I knew I had a good chance of advancing to a higher role, so I needed to be patient. When the opportunity came, I was ready enough to know that it's the best one. It took us 21 days to seal the deal. Just because there aren't many legal ops opportunities available around you doesn't mean you can't pursue that career path. If this scenario sounds familiar to you, I opened 5 new discovery calls to discuss how you can secure a legal ops job in a challenging market. Use this link to book your spot now: https://bit.ly/4ang4D5 #legaloperations #inhouselegal #careertransition #careerdevelopment #legalcareer

I spoke to a candidate for the first time last Thursday and immediately matched her to a few unposted roles. The candidate received an excellent offer from one of those roles yesterday. Congrats! Find a recruiter who listens, aligns, communicates, preps and advocates on your behalf. My team and I are working with various sized platforms - global law firms, boutique and even in-house opportunities. Please feel free to confidentially reach out if you are interested in learning more about the process and opportunities in the market. #nowhiring #lateralhiring #legalrecruiter #boutiquelawfirm #amlaw #remotework

Looking to bring top legal talent into your firm? Here are some critical tips for a successful hiring process: 1)Define the Role Clearly 📝: Be specific about the skills and experience you need, whether it’s in litigation, family law, or corporate law. 2)Leverage Your Network 🔗: Tap into your professional connections and industry groups to find qualified candidates. 3)Focus on Culture Fit 🤝: Beyond skills, look for attorneys who align with your firm’s values and work style. 4)Streamline the Process ⏳: A smooth and timely hiring process shows candidates you value their time. 5)Ask Insightful Questions ❓: Go beyond the resume—ask candidates about their problem-solving approach and legal strategies. Ready to find the best legal minds? Let’s get started! Lawfirm.careers #LegalHiring #LawFirmRecruitment #LegalCareers #AttorneyJobs #HR

Stuck in the resume black hole? ️ Feeling like your skills are going unseen by the decision-makers who matter? We've all been there. Here's how a recruiter can be your secret weapon... 👉 Bypass the ATS: Get straight to the hiring manager. Say goodbye to generic job descriptions and hello to insider insights about the company and role. 📣 👉 Shine beyond your resume: Let someone who believes in you highlight your work ethic, character, and unique skills that stand out. ✨ 👉 Build genuine connections: Forget the cold applications. Recruiters open doors and build relationships that land you the perfect job. 🏆 Ready to break free from the resume struggle? Reach out to Katherine Guerrero or any one of our industry experts for help. #careerdevelopment #jobsearch #getarecruiter

Struggling to hire your next legal professional? Whether your vacancy has been live for a while and you're hitting a dead end, or you're only just starting on the hiring journey - we can help. With a national reach and regional specialists, we know the practice areas and markets inside out - as well as the movement of candidates within them. If you're ready to kickstart the process, click the link below to register a vacancy, or call our friendly team for an initial chat 📞 01772 259121 ➡️ https://lnkd.in/etFbsgeH #ClaytonLegal #Legalrecruitment #hiring #vacancy #lawfirms #legalprofessional #legaljobs

With the current market being quieter than usual, it's understandable why there's a reluctance to commit to permanent hires within in-house legal teams. However, it's interesting to note that external counsel spend continues to rise for many clients. While ad hoc support isn't a permanent commitment, it does come at a higher cost than having a slightly larger team in-house to cover more work. Despite the difficulties in hiring at the junior level and rising costs, there is still plenty of value to be found if people are happy to be flexible in their requirements. While having an exact fit for skillset is ideal, every in-house lawyer learns on the job and develops the skills to turn their hand to most things. #legalhiring #inhouse

Embarking on a transformative journey through the legal hiring landscape in a post-pandemic world! Join us at PS Companies for key insights and best practices that will guide you to career excellence. Your pathway to professional growth awaits – let's navigate it together! #LegalInsights #CareerAdvancement #PSCompanies

Embarking on a transformative journey through the legal hiring landscape in a post-pandemic world! Join us at PS Companies for key insights and best practices that will guide you to career excellence. Your pathway to professional growth awaits – let's navigate it together! #LegalInsights #CareerAdvancement #PSCompanies