Whitemore James Black, Inc.’s Post

The in-house legal market is warming up! Over the past 12 months, we saw a slow down in hiring. But, it seems that the market is starting to gain strength. Talking with GCs at VCs, it sounds like their workload is picking up and we're seeing the knock on effect with hiring in the tech space. Businesses focusing on profitability have increased the sizes of their sales teams and the demand for commercial counsels is high. I'm hiring for a few roles currently that are worth mentioning: - Head of Commercial Law (Berlin) - Commercial Counsel (Berlin or remote) - Legal Counsel - Commercial, IP, IT, Privacy (Berlin) DM for more info. #Legal #LegalJobs #InHouseCounsel

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There's a lot of talk about the highly sought after "first legal hire" role. Rightfully so - it's an exciting position! But so far this year, I've seen a greater number of 𝘴𝘦𝘤𝘰𝘯𝘥 legal hire roles. Startups obviously took a beating in 2023. But now that the market is correcting itself, the GCs who toughed it out solo are finally getting the approved headcount for a 2nd hire. Naturally, it's 𝘴𝘶𝘱𝘦𝘳 tempting to rush into hiring after being solo for so long. But hiring needs to be done with strong & clear intention. Before running to get the first "perfect candidate" you can find, you HAVE to take a step back and evaluate your needs, or you risk an unnecessarily drawn out search and/or quick turnover. These are 3 big 2nd legal hire trends I've been seeing: ✨ 1: Specialized GCs are bringing on attorneys with completely different skills to balance out the in-house coverage & reduce outside counsel spend. Lots of corporate-focused GCs hiring healthcare/regulatory attorneys. ✨ 2: Generalist GCs are more keen on all-around support. Think more junior versions of themselves who have a solid foundation & a hunger to develop/grow. ✨3: Both types of GCs who are drowning in paperwork and processes are turning to legal ops pros, contracts managers, and/or paralegals. Like I said before - while it can be tempting to chase after the shiny senior attorney, depending on your workload, these can be more efficient & cost-effective hires.

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I spend a lot of time speaking with people who are looking to change legal ops roles. I encourage them to think about the following: ✋ Head of legal ops or not: Do you want to be the person running the function? I know people who stepped up into the role and enjoy it; I also know people who are happy to remain individual contributors in legal ops. 💡 Originate or inherit legal ops: Do you want to be the company's first legal ops hire? Building a function from scratch can be exciting. It can also be a slog. To be sure, it's a different kind of challenge altogether. 🏢 Company/legal team size: Do you want to work in a small, medium, or large company (which usually maps to legal team size)? IMO there *is* a "right answer" for each individual based on experience. At this point you can say (for example), "I want to originate the legal ops function at a medium-sized company." Then it's a question of comparing offers against one another. My strong recommendation is to prioritize as follows: 👱 Work for the best boss you can find. A great boss is what will ultimately get you the scope, comp, and title you want. 📑 Scope is so important because, uh, it's what you'll actually be doing. Make sure it aligns with your ambition and interests. 💵 Say it with me: Comp is more important than title. Comp is more important than title. Comp is more important than title. #legalops #legaltech #hiring #jobsearch

There are some reasons to feel encouraged by the legal ops job market in the last few weeks. Here’s a roundup of the things I saw in July (outside of publicly posted opportunities). One of our Fortune 500 clients converted a strategic legal ops leader from a consultant to a full-time director-level position last month. The GC of a publicly-traded company with $50B+ revenue secured buy-in to backfill a high-level legal ops headcount. The GC of a technology startup secured funding to hire its first legal ops consultant on a temp-to-perm basis. A legal ops leader upgraded to a new role upon being recruited to an unposted director-level legal ops position. This isn’t the only legal ops pro I spoke to this month being recruited to an unposted role. It can pay to be visible / network. Budget for flexible / consulting engagements often precedes buy-in for full-time headcount in my experience. So it should be a positive sign that Priori has had 10+ flexible legal ops engagements in the last six weeks ranging from Fortune 500s to startups. These have been mostly mid-level roles in some unexpected industries (not tech) and geographies (lots of activity in the Midwest). I know job searches can be frustrating, and I’m not suggesting that there has been a massive influx of legal ops jobs at all levels being posted. Just that there are some positive indicators out there. And if you’re on the legal ops job hunt, I’m here to support you however I can.