Tag Archives: legal hiring

Career Advice With Frank D’Amore

Name: Frank Michael D’Amore
Company: Attorney Career Catalysts, LLC
Company Description: Legal Recruiting and Law Firm Mergers Firm
Company Website: www.attycareers.com

 What skills are most in demand in the legal industry right now?

IP continues to be hot and that is unlikely to change any time soon. Because of how litigation-heavy most law firms are—especially at the large firm level—there always is a need for lawyers in that practice. As a corollary, excellent transactional lawyers, because Continue reading Career Advice With Frank D’Amore

5 Skills to Develop Now to be Considered for GC in 5 Years

General counsel is a key role within any organization, and the skills required to be successful at it go way beyond legal knowledge. For a corporation to hand the reins of their entire legal department to one individual is a huge show of faith, and candidates looking to be seriously considered for a GC role must prove themselves worthy of the responsibility. A GC is highly skilled in a multitude of disciplines. They also must possess a deep knowledge of both legal and business matters, and be able to predict how they will intersect and affect one another.

The following are 5 key skills you’ll want to develop now to position yourself as a strong candidate for general counsel within 5 years.

Leadership Skills

They say great leaders are born, not made, but there are attributes possessed by natural leaders that can be practiced and learned. Start by consistently making opportunities happen. Become known by firm leadership as the in-house counsel who’s always taking on more than you’re asked to do. Take the helm on important projects and be sure your contributions have measurable impact on the firm’s bottom line. Great leaders have a tendency to make those around them great as well, so don’t miss out on opportunities to mentor and coach your peers and colleagues. Companies also want GCs who can effectively delegate responsibility.  By inspiring those around you, people will learn to follow your leadership, which builds your reputation and is a good way to get noticed as someone who can take charge.

Continue reading 5 Skills to Develop Now to be Considered for GC in 5 Years

Career Advice with Roger Juan Maldonado, Partner at Smith, Gambrell & Russell, LLP

 

Career Stats

Name: Roger Juan Maldonado
Current Role:
President, New York City Bar Association; Partner at Smith, Gambrell & Russell, LLP
Law School:
Yale Law School
First Job:
South Brooklyn Brooklyn Legal Services
Years of Experience:
37

 

Tell us about your career path and how you got to be where you are today?

I began my legal career as an attorney in the Housing Unit of South Brooklyn Legal Services (“SBLS”). We handled the entire spectrum of litigations, ranging from hold-over and non-payment eviction proceedings, actions against landlords to remedy housing code violations, administrative proceedings on behalf of public housing residents, appeals in State and federal courts and class actions on behalf of applicants for and recipients of Section 8 benefits.  The Project Director at SBLS also asked me to assist him in the class action brought or behalf of students requiring special education services and to focus on the needs of English-Language-Learners.  Believe it or not, I am still working on enforcement proceedings related to the Consent Judgment entered in that case (the “Jose P.” litigation).
 
When my wife became pregnant with our second child, she decided that she wanted to take some time off from her medical career, which necessitated my moving to private practice.  I joined Teitelbaum & Hiller (“T&H”), a small firm whose named partners had represented English-Language-Learners in a different class action and who welcomed my bringing the Jose P. litigation with me to the firm.  At T&H, I obtained my first major client (the Government Development Bank for Puerto Rico — the “GDB”) through contracts from college, law school and Kathy Wylde, whose former agency SBLS had sued in actions challenging a planned major development on the grounds that it would accelerate the displacement of low-income residents in the surrounding areas.  Fortunately, Kathy did not carry a grudge — in fact, she reached out to introduce me to the GDB as soon as she learned I had entered private practice.
 
In 1996, T&H dissolved and I joined what became Balber Pickard Maldonado & Van Der Tuin, PC (“BPMV”), where I brought the Jose P. litigation and several actions on behalf of the GDB with me.  At BPMV — through the same college friend who helped me obtain the GDB as a client — I began representing Spanish-speaking musicians in copyright infringement cases brought against the major record labels and music publishers (My friend knew I was fluent in Spanish and would be able to communicate directly with my clients).  I also began representing Latin American companies and Spanish-speaking entrepreneurs in commercial litigations and arbitrations brought in New York, Puerto Rico and Florida.
 
In February 2017, BPMV merged into Smith, Gambrell & Russell, LLP (“SGR”), where I continue to represent musicians, independent record labels and publishing companies in copyright infringement actions and matters involving payments of royalties and enforcement of contracts relating to the music and publishing industries.  I also continue to represent Latin American companies and Spanish speaking business-persons in commercial litigations and arbitrations, and the Jose P. class of students who require special education services.  In November 2017, I was nominated to serve as President of the New York City Bar Association.  I began my two-year term as City Bar President on May 15, 2018, and just one week later had the privilege of introducing Justice Ruth Bader Ginsburg at the annual lecture on Women and the Law that the City Bar hosts in her honor.

What’s the biggest challenge in your current role, and how are you handling it?

Right now, my biggest challenge is balancing the pressing requirements of my litigation and client matters at SGR, while also attending to my duties as City Bar President, where I must meet with each Chair of the City Bar’s 150 Committees and Task Forces, review all reports drafted by these entities, participate in many meetings as the City Bar’s representative and serve as host for many functions sponsored by the City Bar.  Fortunately, my wife (who has returned to work on a full-time basis) has agreed to shoulder even more responsibility for keeping up our home, and our two children are grown and have embarked on their own legal careers.  I would not have been able to accept serving as City Bar President, however, without the support of my partners and colleagues at SGR, who already have begun to assist me with and take over certain of my litigations and client matters.

Where Do You Go For Career Advice?

As always, I look to my colleagues at my firm for advice on complex strategy decisions in my litigations and matters, on how to deal with difficult clients and whether and how to take on a new client or matter.  I have the benefit of now having many more colleagues at SGR, including my former BPMV colleagues, whose counsel I can and do seek.  With respect to my duties at the City Bar, I consult the excellent staff of the City Bar on all decisions I must make as City Bar President, and also turn to former City Bar Presidents for advice on matters with which I know they have greater experience than I do.

Tell us more about your focus as City Bar President:

I’ll preface this by saying that every former City Bar president I’ve spoken with has made clear that it will be necessary to respond to the issues of the day as they come up, separate and apart from the agenda items I may wish to pursue. That said, I believe that it’s important for the City Bar to engage other institutions and organizations in a collective effort to better understand the appropriate role of law in society.  We need to work together with the communities in which we live and work and those with which we interact – here in New York, across the U.S. and abroad – to ensure that the rule of law operates to serve all members of these communities and not just those with the resources to access the courts and petition government.  The Committees and Task Forces at the City Bar should continue to analyze and comment upon the current legal framework pertaining to immigration, access to justice, women’s rights, housing, education and health services, to name just a few of the issues we are likely to be called upon to confront one way or another by external forces.

Beyond work, what is most important to you?

My family is the single most important thing in my life.  Fortunately, my wife, children, parents, brothers and other close family members always have taken great interest in the other two things that matter to me — my career as a lawyer and my service to the community through the City Bar and other non-profit organizations.  For many years I have served as the City Bar – designated Board Member of the New York Community Trust (the “NYCT”), which provides grants to non-profits in the greater New York City area and, at the request of certain of its donors, throughout the United States and the rest of the world.  Recently, I was asked by Kathy Wylde – the same former agency official who introduced me to the GDB — to serve as an advisor for a fund established at the NYCT to provide much-needed financial support to Puerto Rican organizations undertaking hurricane relief efforts in Puerto Rico.  Prior to becoming City Bar President, I chaired the City Bar’s Task Force on Puerto Rico, which has focused its work on legal issues involving Puerto Rico’s efforts to recover from its long-standing fiscal crisis that was compounded enormously by the destruction wrought by Hurricane María.  As City Bar President, I will continue to work with other organizations on efforts to assist Puerto Rico.

See our law firm openings and start your job search with Lawjobs.com today.

Law School News: Columbia Law Boasts Highest Hiring Rates

The results are in from the Law.com Go-To Law Schools list for 2018, and Columbia Law School ranked #1 for the 5th year running based on their strong performance of 2017 JD graduates who took associate jobs at the nations’ largest 100 firms. An impressive 68% of their 432 2017 graduates ended up at NLJ 100 law firms.

There are many factors that go into selecting a law school, but this research gets right to the point of what many prospective students really want to know – how will their degree ultimately lead to a job in the legal field.

So how do they do it?  Here are just a few factors that work in Columbia’s favor:

Location, location, location – Columbia happens to be in one of the biggest legal markets in the U.S., so students are better located to attend recruiting events, network, and join summer associate programs in their own backyard.  This correlation can also be seen in the 2nd and 3rd ranked law schools, University of Chicago and NYU.

Alumni – the Columbia alumni network is active and very involved in the recruiting process.  Having these connections in leadership positions at the largest law firms helps even more – last year 27 Columbia Law School alumni were promoted to law firm partnerships according to the report.

Reputation – quoted in an article on Law.com, Columbia Law School dean Gillian Lester said ‘the firms’ hiring teams know that our students will arrive with superb legal and leadership skills, ready to take on the most challenging assignments’.

Columbia is not alone in their success this year.  Here’s who else ranked highest in the 2018 Go-To Law Schools Report, and how these compare to the U.S. News & World Report:

1. Columbia Law School (ranked 5 by U.S. News)

2. University of Chicago Law School (ranked 4 by U.S. News)

3. NYU School of Law (ranked 6 by U.S. News)

4.University of Virginia, School of Law (ranked 8 by U.S. News)

5. University of Pennsylvania, School of Law (ranked 7 by U.S. News)

6. Northwestern University Pritzker School of Law (ranked 10 by U.S. News)

7. Duke Law School (ranked 10 by U.S. News)

8. Harvard Law School (ranked 3 by U.S. News)

9. Cornell Law School (ranked 13 by U.S. News)

10. University of California, Berkeley School of Law (ranked 12 by U.S. News)

 

 

 

Inclusion Riders and The Mansfield Rule: Women and Diversity in Law

On International Women’s Day it seems fitting that we highlight some of the efforts to increase diversity in the legal industry.

As #inclusionrider reverberated around the world this weekend following Frances McDormand’s Oscar speech, diversity advocates delighted. Started by the Annenberg Inclusion Initiative, the contractual provisions of an inclusion rider are not new.  However, they offer new hope that with widespread adoption we could see tangible changes. For those in a position to use them, it provides a way to take action and make an impact.

Writing in Corporate Counsel this week, Sue Reisinger speculates that “it’s possible some highly recruited executive—a CEO or general counsel perhaps—could likewise try to insert diversity hiring goals into an employment contract.”. Once in a position of authority though, executives have the power to increase diversity at the company, and also demand that their vendors and providers show a commitment to diversity in their own organizations. That of course extends to outside counsel too, and the list of corporations who are insisting on diversity among their preferred providers is growing.

Law firms are responding to this call for action at all levels. Cue the Mansfield Rule, born out of the 2016 Women in Law Hackathon hosted by Diversity Lab. According to their website “the Mansfield Rule – the next generation of the Rooney Rule – certifies that law firms consider at least 30% women and minority lawyers for significant leadership roles”.

The rule is so named after Arabella Mansfield, the first woman admitted to the practice of law in the U.S. in 1869. This is an apt reminder of how far we’ve come, but there is much more work ahead. These are all positive signs that the conversations are turning to action.  We’ll continue to follow these trends with interest.

Join the conversation and check out some of the great work being done by the following groups:

Minority Corporate Counsel Association

Women, Influence & Power in Law

Colorado Pledge to Diversity

Diversity Lab

Annenberg Inclusion Initiative

 

 

 

Leveraging Your Technical Skills for an In-house Role

According to a recent survey by Thomson Reuters, 74% of corporate attorneys believe that Millennials will bring technology advancements into the legal department.

That’s a great responsibility, but why is it so important?  The benefit to legal departments is that a tech-savvy team will help them be more efficient and effective – a critical combination in times when there is increasing pressure to do things ‘faster-better-cheaper’.

Technology for in-house legal departments can include:

  • Tools and platforms to help corporate counsel do their jobs more effectively. Anything that could be automated, should be automated.  Millennials are likely to be the first to advocate for this over manual processes, focusing their time instead on analyzing the metrics and data.

 

  • Mobile access. By adopting mobile technology that allows lawyers to work remotely, corporate counsel will have more flexibility in their workday.

 

  • Artificial intelligence. The possibilities are endless, and still largely undefined.   It will take digital-native and enquiring minds to bring these applications to life.

 

Millennial lawyers looking for an in-house role can leverage these technical skills as strategic assets, and quickly gain more responsibility by leading initiatives to implement new technology.

Start your job search with Lawjobs.com today.

What To Look For During Legal Recruiting Interviews

The legal recruiting process is very important when trying to make a hiring decision. If you are looking for a new attorney for your firm, getting the right person matters. Sometimes, it can be difficult to tell whether you have located the right attorney, or whether that particular lawyer simply interviews well. Making that determination before a hiring decision can save you a lot of trouble at a later date, when the person you have selected simply does not work out the way you intended. By learning what to look for throughout the recruiting and hiring process, you will be better prepared to get the best attorney for your firm.

What Interviewers Should Ask

Any interviewer who is focused on the legal recruiting process should be looking for the very best attorney for the job. Interviewers should look for attorneys who have a good work ethic, proper schooling, and a collaborative attitude that will help them at the firm if they are selected for the position. So, what can interviewers ask? Consider questions such as:

– What was the most important thing you learned in law school?
– What made you choose the legal profession?
– Where do you see the future of law in this country?
– Why did you choose your practice area? (personal injury, divorce law, etc)?
– What makes you most effective as an attorney?

Good Lawyer, or Good Interviewee?

Some people interview very well, but that doesn’t mean they are good attorneys. Deciding whether a person is truly competent, or whether they simply know what to say when they are being interviewed, can be difficult for an interviewer, but it is also a very important distinction to make. To make that determination, it is highly important to listen carefully to what a candidate says. Look for:

– Answers that are rehearsed or sound as though they are memorized
– Weaknesses that are actually strengths
– Smooth talk that avoids a direct answer
– Answers that are too fast, not well thought-out, or that delve into longer explanations than really necessary.


How Important is the Recruiting Process?

The legal recruiting process is extremely valuable. An attorney who is selected by any firm is one that has been chosen because it was believed that they would be a good fit for that firm. Not all attorneys are created equally, and many issues much be considered, including:

– Skills
– Abilities
– Where they went to school
– Quality of the work they do
– How well they fit into the firm where they have applied

In other words, personality matters in the recruiting process, as much as other aspects of hiring a new attorney to work at a particular firm. With the importance of various aspects, firms would be wise to take a careful look at their processes and make adjustments accordingly.