All posts by Mike Evers

Baxter, Senior Counsel (M&A), Boston

Evers Legal has been exclusively engaged by Baxter to help fill a newly created Senior Counsel position, to be located in the company’s new Cambridge, MA research facility serving the BioScience side of the company — which will be spun out in late 2015 as Baxalta.

We prefer candidates who are local to the Boston area… seeking highly qualified attorneys with major law firm M&A experience.  The role includes supporting the core BioScience business as well as Baxter Ventures, which invests in early-stage healthcare firms.  Ideal candidates will be 6+ years out of law school.  In-house experience desirable but not required.  This opportunity is ideal for a senior law firm associate or junior partner who wants to make the right move into an in-house career.  Compensation is strong and includes significant equity.

Daily activities will include licensing, business development support, outside counsel management on deal work, and strategic counseling to the R&D team.  Position will report to a senior level attorney at Baxter HQ in Deerfield, IL (north suburban Chicago), and travel to Baxter HQ will be required.

This is a uniquely exciting opportunity… you will be well positioned as a key player as the BioScience division of Baxter becomes a separate publicly traded company (Baxalta) next year.  Call Mike Evers at 312-225-1144 with any questions or email your resume to

Commercial Contracts (Chicago area)

Our law department clients in Chicagoland are once again showing an appetite for experienced commercial generalists with in-house experience who are open to working via our secondment service offering.  In a nutshell, we pay better than ordinary “contract attorney” staffing firms in order to get the best available attorneys in this category.  We are particularly interested in candidates who want to work in distant suburbs, such as Naperville to the west and Lake Forest to the north.  Please send a resume and call us for a conversation about our non-traditional placement opportunities.  A significant percentage of our secondments have turned into direct hire placements, although we can never guarantee that outcome.

3 Big reasons for headcount growth in 2015

CultureFitJan15-smallThe conditions for law department growth have never been better. So, if you are going to lobby your CEO for additional headcount, this is the year to do it.

Companies are always cautious about expanding law department headcount. But the three drivers required for hiring are all in place:

  1. Revenue growth.
  2. Employee growth generally.
  3. A continuing desire to reduce outside legal spend and bill analysis, supporting greater use of in-house counsel. More 

Santa’s helpers: recommendations for your law department

CultureFitDec14Ho ho ho. We used to come bearing holiday gifts at this time of year. But Sarbanes-Oxley pretty much squashed corporate gift giving. In 2012, a client even resisted the delivery of customized M&Ms onto which we put the client’s logo, worried it might violate the company’s gift policy. Accordingly, Evers Legal abandoned holiday gift giving all together.

But this is not a “bah humbug” column, and I assure you that I’m not Scrooge. So, instead of candy, I will now spread good cheer in the form of high quality recommendations you can use in 2015. You are all excellent at selecting outside counsel and don’t need me to make additional suggestions on that front. But there are other services that you use, or from which your company can truly benefit, with less frequency. And when you use these kinds of very specialized services, you really want to get it right. More 

Congratulations Susan Hallsby

We are pleased to thank and congratulate Susan Hallsby on winning a long-term assignment with the law department of Hub Group, the Oak Brook based transportation industry leader.

Susan is an in-house veteran with a wide range of commercial experience, including contracts, transactions and litigation management.  Her previous employment includes Dow Chemical, and Assistant General Counsel with OSI Industries.

Call us at 312-225-1144 to talk about how we can bring the right resource (on our payroll or direct hire) to your company.

Crain’s article: M&A impact on in-house counsel positions

Hmm… I think I come across a bit grouchy. We do, after all, work with a lot of in-house counsel who are displaced post-merger and I do feel the pain from folks who do not land softly and quickly. But there really is a huge glass half full element here: Companies truly like candidates in this situation, because the reason for seeking new employment is very “clean” and completely unrelated to performance or perceived dissatisfaction.

Anyway, it’s always fun to be quoted in Crain’s and, most importantly, I do think this is an important topic worthy of discussion.


Full-time, well-paid secondment opening

Our client is a Fortune 500 company in the western suburbs of Chicago. Immediate opening for a senior level attorney who can run with large scale projects. This company is addressing assessment of Independent Contractor versus Employee status on a major scale, on a state-by-state basis. There is a variety of interesting legal work to be done and managed related to this core issue. The role is ongoing with the potential (but we cannot promise) of direct hire conversion down the road. Our pay rate for this will be very strong.

The ideal background:  a senior level in-house commercial generalist with project management and issue spotting skills. Specific experience with independent contractor related issues a plus, of course, but not absolutely required. A generalist with litigation management, exposure to employment law, and commercial experience would do well.

Please email with your questions and interest level.

As more companies put legal recruiting in the hands of HR, help me help them

Culture Fit (Oct) art“I would like to use you, but our HR team is in charge of the opening,” a general counsel we respect and have known for years said to me during a recent phone call. This is not a new development, of course. Many organizations fill law department positions without using any outside search firm. But not too long ago, the law department always took charge of selecting the search firm when, indeed, the company decided to use one. Accordingly, we have focused for 20 years on building relationships with you—lawyers and law department leaders.

However, our firm is not well known within HR circles. I intend to change that. By building relationships with HR leaders, I hope we will earn the right to serve more of your law department’s needs. The challenge is getting in front of the right people for introductory meetings in advance of needs arising. Like all executives, HR leaders resist unsolicited inquiries. More