The 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:
- Revenue growth.
- Employee growth generally.
- A continuing desire to reduce outside legal spend and bill analysis, supporting greater use of in-house counsel. More
I am humbled and grateful to receive this recognition during Mentoring Month from United Latinos for Education Empowerment and Development (ULEED). Mike
Ho 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
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.
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.
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 firstname.lastname@example.org with your questions and interest level.
“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
Congratulations to Aaron Goodman! Aaron recently won a long-term insourcing engagement with our client Re:Sources USA. Aaron’s background includes five years with Kirkland & Ellis and two years of in-house counsel experience with Orbitz.
If your law department might benefit from a non-headcount insourcing solution, please give us a call for details.
Should a general counsel also hold the chief compliance officer (CCO) title? Associations that have sprung up in support of the CCO function say definitely no and advocate for a direct reporting relationship between a CCO and CEO, while other experts believe there are strong benefits to combining these roles.
Objective research offers insight into how companies are actually approaching the topic.
And that is: There is no one-size-fits-all answer to this question. A Deloitte survey—released earlier this year, and the best stats I could find on the topic—states that only 17 percent of CCOs also hold the GC title. More
Congratulations to Amy Sohl, who starts as Senior Counsel with IRi Worldwide on September 15th. Amy had been at IRi on assignment via our insourcing platform for six months, and we are very happy to report this win-win outcome. Amy’s background includes a JD from the University of Chicago, teeth cutting with Vedder Price, and several years in-house with BP. Not too shabby, right?
I thank our VP of Recruiting, Meredith Haydon, for recommending Amy to IRi.