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.
If you are a member of the ACC chapter in Kentucky, I look forward to meeting you on Sept. 26 at Churchill Downs. I will be on the 11:30 panel titled, “Me 2.0: The Importance of a Digital Profile for Career Development.”
Since this is your “Day at the Races” event, I also hope to show off the handicapping skills I learned from my uncle growing up near The Meadowlands in New Jersey. Who says we cannot mix business with pleasure?
Thank you to E.M. Lysonge, Vice President of Legal Affairs with Churchill Downs Incorporated, for the speaking invitation. I look forward to it. Mike
Evers Legal has been exclusively retained to assist Denver based WhiteWave Foods (NYSE: WWAV) fill a newly created Vice President & Senior Counsel position. This opportunity is directly related to WhiteWave’s growth. The company currently includes a robust portfolio of premium food and beverage brands, including organic leaders Horizon Organic, Silk, and Earthbound Farm. We seek an M&A attorney to support continued growth. This position will report to an exceptional Deputy General Counsel, and the winner will spend much of his or her time working directly with the EVP of Corporate Strategy.
7+ years of experience required. In-house experience a plus but not required. Email email@example.com with your questions and to express your interest. All inquiries will be treated as strictly confidential.
Congratulations to this year’s R3-100 honorees. This is a list of senior level women to watch. The “R3” stands for ready in three years to become a general counsel. Many of these terrific in-house attorneys are ready now, if you ask us. For example, check our Counsel Q&A for a profile of Wendy Hufford.
It was a privilege to participate in the nominating process. Read more about this program and see the full list.
Congratulations to Robyn Martin, who recently joined Potbelly. A 2000 law school graduate from Michigan, Robyn’s experience profile includes successful tenures with Winston & Strawn and DeVry. We thank Robyn for her long-term Evers Legal secondment with our client Tenneco, where she handled a wide variety of commercial contract and transactional matters.