I’m writing this Culture Fit column on July 3, on a plane to Vegas, on my way to play for the first time in the Main Event of the World Series of Poker. I may update with a post-script, but how I finish the tournament is not particularly relevant to the Culture Fit topic it inspires me to write about right now. It is this: Control.
Many of us who went to law school, including yours truly, are control freaks … whether we admit to it or not, we want control of our careers, our future, our lives. There is a lot about the business life I have created for myself that satisfies this craving. I can control my environment for the most part, make choices about how to best use my time, and no one can fire me.
And yet, I continually put myself into positions where the quest for control is consciously made in the face of the uncontrollable. At the poker table, a skilled player is always trying to control the action, control betting patterns, and ultimately control the behaviors of his or her opponents. Indeed, one can have a certain kind of control at a poker table. I can choose to fold, call or raise on any given hand. I have choice and control of my behavior. But, of course, I cannot control the outcome. Even the best players will lose frequently due to multiple factors outside of their control. The best one can do in poker is work toward obtaining a strategic or statistical edge. More
In today’s social media-rich and reliant world, most people have an online presence. Whether its family photos shared on Instagram, life activity updates on Facebook or professional profiles on LinkedIn, it has become increasingly easy for anyone to not only find people online after just a few taps on their keyboard, but also to learn a lot about them. When it comes to looking for a new job, this can be both good and bad.
We’ve all heard stories of job offers being rescinded after an employer Googled a potential candidate and found posts or photos not in line with that company’s values. And over the years, those stories have served as a warning to us all—when it comes to social media, it’s best to err on the side of caution and present your best self.
But social media also serves as an extremely valuable tool in the job search process. Chances are, most legal professionals—if not all—reading this column have a LinkedIn profile. And the more connections you have on LinkedIn (and, in some cases, other social media sites), the likelier you are to be visible to influencers and decision-makers who may benefit your career. Essentially, your profile can be the key to finding your next great job or making valuable professional connections—so use it to its fullest potential. More
Born in Cuba, Luis Machado came to the U.S. with his mother and sisters when he was only four years old. He and his family settled in Union City, N.J., where he spent his childhood—not only developing a love for Springsteen’s music, but also attending the local Catholic schools and then Saint Peter’s Preparatory School in neighboring Jersey City.
For as long as he could remember, Machado had always planned on becoming a doctor. After graduating from Saint Peter’s, he headed to the University of Michigan, where he began a pre-med program. But it didn’t take long for Machado to realize the medical profession wasn’t his dream.
“I realized one day I didn’t want to be a doctor, so I was confronted with that dreaded scenario: Break my mother’s heart and leave the pre-med program or continue studying for a career I knew wouldn’t make me happy,” he explained. More
With headquarters in the Loop, our publicly traded Fortune 500 client is heavily unionized. We seek a traditional labor lawyer for a role that breaks down approximately as follows: 30% negotiating collective bargaining agreements, including in multi-employer settings; 30% administrative claims management; 30% grievance arbitrations / union relations; 10% general employee relations counseling and advice.
Travel approximately 25%, all domestic.
Seeking 6+ years of experience. We will consider candidates coming straight from a law firm. Public sector labor lawyers with CBA experience who want to move into the private sector will be favorably considered as well.
Interested candidates should please send a resume to firstname.lastname@example.org. We will not send your resume to this (or any other) client without first providing the client name and additional details, meeting with you in-person, and getting your permission (if mutual interest) to proceed.
A note of thanks. For years, I wrote the career advice column for Inside Counsel. American Lawyer Media purchased Inside Counsel a few years back and slowly merged it into Corporate Counsel (an ALM holding), which is now the dominant trade publication for in-house attorneys.
Corporate Counsel kindly invited me to continue in a similar role for them, and you will see links to the most current career advice column at our home page.
Please also look for an upcoming article by Dan Clark in the September issue of Corporate Counsel. Dan is a terrific writer who is taking on the challenge of reporting on the ongoing evolution of the General Counsel role… from back office cop to mission critical business partner in the C-Suite.
In the past two years, our Adjunct Counsel service has “blown up” among law departments in the Chicago area. For clients and potential clients: At your request, we can provide examples of dozens of successful assignments over the past decade, resumes of attorneys who are working as Adjunct Counsel for us now, and of course resumes of outstanding in-house counsel who are available to meet your specific need. We have a terrific commercial generalist available (David L.) who is coming off a family leave absence coverage assignment in mid-August, and an experienced intellectual property attorney (Patti S.) who offers tremendous value. Just examples.
One important change that has been in place for over a year now, but we want to call attention to this for any attorney who may wish to apply for our Adjunct Counsel opportunities: we offer benefits including health care coverage. We were behind other larger staffing firms (like Axiom) on this issue in the past, but our volume and infrastructure has grown to match the competition on health care benefits. This enables longer term assignments and longer term relationships with Adjunct Counsel who may wish to work on consecutive assignments.
Email email@example.com to inquire about Adjunct Counsel work.
We are pleased to congratulate Julie Halperin on joining Univar as Senior Counsel. Julie received her joint JD/MBA from Northwestern in 2009, cut her teeth as a corporate finance associate with Goldberg Kohn, and most recently served as Senior Counsel with BMO Harris. Julie also worked as a Consultant for Accenture prior to attending law school.
Thank you to the legal and HR leadership teams at Univar for partnering with our firm on this engagement.
W. Scott Nehs had an idyllic childhood. He grew up in a log cabin along the Rock River in southern Wisconsin. He spent his winters playing hockey and focused on golf whenever the weather allowed. Both of his parents were teachers—so the family of five spent long relaxing summer breaks together playing sports, being active and traveling—often to Ohio to visit Nehs’ grandparents.
It was during those summer trips to Ohio—when Nehs spent as much time as he could with his grandfather, William C. Leonard—that shaped the career he would have later in life. Bill Leonard, a local attorney, was not only a well-respected pillar of his community, he was also an extremely proud and involved grandfather. He would let Nehs tag along with him to his law office, a gesture that made an enormous impression on his young grandson.
“In my mind, I thought I was helping him at work. I realize now, in his mind, it was more about showing off his grandson,” Nehs says. “But it was on those trips that I saw him interacting with his partners and clients. His approach was that law is a serious business, but it’s ultimately about helping people solve problems. He also felt it was important to keep a sense of humor.” More
As any in-house counsel is likely to tell you, their role in both a legal department and the overall organization presents both rewards and challenges. As highly educated professionals—often with years of experience already under their belts—in-house counsel at all levels of a company have important jobs that require specialized skills. But are they happy in their careers?
At Evers Legal, that’s a question we’ve pondered for a long time—and two years ago, we decided to ask our subscribers in our first-ever Evers Legal Career Satisfaction Survey. This year, we asked again.
Not surprisingly, and just as we learned from our results in 2016, in-house counsel at all levels—from legal counsel to chief legal officer—have an above-average career satisfaction level of 3.43, on a scale of 1 (lowest) to 5 (highest). And they find their jobs highly satisfying in many ways. More
In addition to direct hire traditional recruiting, we offer an Adjunct Counsel service for law departments with project needs or headcount restrictions. This is on-site work as a valued member of the departments we serve… not the lower end document review contract attorney work (which is often off-site or via a law firm).
Since this blog gets circulated and read by other search and staffing firms, we have to keep client names out of the following descriptions. Otherwise, the GC’s at those companies will get hit with unsolicited calls and resumes. The following are real openings, immediate needs with excellent law departments in the Chicago area:
Senior level (10+ years) client facing operational support… commercial contracts, counseling, and government compliance. Title IX or other higher education experience a plus. Full-time, in the Loop, duration estimate 8 to 12 weeks.
Junior level (2 to 6 years) client facing operational support… primarily commercial contracts. Client is a web based commercial enterprise. Full-time, in the Loop, duration through end of 2018. Possibility of extension into 2019 or direct hire conversion.
Senior level (10+ years) minimal client interface… securities expertise (’33/’34 Act) required for proxy season support. On-site in Loop, part-time with flexibility on exact hours, duration estimate through August.
Compensation: Our lowest hourly pay rate is $60, for junior level work only. Most of our Adjunct Counsel are paid $80 to $100 per hour, with a few assignments calling for pay rates above $100 per hour. In some cases we engage Adjunct Counsel as independent contractors (especially for those attorneys who are also juggling other clients), but most of our Adjunct Counsel are W2 employees and benefits eligible. Most of our assignments are full-time and unsuitable for attorneys with an active law firm practice.
In addition to the three active openings listed above, we of course welcome general inquiries and resume submissions for consideration as new opportunities arise. Send resumes to firstname.lastname@example.org. Thank you.