Taking a new job often comes with huge risks: It means leaving your comfort zone and engaging in the unexpected; it means forming new relationships with new co-workers in a new office; it means working in an unknown corporate culture that may or may not be a good fit. But not seeking out or accepting a new position—particularly for those who have spent several years in the same role—also raises some important questions: Are there better opportunities out there that I may be missing out on? Does my current employer value the work I’m currently doing? Can I do more meaningful work here or somewhere else? Am I being compensated appropriately? More
Going from x-ray technician to Executive Vice president, General Counsel and Corporate Secretary of Tampico Beverages, Inc., a multinational beverage company, it’s safe to say Pedro DeJesus chose the road less traveled.
As far as childhood education goes, DeJesus was far from typical. He started elementary school a year early, and by the time he was finishing up second grade, his teacher informed Pedro’s parents that he was too advanced for third. He jumped immediately into fourth grade.
A high school graduate at only 16, DeJesus really didn’t know what he wanted to do next. So he enrolled in a local community college on Chicago’s Northwest side and studied to become an x-ray technologist. After obtaining an associate’s degree, DeJesus worked for several years as an x-ray tech, but got the itch to do something different. A stroll past the Chicago Mercantile Exchange provided the answer. More
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 email@example.com with your questions and interest level.
Growing up an only child to hard-working parents in a small Midwest town, Christine Carsen excelled in school and set her dreams high. Taking note that the most successful people in her hometown donned either the title of “doctor” or “lawyer,” Carsen decided she would make a career out of one of these two respected professions.
When Carsen landed at University of Iowa, she first tried her hand as a pre-med student, but decided it wasn’t for her. Because the university didn’t have a pre-law program, Carsen immediately shifted gears to major in history, with a specific intent on going into law. More
Last month, I discussed why it’s important, when possible, for lawyers to volunteer for pro bono work. In summary, pro bono helps your career in three ways: it enhances your skill sets, offers opportunities to build relationships within the legal community and beyond, and allows you to demonstrate leadership skills.
Understanding the role pro bono plays in your career is the first step. Finding the right pro bono opportunities for you is the next. No doubt, you will be guided by your individual beliefs and likely target organizations that are doing work you strongly support. More
“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