Google You.

Google yourself. Go ahead. I’ll wait. It’s not an act of vanity, it’s a key job searching technique. What do you see? Hopefully what comes up contributes to the narrative you will convey in the interview. Are you an associate who is involved in several organizations or are your college party pictures from Facebook showing up? Are you the rainmaking attorney who is constantly pounding the pavement for clients or are you completely invisible on the internet? Whatever you see, tells a story to a potential employer (and potential clients for that matter). If the story isn’t what you plan to discuss in an interview, then you have to account for the differences. The time to create that plan is NOW and not when you are in the middle of an interview.

As we know, the problem is that you can’t just call up Google and ask to edit the search results. Sure you can take steps to organically change the results, but that takes time. Since you likely don’t have that kind of time, you have to understand everything that an employer can see and be prepared to discuss them if it gets brought up in the interview. This can include some stressful topics – anything that is a public record is something that can (and sometimes does) come up in an interview. We are seeing more and more employers search public records to get a fuller picture of a person, especially now that in-person interviews are less common.

Clearly you can’t undo the past, but you need to be prepared to discuss those items and take ownership (and show how things have changed for you). Showing an employer that you understand your past and can speak clearly about it is a good thing. If the results are positive, you can amplify them. If the narrative is not positive, you can explain them. Either way, knowing what an employer may turn up gives you a way to be as prepared as possible in an interview – and that’s worth all the effort!

Make Sure Your Resume Provides Enough Detail

We see a lot of resumes. The vast majority look like your typical resume: job history, education, bar admissions and maybe a section on interests and activities. Often times, this is all condensed to fit on one page – the way we were taught in college. While the format is generally okay, the biggest problem with most resumes is a lack of detail. Some people intentionally hold back thinking they will provide more detail in the interview. The problem with this strategy is you may never get to the interview without demonstrating enough pertinent experience in the resume.

The key when drafting your resume is to view this as means to “market” yourself – not just a reverse chronological list of job history. There is no such thing as too much information so long as it conveyed correctly (clear and concise). There are two ways to accomplish this: with a detailed resume or with a general resume supplemented with a detailed practice addendum. The addendum is often broken down by skills (securities, M&A, commercial agreement) with short/bullet point examples listed underneath. The benefit of using an addendum is that you can shift the order of skills dependent upon the job to highlight the pertinent areas and just use the same general resume. Otherwise, you want different versions of your resume if providing all the detail in just that document. Whatever method you use, just make sure you are providing enough detail to fully demonstrate why you are the right candidate for the position.

Your LinkedIn Profile

At Sand Search, we are constantly reminding people that they should be minding their online resume – the one that is on LinkedIn. While it doesn’t take much to maintain your account, there are a few things that will help you keep the account active and up-to-date, even if there is a sudden career change.

Something you can do right now that can help you with your job search in the future is to update your LinkedIn profile to have a non-work email address linked to the account. If you leave your current job (willingly, unwillingly or because of a crisis) or you simply can’t remember your password, you will avoid a lengthy process to get access to your account.

You will save yourself a lot of time and avoid a huge headache is you just take 3 minutes RIGHT NOW and add a personal email account to your LinkedIn profile.

Not sure how to do it? Here is the quickest way to update your account:

• Click “Me” on the top bar
• Under “Account” click “Settings & Privacy”
• Click “Account”
• Click “Email addresses”
• Enter a non-work email address

*Special thanks to IT Recruiter Paul DeBettignies for this great tip.

The Future of Firms – When You Can Go Back, Will You Go?

The legal job market is still slow and we are all starting to get used to working from home. The transition from pressed suit to flip flops has gone more smoothly than we thought. We’ve mastered Zoom meetings and have come up with ways to keep the dog from barking on the most important calls. In short, we’ve adapted to the Covid-19 work environment.

At the risk of sounding tone deaf, I understand that things are far from improving in some areas of the country, but as things generally start to improve, what will be asked of the American attorney? Will they return to their office? Will the modern trend of smaller offices, open floor plans and shared community spaces still make sense, or will attorneys be encouraged (or demand) to use their physical office only as necessary and primarily work from home?

Sadly, we don’t know yet. As we are talking to attorneys, there does seem to be a large number of them that do not want to return to the old system of working from an office. They want to work from home either out of fear of infection, that they are more efficient at home or both. But there also is another cohort that really is struggling with the work-from-home mentality. This group thrives on interpersonal communication and collaboration. They are anxious to return to the workplace. Historically, legal departments and firms have not been good at saying “do whatever works for you.” we are an industry of standards, billable hours and conformity; our industry doesn’t do well with true individualism.

So how will law firms and in-house legal departments navigate these two groups? Without a crystal ball, there is no clear answer, but it does seem reasonable to think that there will be a fracturing of legal jobs.

One group will be with firms and employers who have their legal team primarily work remotely. The other group will be much more of a pre-2020 employer requiring attorneys to be in the office. It will be interesting to see how talent splits along those lines. It’s also not too big of a stretch to imagine the marketing of the work environment as a distinguishing point–both lateral attorneys and potential clients. “Our firm works together in person, we don’t have the barrier of a screen in front of the legal team representing your interests” versus “our firm is progressive and we care about the safety of our attorneys, who have mastered the art of remote working – your file is best suited with us.” In a landscape where many firms are largely indistinguishable, this would provide a small data point which might help potential clients choose a firm.

What do you think? When we are all allowed to go back to work, will you go? If the firm culture changes at your firm based on their interest in allowing attorneys to work remotely, will you consider another employer? If the decision to bring employees back becomes “weaponized” to attract clients, will it work? Only time will tell, but it does seem that firms and lawyers are breaking along this fault line and there will be a lot of movement in the coming months because of it.

Twin Cities Legal Market Coronavirus Update

Well, we’ve exceeded four months of the coronavirus craziness that has turned our lives upside down, including hiring in the Twin Cities legal market. While some businesses are starting to reopen or otherwise return to work, there is still enough disruption and uncertainty in the market to affect the amount of legal work being done and, as a result, the need for law firms to bring in laterals. There are a few areas that have remained in need, estate planning and more recently bankruptcy, but otherwise the focus is almost exclusively on lateral partners with portable business. That being said, for those with portable business, now may be a perfect time to maximize your potential given the tremendous demand. Sand Search Partners has extensive experience assisting partner-level attorneys and would be happy to have a discreet conversation to explore the many options.

What to do while we wait for the legal job market to recover

Well, the world sure can change quickly, can’t it? One minute the legal market is humming along nicely and the next minute the job market has evaporated. What can you do?

The short answer is this: wait it out, but use this time to prepare. We at Sand Search have been through our share of market downturns. After the tragedy of 9/11, the legal market collapsed…then came back roaring strong. After the economic recession in 2008, the legal market collapsed…then came roaring back strong. And now we face the COVID-19 crisis and the legal market has all but collapsed. But if history can teach us a lesson, it is that this is temporary and that the market will come back, possibly stronger than it was earlier this year, so the best thing that you can do with your time now is to prepare the recovery.

Let me start off by saying that hiring is still going on despite the lockdown. If you have a niche practice that an employer NEEDS, opportunities are available. If you have a book of business and want to stay in private practice, there are DEFINTELY opportunities available (and frankly, now is the perfect time to think about the platform your firm offers and whether a change might be best for growing your practice). But for many attorneys, the dearth of opportunities is disheartening.

If you are facing a lack of opportunities, be patient. Use this time to network. Use this time to update your resume. Use this time to think about what skills you have that would be valuable to an employer. It might be time to reach out to a recruiter and introduce yourself. Make sure that you are thinking about the future and not just the present day. It’s akin to the old adage that you should be playing chess while others are playing checkers. Think a couple of moves ahead and start planning for a future move now.

You can use this downtime wisely or you can squander the time. If history is any indication, we are staring down the barrel of a roaring comeback in the future, so how ready will you be for that? The choice is yours.

It Is An Opportune Time To Update Your Resume

There is no question the coronavirus has changed our day-to-day work routines. The vast majority of attorneys are working from home. This worldwide pandemic has increased workload for some practice areas while others may be struggling. The latter group may find themselves with a more down-time than usual, which is a perfect time to update your resume.

When it comes to updating your resume there are three keys things to keep in mind:

1. Keep it easy to read;

2. Don’t shy away from providing detail; and

3. Focus on what is important for the desired position.

First, a resume should be “user friendly.” Law firms and companies often receive hundreds of resumes for an open position. The initial “browse” is typically done by someone in human resources or a recruiting specialist who neither wants nor has the time to spend reading long paragraphs stuffed into a single page. Make it easy to read by using appropriate spacing and font.

Second, “user friendly” doesn’t mean leaving out details that could be critical to getting an interview. The idea of keeping your resume to one page was best left with the college career services advisor. There is no way an attorney who has practiced more than a few years could effectively market their skills and experience in just one page. So long as it is conveyed in a clear, concise manner (think section headers with bullet points underneath), listing detailed experience such as M&A deals or representative litigation on multiple pages can be very effective in highlighting keys skills and attributes. This can often be accomplished with a general resume supplemented by a detailed practice addendum.

Finally, your resume should focus on what is important for a particular position. Admittedly this is a challenge when you are attempting a complete shift in expertise, but for many attorneys their experience overlaps on a number of practices areas. If your practice includes commercial litigation, general business and real estate, be sure to lead with the area that addresses the primary need in the position – even if that is not the majority of your practice. For example, if you are applying for a transactional real estate position, focus on real estate first, general business next (given the inherent overlap) and then any real estate related litigation. That is not to say you should fabricate or otherwise overstate certain skills, it’s just a matter of focusing on what’s important.

Clearly, we would all like to put the coronavirus behind us as quickly as possible, but for those who now have extra time on their hands it is a perfect time to update or hone or an ineffective resume.

Job Searching, The Legal Market and Covid-19

At the outset, I’m writing this with the hope that this post doesn’t age well. With luck (and some aggressive hand-washing) I’d like to think that in the near future this post will be seen as irrelevant, alarmist and completely outdated. But until then, I wanted to give you some off-the-cuff thoughts about the developing pandemic.

First off, I hope that everyone can calm down. Things are bad, but the sky isn’t falling yet. As of the day I’m drafting this, there is reason to be cautious, but I still haven’t heard a good argument for hoarding tranches of toilet paper. Major law firms have just announced that they will be closing their physical doors, but that their staff will work remotely.

This would be terrible news 20 or 30 years ago, but we are in 2020 and the technology needed to work remotely and efficiently is at our fingertips. Phones are easily re-routed, and connectivity is baked into all of our computer systems.

Secondly, there is every reason to believe that the legal industry will not experience a slowdown, but actually be forced to deal with significant growth. Just thinking about all of the potential business agreements and ensuing litigation that can arise from the outbreak is enough to make any attorney’s head spin.

To deal with this potential uptick in business, there is no doubt that firms will leverage the attorneys they have (who may be working remotely) but they will need to bring on new attorneys as well. Undoubtedly there will be hiring taking place during these times.

But the hiring process may not look like it did before.

There is a very real chance that recruiting, interviewing and, indeed, the entire recruiting process will be done remotely. Video interviews may very well become the norm. Relying on writing samples, resumes and transcripts may have to take the place of meeting attorneys in person.

So what can you do to get ready for this potential future?

First off, you should be ready to demonstrate that you are the type of attorney who can work remotely in an effective manner. That may mean thinking about times you have worked autonomously with success and being able to speak to them in an interview.

Secondly, it makes sense for you to think about where you could interview and work at home, if you needed to do so. Find a dedicated space that will work for you.

Third, it is time to brush up on your technical skills. Chances are there won’t be easy access to IT support if we are all working from home, so brushing up NOW on how to make a video call (for interviewing, but also for conducting normal business) is impotnat. There are a number of options for video conferencing, so find one that works for you. I strongly recommend that you test it out before any interview to make sure you understand the functionality and the sensitivity of your microphone. Also, learn how to use the word processing systems and familiarize yourself with document sharing systems.

We are really entering a scary and unprecedented time for our legal community, but being as prepared as possible will help you be ready for the market as it adapts to this crisis.

And for what it’s worth, please go wash your hands.

Improve Your Job Search

Want to increase your odds of finding a job? Use every resource available to you, which means doing more than just replying to job postings and start taking some proactive measures.

Relying solely on publications and websites for job postings puts you at a distinct disadvantage with others who have networked their way to the top of a candidate pool – before the job was ever posted. Of course, you won’t be able to connect with every potential employer, and many do not have pre-determined opportunities, so there is nothing wrong with responding to job postings, but try to increase your odds by getting to potential employers before your competition does.

Using the right recruiter is another excellent way to separate yourself from other job applicants. The key is finding a recruiter who has established relationships with potential employers and has built enough trust with the employer to be shown deference when recommending a candidate. In fact, there are times when a good recruiter can create opportunities for you by marketing your skills and experience to an employer before a job is open.

There is nothing wrong with replying to job postings, but why not improve your chances of getting landing the job through your own networking efforts and the help of a good recruiter?

Self-promotion acknowledged - the recruiters at Sand Search Partners would be happy to have a low-pressure, confidential conversation about job opportunities any time!

Happy New Year

It’s 2020, and I’ll spare you the vision-related puns. The new year is a great time to think about your career and assess whether you are in the right position for you and your career goals. For many, the golden handcuffs have come off with year-end bonuses having been paid and vesting events in the rear view mirror. With this clean slate, many attorneys start to think about their platform and whether it makes sense to explore the local legal market.

Is the firm you are working for the right platform for you? Does it give you the ability to market to your desired clients? Are you at a local firm and need a national platform or vice versa? Maybe a change is good for you.

Are you compensated adequately for your time and your business development skills? If not, a new position gives you the best leverage to maximize your compensation in 2020.

The same analysis holds true for in-house attorneys. Is it time to make a move? Is there a path for you to grow in your current legal department? If not, is there a different company that can give you more responsibility (or less, if you are drinking from the proverbial firehose)? Has your compensation stagnated?

If you have thought about a job change in the past, now is a good time to freshen up your resume and explore the market. The recruiters at Sand Search would be happy to have a confidential, no-pressure conversation with you about the legal market, even if you are just curious about how the rapidly-changing legal landscape will affect you and your current employer. Give us a call.

Whether a move is in your future or not, Sand Search wishes you a very happy, prosperous and successful new year!

Are You Being Paid Your True Market Value?

Compensation for attorneys can be determined by a number of objective and subjective factors including tenure, quality of work product, profitability, and information gathered from salary studies. You may know how your compensation stacks up to others at your firm or even what people make at other firms, but do know if it is comparable to what you would make in the open market?

A lot of attorneys have no idea if their compensation measures up to their true market value. By true market value, I am referring to how much you could expect to earn if you decided to explore other options in the legal market – not what a typical attorney makes after so many years of experience. Some people are actually making more than they would in the open market because they are currently being rewarded for factors that are not given the same consideration by prospective employers. Yes, loyalty and teamwork is valued by all employers, but it is often measurable attributes such as business generation and working receipts that carry the most weight in the open market.

If you are working hard to generate business and starting to see real revenue growth as a result, you should ask yourself how much of your potential income is going to others who are not as productive (especially those who make no effort). There may be other factors that make your current work experience so positive that the potential of lost income is okay, but if you could have a similar experience and make considerably more money elsewhere it might be worth your time to explore your true market value.

For Lawyers, It’s a Resume – Not a CV

Unless you are applying for a position at a law school or other academic institution, a lawyer should be sending a resume, not a CV, when applying for a position. The CV, which stands for curriculum vitae, literally means “course of one’s life” in Latin. Knowing that definition, then it’s easy to see why you don’t want to use a CV. Your life is long, and employers don’t want to her the whole story – just the relevant parts!

Your resume should always be targeted and tailored for a specific position. CVs, on the other hand, are meandering discourses that highlight all of the work that you have done to date. CVs are long, thorough and demonstrate the progression of your career. Resumes are as long as they need to be (but no longer) and they are artfully tailored to demonstrate how your skills match the skills sought by the hiring firm. You shouldn’t include everything you have ever done in a resume. Clearly your law school internship can fall off your resume if you are a senior partner, but in a CV, it is used to demonstrate the progression of your career.

Think about it this way, studies show that employers spend as little as 8 seconds reviewing a resume before making a determination on your candidacy. Do you want them reviewing the most pertinent information about you and your career or a long, meandering treatise on how you got so smart? Exactly – you need a tactical strike, and that comes with a well-drafted resume.

Even if a job posting uses the phrase “CV” when requesting materials, you should send a resume.

Lawyers get to use a lot of Latin in the course of their practice, but curriculum vitae should not be used!

The “Interests / Hobbies” Section of a Resume

A recent trend in legal resumes has been to add a “hobbies/interests” section. Historically, this section was not included in an attorney’s resume, but it is now considered acceptable. Most people think that the reason that this section is in the resume is to show the interviewer that you are a real human being with interests outside of the practice of law. Showing that you are well-rounded sounds good in theory; but remember that an employer is hiring you for your legal skills, not your marathon-running experience.

So am I saying that you should remove this section from your resume? Not at all. Just know what this section is actually for and know how it should be utilized.

The “interests/hobbies” section of a resume is there for one reason only - it’s a crutch for a bad interviewer to break the ice. It’s a way to start the conversation before delving into the nuts and bolts of your practice. So with this in mind, make sure that section is valuable. Don’t say that you enjoy reading, spending time with your family, watching television (yes, we see this one all the time). It doesn’t break the ice with an interviewer. “So, Steve … I see you like television. What shows do you watch?” There is little doubt that if you hear that in your interview, you’re not getting the job.

Go ahead and use this section to highlight something that you like to do, but make sure to put things in there that spark conversation and show that you are interesting. If you like reading, maybe you like reading books on Victorian architecture? That’s specific and interesting. If you like baseball, drill down and find something interesting to put on the resume. Maybe your hobby is collecting vintage baseball cards, researching a particular team or coaching little league baseball?

Above all else, you have to be genuine. If you don’t know about the topic, and it really isn’t an interest of yours – DON’T PUT IT ON YOUR RESUME. I promise you that karma will put an expert on the topic on the other side of the interview table.

A last tip: if you live by the sword, you may die by the sword. Many attorneys use this section of the resume to add their religious/political interests. That’s fine if you REALLY want to include it – just know that anything politically or religiously-charged may come back to haunt you. You have no idea if the resume is in front of someone with very different views. As a general rule, we recommend leaving that information out of your resume.

Take the time to set a goal and create a path to get there

Starting a career as a lawyer is complicated. First, having no real practical experience, it is difficult to know what area of law will appeal to you. This also does not take into account your long-term career opportunities, and if there are even positions available in that area at the present time.

A good starting point is to think about what you want to do long-term and the necessary steps to achieve that goal. Some junior attorneys are fortunate and are able to slide into a job (whether a law firm or in-house) and it just happens naturally through hard work with that one employer. For most, it requires multiple steps to get there. For example, if your desire is to work at a top law firm, but the opportunity did not exist for you upon graduation, it is important to plan what steps you should take to get there. In particular, start working at smaller firm and try to develop the experience that will be coveted for career advancement. The work itself is important, but also focus on business generation (start small but make the effort). It’s also important to understand that it may take several moves to ultimately get to where you want to be (i.e. small firm to medium firm to your desired large firm). The same is true of making the move in-house. Most need to build a base (typically doing transactional work) at a law firm before making the move to a company. Of course, this may also require moving up the chain with law firms in order to maximize in-house opportunities.

Career planning can seem a bit overwhelming when you’re just starting out as a lawyer, but it can really make the difference in achieving your goals. Unfortunately, in the practice of law it can be very difficult to make a detour if you are going down the wrong path, so it’s best to plan ahead and think strategically about your career progression.

Full Disclosure

Working with a recruiter shouldn’t be hard. In fact, the recruiter should do a lot of the heavy lifting in the job search. That said, a good recruiter can’t do their job well unless there is an open line of communication between them and the candidate. To that end, at Sand Search, we want to know EVERYEHWERE that you have sent your resume (either on your own or through another recruiter). This information is critically important for us to do our jobs.

A sure-fire way to miss an opportunity is to have your resume submitted to an employer by more than one recruiter. It does not increase your chances of getting the job. The thought that ‘well, if TWO recruiters think I’m right for the job, that makes me more attractive as a candidate’ is flawed reasoning. Most employers would rather not debate which recruiter brought the candidate to them first, so in turn, they will pass on the candidate. That’s a missed opportunity for a well-qualified candidate that is based solely on poor communication!

Further, if you have submitted a resume through your own efforts and forget to tell a recruiter about the submission, it makes both you and the recruiter look bad when the resume is sent a second time. A good recruiter’s reputation can survive a hit like that. An applicant for a position has very little capital on which to trade, so it may be a fatal blow to the candidacy.

Don’t make those mistakes. It’s easier to just let the recruiter know that you have already taken the field for that employer. Have a frank conversation with your recruiter and let him/her know who has seen your credentials. It will be better for everyone in the long run!

The Dog Days of Summer

The dog days of summer are a perfect time of year to assess your current employment situation. For many, the late summer offers a chance to take a breath from a hectic work year - whether you find yourself with some free time in the office or are out vacationing. Yes, loyalty is an admirable trait, but if you are not willing to at least consider other jobs, you might be missing a real chance for career advancement.

Of course, the grass is not always greener elsewhere, but you will never know unless you are willing explore other options from time to time. There may not be such thing as the absolute perfect job, but you might be able to improve certain aspects of your career that are particularly important to you.

So, after some self-reflection, ask yourself if you are content with your current job or is it less than what you had hoped for at this point in your career? If you hoped for more, now is an excellent time to consider a change because you may actually have time to update your resume, start networking, and perhaps test the market. Even if you are waiting for a year-end bonus, it is not too soon to start the process.

Cover Letter Thoughts

A cover letter can be a powerful tool in your job search when used correctly. Too often the letter is used incorrectly or ineffectively.

A cover letter is not a resume in paragraph form. Rehashing a resume by simply telling me where you worked and what skills you gleaned from the position (repeated for each position) is not helpful.

Instead, you should think of the cover letter as an opportunity to do two things and two things only: (1) entice the reader to read your resume through your thoughtful presentation of (2) a compelling case for why they should hire you and not the next resume in the pile. It’s your chance to make your case as to why YOUR experience will solve the firm/company’s problem.

Another thing to keep in mind is that in today’s digital age, it shouldn’t be hard to figure out who is seeing a cover letter. At our company, there are only two people and they are both guys, so I often wonder how much homework someone has done when they address a cover letter to “Sir/Madame”.

Finally, please keep the cover letter short. You need to sell yourself, but if the letter is text-dense and long, it’s a daunting task to read the entire letter (when there are 19 other letters/resumes on my desk). Please be concise and summarize why you are a good fit for the position in a couple of paragraphs.

Following these few tips will help you get more interest in your resume and should improve your job search.

Interviewing Is a Two-Way Street

A common flaw in the interview process is focusing primarily on what you want, which applies to both the interviewer and the interviewee. Intuitively, you would expect the person interviewing for a job approach to “sell” the potential employer on why they should be hired, but the conversation can often center more on what can they do for me. Likewise, it is more common for an employer to focus almost entirely on whether this candidate is the right person for the position. Either way, you may miss an opportunity because you don’t address what’s important to the other side.

A critical component to a successful interview is to do your homework on the what the other party desires before-hand, if possible. This is undoubtedly easier for the interviewee if there is a job description, but both sides can and should explore what the other side desires in the interview and try to address those areas. For an interviewer, this may be simply asking why the person is interested in the opportunity and then specifically address the components of the job that would appeal to the interviewee. For the interviewee, there may be a template for the job in the form of a position description, but undoubtedly there are some areas that may matter more, and it often does not cover more subjective topics like working relationships, management style, etc.

Although a tight labor or job market may make it more critical to understand the needs and desires of the other side of an interview, it really shouldn’t matter when both sides want to find the best possible fit. Spending adequate time addressing what is important to the other side can land the desired candidate or the perfect job.

The Importance of the Thank You Note

One of the most overlooked aspects of a successful job search is the thank you note. Showing appreciation for those who interview you (and those who help you - in any way - with your job search) is vitally important for many reasons:

First, sending one shows you are excited about the job. Second, and maybe most importantly, it serves as a touchpoint to remind the interviewer about you (and to, presumably, follow up if they haven’t done so already). Finally, it shows that you are a professional.

The thank you note should be sent within 24 hours of the meeting. I think that the decision as to whether you should send the note by email or use a hand-written note is open for debate. Be true to yourself. If your handwriting is terrible, lean towards an email.

Regardless of what you send, make it tasteful and professional. Make it short. It should only be a few sentences long. Thank the interviewer, reference something that was said in the meeting, answer anything that was left open in the meeting and let them know that you appreciated their time. If it was an interview, it’s appropriate to say that you remain interested in the position (if that’s true).

A note on the hand-written card. I’ve received very few of them myself. Most have been great. One stands out. I received a thank you note with a picture of a dog playing the piano. It wasn’t professional. It didn’t say anything positive about the sender and it was memorable for all the wrong reasons. So keep an eye on reasonableness with the cardstock you use.

And of course, THANK YOU for reading the Sand Search blog!

The thank you card in question (next to a more appropriate thank you note)

Not Just About the Short-Term Gain

Compensation is often one of, if not the, determining factor for attorneys in choosing a law firm job. This is not a shock and is understandable.  That said, focusing solely on short-term gain can be a detriment to long-term gain and job security. 

With rising starting salaries at big law firms, you can also anticipate increased billable hour expectations.  There is nothing wrong with working hard and being paid well for such work, but failing to recognize the need to spend time marketing and otherwise cultivating “your practice” can have consequences. Ultimately, law firms either expect their attorneys to generate their own business or, if faced with another recession and potential lay-offs as a consequence, the first people out the door (or to suffer pay-cuts) are those who can’t keep themselves busy.  Equally important, is the opportunity at least to switch firms if you are unsatisfied in your position.  After a certain number of years practicing, laterals are expected to have portable business and opportunities are limited for those who don’t. Likewise, it is hard to negotiate for more money with your current employer if they know your market value, which is determined in large part by the size of a client base, is not great or not a real threat to you leaving. 

Everyone wants (and should) be paid for their hard work, but don’t sacrifice the your long-term prospects by focusing solely on short-term gain.