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You are viewing 17 posts with the tag attorney recruiter by the author Diane Rifkin

I Was Promised a Position in the Litigation Department But Now They Stuck Me in Corporate. What Should I Do? Can I Switch Practice Areas?

You finally found a position that you thought would be your "dream job."  The partners liked you and promised to put you right to work in litigation, an area in which you are desperate to gain experience.  However, it has been six months and you have yet to touch your first case.  Instead, they have you in the corporate department, spending your days up to your elbows in mind-numbing paperwork and boring meetings.

This scenario is not as uncommon as you might think.  The only way to "compel" a law firm to allow you to do the work you want to do is to have in hand a written contract specifying that you will be allowed to perform certain tasks, and most law firms are simply not going to give you this when you are hired.  Far more firms rely on a "gentlemen's" (or ladies') agreement and a handshake to specify your job duties.

Do you have any recourse when you find that your dream job is not what you thought it would be?  There is, of course, the possibility of quitting, but most lawyers these days are just glad they have found work and are reluctant to give up their jobs.  Should you suffer in silence?  Actually, there are ways you may change practice areas, but they require you to understand a few basic rules about working in a law firm.

  • Your skills are a commodity for which the partners are willing to pay.  The best way to change practice areas is to show that you are a valuable commodity in the area in which you want to work.  Of course, you cannot get trial experience if you are in corporate, but this may be a time when you can "volunteer" to do some of the "dirty work" for large cases in exchange for sitting in on some trials.  It is not litigation, but it is a foot in the door and will often attract the attention of the partners.
  • Talk to your boss.  The partner to whom you answer most may have some power to help you change practice areas, but it is unlikely that this will happen.  However, what you can do is to agree to do the work already assigned to you plus some extra assignments.  This shows the partners that you are willing to help where needed but do want to gain experience in other areas.  Your good attitude will go a long way to solving the problem.
  • Make no threats.  Lawyers, like most people, do not like threats.  The fastest way to be sure that you are denied what you want is to take a threatening stance, such as threatening to quit if you do not get your way.  Weigh the value of having a job against the value of doing what you want to do before you decide to resign.

While it is important to get experience in the areas in which you want to specialize, it is also important to maintain your integrity while job seeking.  If you do decide to leave, be sure to give plenty of notice and finish the cases to which you are assigned.

Rifkin Consulting can help you when the time comes to change jobs by finding the right law firm and position to match your skills and preferences.




Help! I Hate My New Job!

Sometimes the dream job you thought you would love turns out to be a nightmare position from which you feel you may never escape.  This is especially distressing when you have just started a new job and decide in a very short time that you despise the people or the position or both.  How soon is too soon to start looking for another job?  Will changing a job too quickly look bad on your resume?

The Dilemma of A Bad Job

Bad jobs create their own terrible dilemma.  If you quit the job, you risk being earmarked as a quitter or a “job hopper”; however, if you do not quit, you risk not only being miserable but perhaps being fired by the boss who likes you no better than you like him or her.

Generally, your happiness and mental health are worth more than any job.  However, you also have to be able to balance your own needs against the danger of moving from job to job whimsically.

A few things to consider when choosing whether or not to leave a job you just started:

  • Do you have another job waiting?  In some cases, attorneys take jobs only to receive a much better offer.  If you have another firm that has extended you an offer, it is much easier to jump ship with fewer negative consequences than if you simply quit abruptly with no prospects.
  • Are you being discriminated against?  There are some actions that can be construed as illegal discrimination such as sexual harassment.  If you are experiencing illegal harassment or discrimination, talk to another attorney immediately who specializes in these cases.  Never attempt to handle a situation such as this on your own.
  • Is there a chance of changing your job assignments?  Perhaps what is bothering you about your job is not the people you work with but the work itself.  Talk to your supervisor to see if your talents are being utilized fully.  If not, make suggestions for changes and be prepared to do some extra work to show your bosses where your talents lie.
  • Have you changed jobs suddenly in the past?  When it comes to a rapid job change, establishing a pattern is far more damaging than one “do over.”  While there will always be employers who will eye you askance if you quit a job after only a few weeks, most understand that anyone can get into one bad situation.  However, if you change jobs routinely, you are letting everyone know that you would rather leave than work out any problems you may have with a firm, its members or your job duties.

How Unhappy Are You?

The biggest question to answer when you are considering leaving a job you just started is:  how unhappy are you?  You may honestly have given the job a fair chance, but it is also possible that you are allowing your dislike to color your viewpoint.  One way to measure how reasonable your dislike of a job really is could be to talk with someone you trust and who is willing to give you an objective opinion of your situation.

If you find that you simply cannot stand to keep a job, of course you must move on.  However, be sure that you are making the right decision and that you are willing to accept the consequences of making a sudden job change before you turn in your notice.


Top 10 Reasons to Work with a Recruiter

There are very good reasons to work with an attorney recruiter when searching for attorney jobs in CA or when law firms have positions to fill.  Here are the top ten reasons an attorney recruiter in CA can help match the right candidate with the right job.

  1. A legal recruiter works with a select group of candidates.  Part of the screening process is already done by the time a recruiter submits a resume to a law firm.  This prevents the law firm from spending unnecessary time reviewing unsuitable candidates and avoids the problem of candidates applying for inappropriate law jobs in CA.
  2. Recruiters have networks.  Recruiters know the senior-level partners at law firms and have already established a relationship with them.  This works in both the candidate’s favor and that of the law firm seeking to fill an important position.
  3. A recruiter’s success depends on yours.  A recruiter only gets paid if a candidate is hired.  Therefore, the recruiter’s goals are the same as the law firm’s:  to find the right candidate for the job.
  4. Recruiters do more than cheerlead.  Recruiters also provide career guidance, information on law firm history and particular job criteria, resume analysis and interview tips.
  5. A legal recruiter specializes in the legal industry.  A legal recruiter focuses only on legal jobs.  Therefore, a legal recruiter is intimately connected with all the workings of both law firms in general and particular organizations.
  6. Recruiters provide interview assistance.  Recruiters have dealt with particular law firms and may know questions that are likely to be asked in the interview process as well as information on the firm itself.
  7. Recruiters have access to unpublished job openings.  Legal recruiters are often the first to hear about potential job openings and may be the only source of information on some jobs.  Law firms may choose not to publish their job openings on the Internet or in other sources and may rely solely on the services of a recruiter to fill various jobs.
  8. Recruiters know staff as well as attorneys.  A good legal recruiter has formed relationships with members of a law firm at every level.  Sometimes the staff has great influence on hiring decisions.
  9. A good recruiter can provide insights.  Legal recruiters study trends in the legal field and can provide an overall view of the hiring prospects in a given location or particular legal field.
  10. Recruiters take confidentiality seriously.  A good recruiter keeps your resume and job-seeking information private.  In today’s technologically-advanced world, this is difficult to do when you use various social media or other venues to look for jobs.

A legal recruiter can be a wonderful benefit in your legal job search.  Rifkin Consulting has many years of experience helping legal candidates look for jobs and helping law firms connect with the right candidates for their various positions.  With the help of Rifkin Consulting, quality attorneys can come together with the right law firms to benefit both.


What to Ask Your Attorney Recruiter

Hiring an attorney recruiter is a process, in some ways, similar to a job interview.  You must be sure that the attorney recruiter is a good match for your needs, and the recruiter must be sure that you are the type of candidate he or she wants to represent.  The process of “interviewing” a legal recruiter should be taken every bit as seriously as your job interviews and may well have even more lasting ramifications. 

An attorney recruiter in CA such as Rifkin Consulting serves a very important purpose.  Finding the right attorney jobs in CA is not a simple task, and hiring an attorney recruiter is one of the best ways to weed through the hundreds of law jobs in CA and find the one that best suits your goals and talents.

Therefore, there are several things you should ask your attorney recruiter before agreeing to representation.  Here are a few questions you should ask to learn the important information you need to make the right choice in legal recruiting firms from among those available.

  • How long have you been working as an attorney recruiter?  Ask to see the credentials of the person you are hiring to represent you to law firms throughout the state.  A professional attorney recruiting firm has usually been in business for years, offering you a chance to review their success stories and see their development as a key player in the legal field.

  • How do you go about choosing the right jobs for me?  This is a crucial question and is really the key to the success or failure of an attorney recruiter in terms of finding the right positions for you.  The attorney recruiter should use a verifiable method of weeding out job possibilities so that he or she focuses only on those that will fit your demands.  You do not want a recruiter who simply passes your resume to any law firm that is hiring.

  • Do you offer support services?  An attorney recruiter should offer other services such as resume editing, interview preparation and advice on choosing the right job.  Simply brokering your resume to law firms is not enough.

  • Do you have references to whom I can speak?  The old saying “a picture is worth a thousand words” can also be applied to references.  No matter how good a firm tells you it is, hearing it from someone who has used the firm successfully means much more.  You should also search the Internet for possible bad references; while one or two do not mean much, a number of bad reviews may signal trouble.

  • How do you calculate your fees?  An attorney recruiting firm is paid by the employer when a candidate is hired and begins employment.

It is also important to consider the necessity of maintaining confidentiality and discretion in this process. You may have other questions to ask a potential attorney recruiter.  Do not be afraid to ask for clarification or information; after all, this may be one of the most important relationships of your life. 


What to Put on the Front of a Business Card

As an attorney recruiter, I have seen a variety of business cards slide across my desk.  Some have been good, some have been bad, and some have been downright ugly.  It seems trite, but your business card truly is your own personal form of marketing.  What you put on your business card should reflect your brand as an attorney candidate. 

The front of a business card is the first thing many people see when you introduce yourself.  Therefore, the front of your business card, along with your appearance, can make or break your chances for a job or to retain a client.  As a legal recruiter, I have heard law firms exclaim in surprise that they thought the business card did not inspire confidence in the candidate before them.  It is worth the effort to examine the front of your business card and determine the most important information to include as well as the placement of that information in the most eye-catching manner.

Having an effective business card means more than just printing your name and telephone number on the front.  Not only should you have certain information on your card, you should also include this information in way that immediately draws the eye to the important points and makes a statement about your professionalism and organizational skills.

Here are a few rules to follow when designing the front of your business card.

  • Do not cram.  It is tempting to put all of your information on the front of your card, but resist the temptation.  A “busy” card turns off prospective clients and employers with sensory overload.  Include only vital contact information; save the bios and other non-essentials for a resume or your web site. Legal candidates intent on impressing law firms can do so with their professional business card backed by a resume and portfolio which offer the pertinent details.

  • Do not use funky fonts.  Cute fonts are appropriate for bake sale posters, not a business card.  Use clear, legible fonts and add an interesting logo for art value.  Be sure the font is large enough to be read easily.

  • Leave some white space.  Many people jot notes on business cards, so leave a little white space to accommodate this habit.

  • Consider a “call to action.”  If you include any statement on your business card other than your contact information, make it short and sweet and make it a call to action.  A call to action suggests and action someone can take following their perusal of your information.  Think about how to work your call to action in a very short statement and include it at the bottom of the card.

  • Avoid too many colors.  While professionally-printed cards give you the option to include colors, avoid using more than two or three.  A little color adds interest; too much dazzles the eyes and causes confusion.  Keep all your printed information a single color in groups; for example, all your contact information should be one color while your call to action could be a second color and your logo a third.

When it comes to obtaining a lawyer job in California, your business card could be the first step in or out of the door. Rather than leaving it to chance, attorney candidates should give it the careful review it deserves.



Resume Prepping

As attorney recruiters, we see hundreds of resumes slide across our desks. Unfortunately, although this is an incredibly important part of your overall image, many people are unaware of how to craft a resume that screams hire me, not file me in the waste basket. 

Your resume is the most important thing you send out when you are looking for a job.  Preparing a resume should not be something you do the night before a job interview; in fact, your resume is an asset just as money in a bank account is an asset.  It is also organic, changing, and growing as you gain experience.  Updating your resume should be an ongoing activity, and there are specific rules you should follow as you work on perfecting this important document.

When seeking law jobs in CA, it's important for attorney candidates to understand the necessary elements to preparing a successful attorney resume.  Our attorney recruitment firm offers editing services for attorney candidates as a standard service, but candidates can benefit from these necessary components.

  • Your resume must be perfect.  No ifs, ands or buts—your resume is not allowed to have errors.  This is the cardinal rule of resume writing.  You are not allowed to have spelling errors, grammatical problems, or anything else that could be construed as a mistake.  This may seem harsh, but jobs have been lost over a single spelling error in a resume.  Remember, in many cases people will be looking at your resume long before they meet you, so this is your only chance to make a good first impression.  If you're seeking placement at a top tier law firm, your resume must be impeccable.

  • Edit, edit, edit.  The way to avoid costly errors in your resume is to edit more than once and through different channels.  Start by writing out your resume “warts and all” and then begin trimming, tweaking and fixing it until you believe it is perfect.  It would not be at all remiss to edit your resume ten different times before finally settling on the perfect draft, and you may have to edit even more often. 

  • Get help.  The more eyes that see your resume, the better.  After you have edited, ask for help from others.  Start with a friend or relative.  Ask him or her to read it carefully with pen in hand and circle any areas that are unclear or seem to contain errors.  Re-read your resume with the edits; you will be surprised at how a fresh set of eyes finds mistakes you missed or points out things that are unclear.  Edit with these changes in mind, then have another person read it, then another until you are satisfied that the changes you have made are the right ones.

  • Use professionals.  Paying for help in writing your resume is not a sign of weakness but of wisdom.  Professionals can help you determine the best way to phrase information, what to include and exclude and can give your final resume draft the editing it needs to ensure perfection. If you pay professionals, be sure they have experience in the legal field.  Our legal recruitment firm is happy to help candidates edit their resumes to land the perfect job.  If you land the perfect job as a result of your resume, it is well worth seeking professional help.

If a candidate is self-submitting, he or she should be very aware of how impersonal these systems are.  Although efficient, they do not “feel” the person with a cover letter or resume that has had professional guidance, and are less likely to make it to the next level.  They are very key word driven, and every effort must be taken to have your submissions materials be impeccable.  This is where a skilled attorney recruiter can offer help to a candidate that is invaluable.



How to Follow Up After an Interview

You may have heard the saying “A picture is worth a thousand words.”  This also applies to a well-written follow-up to an interview. Our attorney recruiters often advise attorney candidates that while once considered unique, a follow up is now just good manners.  These days, it is expected that attorney candidates can and will follow up with interviewers to show a deeper understanding of items mentioned and an appreciation for meeting the busy members of the firm.

Even experts sometimes neglect the crucial time just after an interview, but this is a time when, psychologically, many things may hang in the balance of choosing a candidate for hire.  The more you can do to make yourself stand out to the partners or hiring committee, the better your chances of securing the job. Our legal recruitment firm has compiled some great tips to follow up   well after a good interview.

  • Send requested information immediately.  It is not unusual for firms to request information you do not have available at an interview.  It is better if you prepare in advance:  bring extra copies of your resume, bring your law school portfolio, or bring anything else you might need.  However, you cannot plan for every contingency.  If a partner requests a copy of a brief you wrote, for example, you may have to send it after the interview.  Be sure you do so immediately—as soon as you walk in the door from the interview, in fact.  Email makes this easy to do.  As legal recruiters, we recommend making this a priority when you get home from an interview.  There is a current trend of law school career centers advising candidates not to send emails, as they are saying there is a chance to make errors and ruin your chances for receiving an offer.  I completely disagree with this, as it continues to be seen as good manners.  There is no excuse for an error if you have someone (that you trust and respect) proof-read it.  We all make errors at times – but that is not a good reason to avoid action.

  • Send a short follow-up thank-you note.  Good manners may seem to have become a lost art, but the impact of a short “thank you” often goes underestimated.  Sending a short letter by “snail mail” will reach the hiring partners around the time they are considering who to hire.  The letter should not overdo your qualifications, but should definitely remind the partners that you hope to be considered for the position and feel you would be a good fit for the firm.

  • What do I do if I hear nothing?  This is a perennial problem for job seekers: what seems like a long time to you may seem short to busy employers who have not even met to discuss who to hire while you sit at home on pins and needles.  The rule of thumb is:  if the partners tell you to expect an answer in ten days, it is okay to contact the firm after two weeks if you have not heard.  On the other hand, if the partners do not give you a firm date, wait two weeks, make a short contact and then wait another two weeks to follow up.  Unfortunately, some firms are guilty of failing to tell candidates who were not chosen for the job that they were not hired, leading them to wait in vain.  You are entitled to know whether you got the job, but do not “bug” the partners with daily calls or emails. You might want to instead rely upon your attorney recruiter to make inquiries into whether or not you got the job.

Choosing Between Jobs

One problem that everyone wants to have is deciding between two or more job offers.  However, this can actually be a very emotionally challenging problem.  Agonizing over two equally good jobs is difficult; it helps to “make a list” of the pros and cons of each job, but what factors should be important in choosing the right position?

As an experienced attorney recruiter, I often see how this choice plays out for attorney candidates.  When candidates are torn between positions, there are often some factors which may provide the answer.  Not all law jobs in California are created equally, so attorney candidates can use the following information to decide between the right position and a position that may just be ok.

  • Location, location, location.  Remember that the location of your job offer is just as important, if not more so, than the salary.  What looks like a large salary in Washington, D.C., or New York City will not go as far as the small salary you are offered in Topeka, Kansas.  However, if you want to work in a Wall Street firm or for an international law firm in the nation’s capital, a job in Topeka will not meet your goals.  You must decide where you want to work and narrow your choices based on your preferences.
  • Salary.  Salary is actually composed of far more than money.  In order to get a true picture of the compensation you are being offered, you must include factors such as benefits and the number of hours you are expected to work.  If a firm offers a high salary but expects 120 hours of work per week, you should take a look at the quality of life you desire.  If you have a new baby at home you'd like to see, you may be better off accepting a job with a lower salary and more time off.  Similarly, jobs with no health insurance or retirement are likely to yield a much lower standard of living, even with higher salaries, than jobs that offer these benefits. As a skilled legal recruiter, I often advise candidates to consider this point carefully.
  • Climate.  You must determine your own temperament when it comes to corporate climate.  For example, you may wish to work in a large, high-energy firm where deadlines are always looming.  On the other hand, you may wish to work in a small, laid-back firm where people take their time.  Normally, larger firms are more eager to higher new talent but there is also great competition for promotion.  A smaller firm may offer better opportunity; however, some small firms are so stagnant that upward mobility is impossible.  Consider your goals carefully before you decide on the firm in which you are interested.
  • Purpose.  You might want to consider a position in a general law firm to gain valuable experience in many areas, but some attorneys want a job in a specific field.  You may have to make a decision between your “dream job” and a more pedestrian position using the other criteria for job evaluation.


5 Things To Do While Waiting For An Interview

When you're looking for lawyer jobs in California, it can sometimes seem like an eternity before you're called in for an interview.  Waiting to be called for an interview can be emotionally difficult.  It can mean hours of sitting by the phone or the computer, waiting for a call or an email. 

As skilled attorney recruiters, we see this frustration a lot.  Instead of suffering and putting yourself through stress, why not use this time to your advantage? Here are some tips to help you use the time between sending in your resume and your actual interview wisely.

  • Research the firms to which you have applied.  It is always wise to walk into an interview with some knowledge of the firm’s structure, purpose, partners and corporate climate.  With a little research on the Internet, you can find out a great deal of information about any law firm's corporate climate, including partner bios, large settlements or cases handled, how many attorneys are working in the firm and which lawyers work with which cases. As an attorney recruitment firm, we strongly advise doing your homework!
  • Make notes and study them.  If you have narrowed your choices down to a few law firms to which you have applied, it should be easy to construct a “cheat sheet” on each firm.  You can then study these sheets prior to your interview; this will help you feel more confident before you sit in with the partners.
  • If possible, talk to those who have worked in the firm before.  If you have any connections to any former or present employees of the firm, now would be a good time to talk to them about their experience with the partners, associates and case load. Try reaching out to former employees listed on LinkedIn. Many people are happy to give attorney candidates a realistic look at life in the firm. However, candidates should keep in mind that this person does not represent the firm and may offer a very subjective point of view about life at the firm. 
  • Brush up on recent cases in your area of expertise.  Just because you are out of law school does not mean you cannot continue to learn about new cases and precedents in your field.  It is also wise to brush up on current events that may impact your hoped-for job; for example, an attorney applying for a position in a real estate firm could definitely use some information on current housing market trends.
  • Make a list of questions and conduct mock interviews.  Partner with someone else who is job-seeking and hold mock interviews in which you both generate questions that you could be asked in the “real” interview.  You will be surprised how many questions you both can come up with in a short time and how much you learn from the mock interview experience.  If possible, video your mock interview; this may be painful but it will definitely give you a good look at how you present yourself and help you work on areas of weakness.  Since law firms often employ a three step process to interviewing, this can help to prepare a candidate for success. 


Benefits of Working With an Attorney Recruiter

Attorney Recruiting

With the economy in recession, it may be difficult to find career opportunities that match your criteria, experience, and academic achievement. The economic crisis has left few jobs on the market and even lawyers are having difficulty trying to find employment that matches their requirements. You may have considered working with an attorney recruiter, but are still uncertain whether or not you should. Here are several reasons why an attorney recruiter can assist you in building an enriching and successful career as an attorney:

Appearance and Presentation:

Often, applicants do not hear back from potential employers because their cover letters and resumes are unsuccessful and ineffective. Most attorneys are so busy applying to numerous jobs that they do not research each law firm’s background and goals. Ultimately, many attorneys make the awful mistake of sending out generic and plain cover letters and resumes. This usually leads to fruitless results.

Cover letters should be tailored to the law firm and used to create a connection with the firm's recruiting department. If you are not referencing your knowledge of the firm or engaging the reader within the first paragraph, your cover letter will likely be tossed.

Additionally, if your resume and cover letter contain typographical errors, you will most likely not hear back from them. Your first impression, even though on paper, needs to be completely flawless. Fortunately, an attorney recruiter can edit your resume and draft an impressive cover letter while also providing background on the law firm to ensure that your presentation catches the reader's attention.

Interview and Impression:

Numerous applicants find the interview process utterly challenging with multiple phone and in person interviews. The process can be stressful, nerve-wracking, and brutal. It is of the utmost importance that you appear to be the right candidate for the position, but most often interviewees become nervous and fail to create the right impression. An attorney recruiter can help you with the interview process by providing effective tips to guide you in selling your skills and experience.  

Networking:

Ever heard the expression: “it’s not what you know, it’s who you know”? Well the statement rings completely true in searching for the right career opportunities. It is absolutely crucial to establish long-lasting connections and relationships in order to generate the best career opportunities. This may be a daunting task for a new or young attorney.  At Rifkin Consulting, we offer the benefit of more than 25 years of experience with the legal industry and have many well established relations with successful law firms and exceptional attorneys.

Contact Rifkin Consulting

Whether you are a young associate or longtime partner, we can help provide you with employment opportunities for a permanent and successful career. Our attorney recruiters have your best interest in mind and will search for top tier law firms that exceed your requirements.  Contact one of our consultants today so we can assist in achieving your long-term goals as an attorney. 


3 Reasons Why You Didn't Get the Job

Rejection hurts. As a society, we inherently associate rejection with failure—but we need to learn that rejection is a chance for us to react, respond, and recommit to our goals. While it may not seem like the case yet, being turned down by a potential employer might be the best thing that happened to you. Here are three reasons why you didn’t get the position you were hoping for, and how to improve your job search efforts in the future.

Not A Good Fit

One of the biggest challenges for any attorney recruiter is finding the right employee for the right company. Not only do applicants have to have the basic skills to do a job, but they must also be a good culture fit for the company. Your personality needs to meet that of the company you’re interested in.

If you think you’ll be a great fit, it may be difficult to convey your interests on paper without seeming too forward or giving too much information. In order to show off your personality and prove to the recruiter that you are the perfect candidate, do your homework. Research the company’s culture and reputation, and write your cover letter and resume in response to what you find.

Didn't Follow Directions

If a recruiter asks for a short cover letter, write a short letter. If they request salary requirements, be honest. If they ask for samples of your work or a link to your portfolio, do so. Recruiters spend hours searching for the right candidate. The last thing they want to do is exchange multiple emails asking you for documents or information that you should have sent them in the first try. Some might just ignore you completely if you didn't follow directions.

While you’re at it, make sure that you pay attention to details. Search your resume and cover letter for typographical or grammatical errors.

Lack of Basic Requirements

Simply put, you don’t meet the basic requirements. Maybe they’re looking for someone who has five years of experience, but you only have four. It’s not any fault of your own. At the end of the day, you’ll find a company that is the right fit for you, no matter what the requirements or culture. You just have to keep looking.


Rifkin Consulting Can Help You Find a Los Angeles In House Counsel Position

Los Angeles is home to thousands of unique businesses, many of which need in house counsel to represent them in a variety of legal issues.  If you're looking to join a corporation as in house counsel, hire a Los Angeles attorney recruiter to help you secure that position.  At Rifkin Consulting, we are premiere Los Angeles attorney recruiters.  With decades of experience and deep connections in Los Angeles, Rifkin Consulting is the attorney recruiter of choice. We work for attorney candidates for free and you reap all the benefits.

Do You Know How To Secure a Great In House Counsel Position

If you're scanning the want ads online and applying to jobs yourself, you're likely missing out on choice Los Angeles in house counsel positions.  Need some help? Hire a Los Angeles attorney recruiter to secure you an in house position.  When you work with Rifkin Consulting, your premiere Los Angeles attorney recruiters, you gain the following benefits:

  • Connections to top corporations in Los Angeles. Rifkin Consulting has been around for decades and as choice Los Angeles attorney recruiters, we've placed many candidates in top in house counsel positions.  Want to join those ranks? Trust in our connections and expertise.
  • Experienced interview preparation techniques. When you're interviewing for an in house counsel position, you are stepping into a very different interview from law firms.  As top Los Angeles attorney recruiters, we can help you to prepare for these interviews with hands on help and scenario based coaching.
  • Assistance putting together your portfolio. Typically, in house counsel positions want to see a portfolio of your legal work.  They want to see if you've got experience preparing legal documents for issues they often face.  Do you need help with your portfolio? Rifkin Consulting's Los Angeles attorney recruiters can help you to assemble a polished portfolio which represents your best work.
  • Skilled negotiation techniques. In many ways, your job offer is just the beginning.  Part of the appeal of a Los Angeles in house counsel position is the often creative benefits that are unavailable to law firm Associates.  Let our skilled Los Angeles attorney recruiters help you negotiate that top salary, enviable hours, and benefits that will keep you happy. 

You Need a Competitive Edge

When you work with a Los Angeles attorney recruiter, you gain a competitive edge over others.  In Los Angeles, there are approximately 11 million people, a large percentage of whom are attorneys.  How many people do you think will be competing with?  When you use a Los Angeles attorney recruiter like Rifkin Consulting, you're investing in yourself.


Long Beach Attorney Recruiters Rifkin Consulting Help You to Market Yourself

When you're seeking a position as an Associate or as In House Counsel, you need to know how to market yourself for the job you want.  Do you know how to stand out of the crowd and market yourself as the right choice?  Maybe it's time you called a Long Beach attorney recruiter.  When you call a Long Beach attorney recruiter like Rifkin Consulting, you gain experts in the field of marketing yourself for the job you want.

As attorneys, it's not a natural skill to be able to sell yourself or your skills.  You likely got into this business to argue the finer points of law, not to sell.  But when you're looking for a job, you must be able to market yourself in this manner.  That's where we come in.  Hire a Long Beach attorney recruiter to take on the role of marketing you to law firms and corporations.

How Long Beach Attorney Recruiters Market You

When you submit your resume to Rifkin Consulting, you gain knowledgeable and skilled Long Beach attorney recruiters who will aggressively market you to potential employers across Long Beach and the United States.  We've got the experience that you need to gain the position you want.  How do we do it?  We use the following techniques to your advantage:

  • We review and edit your resume free of charge. We have over 2 decades of experience reading and writing reviews that make our attorney candidates stand out from the crowd.  Trust in Rifkin Consulting as your preferred Long Beach attorney recruiters to edit your resume to sell your unique skill set.  Hiring managers are looking for specific skills and experience. If you don't know how to sell your skill set as an exact fit, you may not make the cut.  That's why you can trust our experienced Long Beach attorney recruiters to make your resume sparkle.
  • We leverage our connections to law firms and corporations in your favor. We've worked with many of these hiring law firms and corporations for years.  And after years, we know exactly what they want and who to call to pitch an attorney candidate just like you.  Employers trust our experience as Long Beach attorney recruiters will identify and match the perfect candidate.  As your Long Beach attorney recruiter, we go to bat for you. 
  • We teach you how to sell employers on your skill set. When you're going in for an interview, you're really going in to sell yourself and market yourself to the potential employer.  Your Long Beach attorney recruiters teach you what to say to market yourself, highlighting your attributes. As Long Beach attorney recruiters, we've prepared thousands of candidates for interviews and know a thing or two about winning personal marketing strategies. Sit down with us and let us help you to sell yourself.

You need an advocate on your side.  That's why you should call a Long Beach attorney recruiter today.  Gain the help you need for free.  Yes, free. We are paid by your eventual employer, so it is in our interest to work hard to market you well.


Experienced San Francisco Attorney Recruiters Rifkin Consulting Get Results

San Francisco is a competitive town.  And given the current somewhat shaky state of the attorney job market, the competition has gotten fierce.  That's why you need an experienced and assertive San Francisco attorney recruiter on your side.  At Rifkin Consulting, our decades of experience make us the best San Francisco attorney recruiters.  Don't just take our word for it, take a look at our track record.  We place more people into satisfying San Francisco attorney positions than our competitors do.  Our San Francisco attorney recruiters get the results you need.

What an Experienced San Francisco Attorney Recruiter Can Do For You

You've got the experience and the desire to get hired at a great law firm.  But do you have the skills to catch that law firm's eye and beat out your competition?  Do you know what it takes to make a lateral move? Trust Rifkin Consulting, your experienced San Francisco attorney recruiters to help you out.  We offer the following services to our attorney candidates to help them get hired:

  • Thorough review of your resume and portfolio. When you make a lateral move, you'll need not only a great professional resume, but a portfolio that represents your best work.  Ideally, this work will be persuasive enough to encourage a law firm to hire you.  If your resume and your portfolio could use a review, let our San Francisco attorney recruiters take a look.  We can suggest edits to show off your accomplishments and skills.  And we can suggest what items you may want to include in your portfolio to grab the attention of that law firm's hiring manager.
  • In depth interview preparation and coaching. Interviews are scary and can be quite nerve wracking.  We know, we've been there too.  As experienced San Francisco attorney recruiters, we've prepared thousands of candidates for this big moment, and we've achieved great success.  We can help you prepare for your big interview, too. Trust in our experienced San Francisco attorney recruiters to give you the help you need to excel.
  • Inside tips and tricks. We've been working with many of our clients for years, some of them for decades.  By now, we know a thing or two about these law firms' corporate environments, their realistic expectations, and what will cause them to run for the hills.  Let us offer you the benefit of our experience as San Francisco attorney recruiters to get you hired in a satisfying environment.
  • Salary negotiations. You want to maximize your salary and benefits and we want to help you to achieve that! Rifkin Consulting's experienced San Francisco attorney recruiters have successfully negotiated salaries with these same law firms many a time before.  We know exactly how to achieve the best for you!

When you're looking for a competitive edge, trust in a San Francisco attorney recruiter to provide it for you.  We'll be your secret weapon in a highly competitive law firm job market.


Will the Legal Community Embrace Facebook’s New Job Board?

The business of legal recruiting is always evolving. Today, Facebook announced a new job board and on its first morning, recruiters have already posted 1.7 million jobs from 5 different internet recruiting portals. These portals include:

• BranchOut

• DirectEmployers Association

• Work4Labs

• Jobvite

• Monster.com

This new application was initially developed to offer job seekers one central location to look for work and interact. As a social recruitment site for legal professionals, the jury may still be out. What appears to be lacking is the caliber of professionalism that legal recruiting targets.

Facebook Lacks the Professionalism that LinkedIn is Known For

What’s missing in Facebook’s job board is the community of professionals that LinkedIn attracts. As an aggregate of current job postings around the net, it’s great. But as a legal recruiter, the level of professionalism inherent to a site like LinkedIn may be more appropriate. Many Facebook users treat their pages like a fun zone. That profile picture of someone downing shots on their last vacation doesn’t scream hire me.

The reason legal professionals keep coming back to LinkedIn is the professional community. In this forum, you can network, share tips and tricks, peruse articles about topics relevant to your career and gain support from a community of professionals. Legal professionals are comfortable in this setting and have embraced the forum as a professional space in which to interact. As a legal recruiter, you need to hang out in the spaces where your clients gather. And LinkedIn appears to dominate this space.

Until Facebook embraces a more professional atmosphere, its value may simply be as an advertisement space. As a legal recruiting space, the jury is still out.


Employment Placement Services at Skadden

If you aspire to be a successful attorney, then you might heard of a law firm known as Skadden, Arps, Slate, Meagher, & Flom, LLP. A titan among mortals, Skadden was named as Wall Street’s most powerful law firm by Forbes Magazine. The firm was the first to report $1 billion in annual revenue and receives consistently stellar reviews from industry publications.

The question needs to be asked: What is their secret? How did they earn this reputation?

It’s not difficult to see that Skadden owes its success to its team of attorneys and associates. The firm reaches out to potential lawyers who have been ranked in publications like Chambers, the American Lawyer, the National Law Journal, and the Financial Times. Skadden even offers a top-tier associate program that provides excellent training, mentoring, and guidance for its future attorneys.

We can understand, then, why graduates are tripping over their feet for a chance to nab a seat in the summer associate classes. The hiring process at Skadden is vigorous and tough (and understandably so, considering their reputation). What exactly is the best way to earn a coveted spot within Skadden’s prestigious firm?

 Associates can increase their chances of recruitment by seeking help from law firm and attorney recruiters who know the ins and outs of the firm. Legal recruiting firms, like Rifkin Consulting, have mastered the art of attorney search and placement.

These firms use their expertise to match associates with the right firms. Rifkin Consulting has a rich history of success in the industry, and has been known to create trusted candidate relationships. By utilizing a legal recruiter, associates not only increase their chances of job placement, but they will also build professional relationships that will continue to benefit them in the years to come.


Employment Opportunities at Latham & Watkins Law Firm

One of the largest global law firms in the world, Latham & Watkins, LLP, employs approximately 2,000 attorneys in the United States as well as in Europe, the Middle East, and Asia. The company was founded in 1934, and though it initially focused its practice in the U.S., the attorneys began to take on cases outside of the nation.

Latham & Watkins started in Los Angeles, California, but its biggest office is now located in New York City. It is not difficult to recognize that Latham & Watkins hires only the top accolades to join their team of successful attorneys. Considering the fact that it is historically one of the most profitable firms in the globe, Latham & Watkins selects its future attorneys sparingly.

Landing a job at Latham can be quite the mission, but it is not impossible. Why else would the company boast of more than 2,000 associates? Nevertheless, it can be a long and vigorous journey to earn a coveted position at any prestigious law firm.

This is why it is so important that you develop a relationship with a legal recruiter. Legal recruiters have already developed relationships with attorneys at these firms. They know the ins and outs of the industry. By taking a single glance at your resume and experience, a legal recruiter, like Diane Rifkin and the recruiters at Rifkin Consulting, will know which firm to match you with and where you will fit best.

Contacting a legal recruiter could be one of the best things you do for your career. The benefits are invaluable. Not only will you increase your chances of landing a job, but you will also develop lasting relationships that will benefit you in the future.