Mike Evers recruits attorneys for corporate legal departments throughout the United States. Please visit www.everslegal.com. His firm also offers experienced in-house counsel to companies on an adjunct basis.
Here are some of the best practices for “temp to perm” (as this is known in our business) as a hiring practice.
Receiving input that can help us improve is a gift that we should embrace.
Many of our firm’s search assignments involve geographic relocation, often to small markets with only one or two major corporate employers.
You know the drill. Your department wants to hire a new counsel to senior counsel-level attorney. You don’t want someone too junior who will need training and struggle to operate independently. But you are not offering a management level role with a high salary, so many good candidates will be...
Superficial impressions are important when hiring. But go beyond your gut and try to get a deeper sense of the person before you hire. Remember, it's a close, long-term relationship.
What do inside counsel enjoy most about their jobs? According to our Career Satisfaction Survey, your #1 answer is “intellectual stimulation.”
Last month, I wrote about gaining access to executive level relationships. Staying with our theme of climbing the law department ladder, I offer a specific tip as this month’s column. It will generate positive recognition within your company via attending an event that also gives you exposure externally.
The early responses to our survey are clear on one point. The vast majority of you want to climb the proverbial corporate ladder.
What specifically makes a career as inside counsel rewarding and satisfying? We want to know—we'd like you to answer our career writer's poll.
Leaving the law altogether is by far the most difficult and last of this three part series offering tips for inside counsel who happen to be unhappy.