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.
This column is the first in a new format featuring advice directly from exceptional general counsel throughout the U.S.
When inside counsel call our firm to ask about new opportunities, we often hear some version of “I don’t like my boss” as the key motivator for seeking a move.
A general business publication named Crain’s ran an article recently about the very small percentage of women holding CEO, CFO and lead business development titles.
A majority of our searches are, in fact, subject matter specific requests. Please get us a great securities, IP or ERISA attorney, etc.
The psychology of sudden job loss merits some attention here, if only to say that recruiters do “get it.”
There are dozens of events throughout the year around the country offering inside counsel opportunities for continuing legal education (CLE), broad based networking and dialogue with service provider sponsors.
At the largest firms in big markets like New York, Chicago and San Francisco, we still see a pyramid structure in which associates outnumber partners (though barely).
The vast majority of reference check calls should really be labeled validation calls.
Last month I suggested five tips for using inside counsel freelancers. Now it’s time to flip the coin and offer advice for inside counsel who wish to freelance.
Law department talent models continue to evolve in response to the question so often posed at inside counsel conferences: “How can general counsel handle increasing compliance requirements and other legal needs, while meeting stricter budgetary goals?”