Brian M. Moskowitz’s Post

Summer hiring slowdown? Nope. While the overall volume of attorney hiring in Florida might be down, I have not seen a slowdown as we enter the summer. What I do see is a slowdown in attorneys considering a lateral move. Many attorneys wait until the fall/winter to consider making a move because it's been programmed into their minds to wait for their year-end bonus before making a move. But when the majority zigs, you need to zag. In the summer, you will have less competition and many firms will match year-end bonuses. If there might be a better opportunity for you, are you really going to let the time of year dictate your happiness? You need to take control of your career, now. 𝗕𝗲 𝗨𝗻𝗰𝗼𝗺𝗺𝗼𝗻ᵀᴹ ---------------------------------- For insights into the legal industry, Florida legal market, and mindset, click the 🔔 or follow me at Brian M. Moskowitz #BeUncommon #LegalRecruiter #FloridaLegalRecruiter

Surprise surprise… we are hiring again! This time we are looking for lawyers. We need a Midlevel Attorney (5 year of litigation experience) for our Houston office and a Senior Attorney (7+ years of litigation experience) for our Dallas office. If you’re seeing this post and you’re a lawyer I already know what you’re probably thinking because the last time we picked off a Senior Associate from Big Law, she was thinking the same things. Now, she’ll tell you herself that joining us was the best career move she’s ever made. So, let me see if I can address some possible questions before they arise: 1.        Can they afford me?  Honestly, we can pay you a competitive compensation package but if you come from Big Law, we likely cannot match your Big Law salary because we don’t require Big Law hours or rigor. We work hard but no one is expecting you to bill 1800 or 2000+ hours. 2.        What’s their billable hour requirement? Around 1600 3.        Do they even have the work? This one is always hilarious to me. Umm… YES! We stay really busy doing sophisticated and complex litigation work for great clients and yes, we try cases. 4.        Can I work from home? We are in office 4 days and at home 1 day. 5.        What’s the culture? We are a pretty close knit, collegial group. In office it’s pretty casual but always professional. In short, if you’re looking to make as much money as possible and you’re willing to do anything for that, we probably are not the right fit. If you meet the experience requirements, want to make good money, have balance, real case responsibility, an opportunity at partner, and be a part of a growing firm, check us out. #LawFirm #Litigation #Attorneys #Associates #OfCounsel #Hiring #EmploymentLaw #ConstructionLaw #EmploymentLaw

With the end of the year approaching, I'd like to provide a brief recap on when and where New England attorneys moved in 2023. A total of 1,101 attorneys at all levels in New England transitioned to a new job (220 partners, 156 counsel, 667 associates, 58 other). From the chart below, you can see that the most movement occurred in March and September with the slowest months being in January and December. The slight variance each month shows that legal employers were consistently hiring throughout the year. So, where did these attorneys move? ◾ 840 attorneys jumped to another law firm (76.3%) ◾ 169 moved in-house or lateraled to another in-house position (15.3%) ◾ 42 moved to a judicial position (3.8%) ◾ 32 moved to a government position (2.9%) ◾ 13 moved to a non-attorney position (1.2%) ◾ 5 moved to "other" (0.5%) My team and I were honored to help make many of these moves happen. If you're an attorney interested in exploring the lateral hiring market or an employer looking to recruit top legal talent, reach out to me at [email protected] or at 857-229-0649 to schedule a meeting. #lateralhiring #marketknowledge #legal #attorneys #lawyers #NewEngland Team: Tiffany Ambrose, Esq. Meagan McKinstry, Esq. Emily Lam, Esq Marisa Agganis Emily Chamberlin, esq. *Data from Firm Prospects

Landing an in-house counsel role isn’t easy. And I don’t have any unique approaches. But the following 4 tactics helped me: 1. Curate. Applying online is way too easy. Search in-house counsel jobs on LI and click 2 or 3 times. Application submitted. Unfortunately, this convenience makes it easy for everyone. The increased applicant pool means your package will need to be tailored to the applicable position. I built a word document with job-specific criteria that I would use before making my submissions. 2. Diligence. If you’re looking for a job, expect to put in the time. Even if you have the credentials –top law school, big law, in-house experience, etc. – landing a coveted, in-house role takes time. Be persistent in your pursuit. 3. Network. If you want to work for company X, then network with people in that company. Reach out and engage with content. This will not land you the job, but it may help put you in front of the hiring manager when a position opens. 4. Develop. In-house attorneys must be nimble and have a base understanding of myriad areas of law. If you are at a firm, then you will need to build this arsenal of knowledge. Contracts, data privacy, compliance, and litigation are all musts in the in-house world. #generalcounsel #attorney #inhousecounsel

The legal market is in constant flux and lawyer hiring flows from Biglaw to smaller firms, and back again, along with the highs and lows of that market. During the hiring frenzy of 2021 and 2022, candidates who historically worked at smaller, boutique, or regional employers became highly sought after by Biglaw. Many were lured away by the perception of higher prestige and the reality of fatter paychecks. Smaller firms, corporate legal departments, and governmental entities had a difficult time competing with the huge compensation and bonus packages offered by big firms vying for candidates, and many of their usually coveted openings were slower or hard to fill. As the market slowed, the flow reversed. Some of those recently hired Biglaw associates have been and will continue to be downsized. Others will look for the better work/life balance often available at the smaller firms or in-house, and will gladly give up their big paychecks for a different career path. Some partners who aren’t producing as much client revenue, or find that their clients can’t pay the huge billing rates their Biglaw employers desire, may make similar moves or look at virtual law firms as an attractive alternative. There’s always movement, but the action changes, and savvy lawyers, legal employers, and legal recruiters must adapt. What do you expect to see in the lawyer job market in the near future?   #lawjobs #legaljobs #legalrecruiting #hiringtrends #seltzerfontaine For more insights into job search strategies, the legal industry, and the California legal job market, follow SeltzerFontaine LLC, and connect with me and ring the 🔔 at Valerie Fontaine.

The legal market is in constant flux and lawyer hiring flows from Biglaw to smaller firms, and back again, along with the highs and lows of that market. During the hiring frenzy of 2021 and 2022, candidates who historically worked at smaller, boutique, or regional employers became highly sought after by Biglaw. Many were lured away by the perception of higher prestige and the reality of fatter paychecks. Smaller firms, corporate legal departments, and governmental entities had a difficult time competing with the huge compensation and bonus packages offered by big firms vying for candidates, and many of their usually coveted openings were slower or hard to fill. As the market slowed, the flow reversed. Some of those recently hired Biglaw associates have been and will continue to be downsized. Others will look for the better work/life balance often available at the smaller firms or in-house, and will gladly give up their big paychecks for a different career path. Some partners who aren’t producing as much client revenue, or find that their clients can’t pay the huge billing rates their Biglaw employers desire, may make similar moves or look at virtual law firms as an attractive alternative. There’s always movement, but the action changes, and savvy lawyers, legal employers, and legal recruiters must adapt. What do you expect to see in the lawyer job market in the near future?   #lawjobs #legaljobs #legalrecruiting #hiringtrends #seltzerfontaine For more insights into job search strategies, the legal industry, and the California legal job market, follow SeltzerFontaine LLC, and connect with me and ring the 🔔 at Valerie Fontaine.

With the current market being quieter than usual, it's understandable why there's a reluctance to commit to permanent hires within in-house legal teams. However, it's interesting to note that external counsel spend continues to rise for many clients. While ad hoc support isn't a permanent commitment, it does come at a higher cost than having a slightly larger team in-house to cover more work. Despite the difficulties in hiring at the junior level and rising costs, there is still plenty of value to be found if people are happy to be flexible in their requirements. While having an exact fit for skillset is ideal, every in-house lawyer learns on the job and develops the skills to turn their hand to most things. #legalhiring #inhouse

2024 has started with a bang, as Law Firms are hiring!!!!!!! The last time we saw this type of increase in job openings was 19 months ago!   Leopard Solutions tracks over 1,200 Law Firm career pages and provides up-to-date job opening and closing information. Just look at what’s happening in the Top 200! We saw almost a 100% increase in job openings from last month. We also see the trend of more job openings than closings in the past four months!   What do you think? Is the Legal Industry turning the corner? #legalindustry #legaljobs

What was 2023 like as a year for law firm hiring? And what can we expect in 2024? Is now a good time to make a lateral move? What specialties are most in-demand at the current time? We all have our own anecdotal senses of the talent market, but actual data is more useful. One of the richest troves of information is that of Firm Prospects, LLC, a provider of law firm analytics, market intelligence, and career development tools used throughout the legal industry. They aggregate data from publicly available sources and apply different forms of artificial intelligence and human review to create a market-leading research and career development platform. David Lat recently spoke with Adam Oliver, CEO of Firm Prospects, about the state of the legal talent market. Thanks to Adam for his time and insight, and thanks to Firm Prospects for sponsoring this post on Original Jurisdiction. https://bit.ly/3HUVRsE #Biglaw #lawfirm #lawfirms #legal #legalcareer #legalcareers #lawyer #lawyers #attorney #attorneys #legalhiring #recruiting #legalrecruiting #sponsored #sponsoredpost