Dimitri Mastrocola’s Post

𝗛𝗼𝘄 𝗠𝗮𝗿𝗸𝗲𝘁 𝗗𝘆𝗻𝗮𝗺𝗶𝗰𝘀 𝗔𝗳𝗳𝗲𝗰𝘁 𝗖𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝗖𝗼𝘂𝗻𝘀𝗲𝗹 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 Yesterday, I compared recruiting top GC and in-house counsel talent to dating. Today, I'll explore how 𝗺𝗮𝗿𝗸𝗲𝘁 𝗱𝘆𝗻𝗮𝗺𝗶𝗰𝘀 and the 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲'𝘀 𝗽𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲 affect this relationship. You may think that filling a senior in-house counsel role is easy in today's market. There are many more attorneys looking for GC and senior corporate counsel roles than available spots. But don't relax. The best candidates, including the "passive" ones, have options. Passive senior-level talent are happy and successful in their current roles. They are curious about new opportunities but not eager to change. They evaluate their options carefully and don't make hasty decisions. They are strategic about whether to pursue an opportunity. This means that strong GC and in-house counsel candidates will be selective, even in an employer-friendly market. You must prioritize a 𝗳𝗮𝘀𝘁, 𝗲𝘅𝗰𝗲𝗽𝘁𝗶𝗼𝗻𝗮𝗹 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 to win them over. The challenge is to balance your urgency to fill the role with their slower decision-making process. You need to align your expectations and timelines with theirs. And you need to communicate with them clearly and consistently. This is how you build trust and rapport with candidates. 💡 Do you struggle to navigate the complex in-house counsel talent pool? I'd love to help you engage with top legal talent and align your hiring processes with their timelines. #LegalRecruiting #CandidateExperience #GeneralCounsel #ExecutiveSearch #TalentAcquisition #RecruitmentStrategy

Some very wise words from Dimitri for your next GC hire:

💡 𝗧𝗶𝗽𝘀 𝗳𝗼𝗿 𝗵𝗶𝗿𝗶𝗻𝗴: 𝗦𝗲𝗰𝘂𝗿𝗶𝗻𝗴 𝗜𝗻-𝗵𝗼𝘂𝘀𝗲 𝗟𝗲𝗴𝗮𝗹 𝗖𝗼𝘂𝗻𝘀𝗲𝗹 𝗯𝗲𝗳𝗼𝗿𝗲 𝗲𝗻𝗱 𝗼𝗳 𝘆𝗲𝗮𝗿 𝗶𝘀 𝗰𝗿𝘂𝗰𝗶𝗮𝗹 ❗ General Counsels and other legal hiring managers should be focused on securing candidates during Q3 and Q4. These final months of the year provide a unique opportunity to secure top legal talent and head into the new year fully staffed and ready to tackle Q1. 𝙒𝙝𝙮 𝙝𝙞𝙧𝙚 𝙣𝙤𝙬? 🌟 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴: The early bird gets the worm, as they say. Companies are finalizing their strategies for the upcoming year and having the right legal leadership in place is essential for aligning business goals with both compliance and regulatory requirements. ⚽ 𝗚𝗲𝘁 𝗔𝗵𝗲𝗮𝗱 𝗼𝗳 𝘁𝗵𝗲 𝗚𝗮𝗺𝗲: By hiring in these quarters, you position your organization ahead of the competition, securing the best talent before the peak hiring season begins. 💲 𝗧𝗵𝗲 𝗕𝗼𝘁𝘁𝗼𝗺 𝗟𝗶𝗻𝗲: Companies often have budget considerations that must be addressed before the year ends. Investing in top legal talent during this time can ensure optimal use of your recruitment budget. At Page Executive Legal, we understand and advise on the importance of timing in legal recruitment. Our deep market insights and extensive network enable us to help you find and secure the best candidates, ensuring your legal team is prepared to meet the demands of the new year. Please reach out to have a discussion if you are looking to expand your in-house legal team, or even hire your first in-house attorney. 📧 [email protected] #LegalRecruitment #ExecutiveSearch #GeneralCounsel #InHouseCounsel #PageExecutiveLegal #LegalLeadership #StrategicPlanning #TalentAcquisition

RECRUITERS AND HIRING MANAGERS, .... READ THIS. The Strategic Advantage of Hiring Former Law Enforcement Officers for Corporate Administration Roles: In today's dynamic business environment, companies need professionals who are adaptable, decisive, and possess a unique set of skills. Former law enforcement officers bring an array of benefits to corporate administration that can drive your organization towards success. 🔒 1. Unparalleled Integrity and Ethics: Former law enforcement officers are trained to uphold the highest standards of integrity and ethics. Their commitment to honesty and transparency ensures that your company maintains a trustworthy and reliable image. 🧠 2. Exceptional Problem-Solving Skills: With years of experience in high-pressure situations, these professionals excel at analyzing complex problems and devising effective solutions quickly. Their ability to remain calm under pressure is invaluable in the fast-paced corporate world. 🗣️ 3. Strong Communication and Interpersonal Skills: As community leaders and public servants, former law enforcement officers have honed their communication skills. They are adept at building relationships, mediating conflicts, and fostering a collaborative work environment. 🔍 4. Attention to Detail: Investigative work requires meticulous attention to detail. This skill translates seamlessly into corporate administration, ensuring that all processes and operations are executed with precision and accuracy. 👥 5. Leadership and Teamwork: Law enforcement officers often work in teams and lead diverse groups. Their leadership experience and ability to work collaboratively can enhance team dynamics and drive your organization forward. 🚀 6. Adaptability and Resilience: The ever-changing nature of law enforcement work equips officers with the ability to adapt to new situations and challenges. Their resilience and flexibility make them well-suited to navigate the evolving landscape of the corporate world. As a law enforcement officer who is trying to transition to the corporate world, it's frustrating to see that companies often don't understand the immense benefits we bring. By hiring a former law enforcement officer, you're not just adding a new team member; you're bringing on a dedicated professional with a wealth of experience, a strong moral compass, and a proven ability to excel in demanding environments. Embrace the unique skills and perspectives they offer to elevate your corporate administration to new heights. #CorporateLeadership #Hiring #LawEnforcement #BusinessAdministration #LeadershipSkills #Teamwork #Integrity #ProblemSolving #CareerTransition

𝗛𝗶𝘁 𝘁𝗵𝗲 𝗚𝗿𝗼𝘂𝗻𝗱 𝗥𝘂𝗻𝗻𝗶𝗻𝗴: 𝗬𝗼𝘂𝗿 𝗚𝗖 𝟵𝟬-𝗗𝗮𝘆 𝗣𝗹𝗮𝗻 Stepping into a General Counsel role? The first 90 days matter. Here's a simple ACTION PLAN to start strong: ✅ 𝗣𝘂𝗿𝗽𝗼𝘀𝗲 • It’s an action-item checklist for initial success, not a full strategic plan • Keep it flexible for updates based on new insights and feedback ✅ 𝗚𝗮𝘁𝗵𝗲𝗿 𝗶𝗻𝘁𝗲𝗹 • Dive into the company, business and operations • Understand the strategies, goals, and challenges of both the company and the Legal team. • Figure out your interaction with key stakeholders • Define your role expectations as Legal head, advisor to the CEO and board, and partner to executives and business units ✅ 𝗘𝘅𝗲𝗰𝘂𝘁𝗲 • Prioritize issues based on interviews and pre-start conversations • Identify key people for initial meetings • Create a communication plan • Set milestones to track your progress over 90 days ❌ 𝗔𝘃𝗼𝗶𝗱 • Overestimating what you can achieve in the first 90 days • Setting unrealistic goals for yourself and the Legal team • Trying to have all answers immediately • Rushing into major Legal team restructuring without a thorough assessment Your 90-day plan is a tool, not a rigid set of rules. Adapt and stay open to feedback as you settle in. 🤝 Navigating a GC transition or looking to strengthen your legal team? As seasoned legal executive recruiters, my team and I specialize in connecting organizations with exceptional GC and corporate counsel candidates. Let's discuss how we can assist you in building a strong legal department that drives business success. #legalcareers #generalcounsel #inhousecounsel #leadership #executivesearch #legalrecruitment

Your company is hiring a General Counsel. Look for these 5 traits: 1. Communication GCs need, above all else, the ability to communicate. This means the legalese needs to be checked at the door. If the interview process includes “heretofore,” obscure jargon, and other terms of art that leave you with questions, then you should probably continue your search. 2. Reps Every GC needs experience. No company hires a recent college graduate as it CEO. Likewise, the GC needs a few grey hairs. Can you be a great GC with only five years of legal experience? Sure. But the greater likelihood is that you will encounter situations with no historical reference. A bit of seasoning will impact the day-to-day guidance the company receives. 3. Business-centric The GC must understand business. If the prospective hire has no clue how to read a P&L, then the business acumen may not be up to par. A base understanding of how a business operates and the functions that support it has a causational relationship with a GC’s efficacy. 4. Approach Ask questions about recent issues / challenges the company is facing or has faced in the past. Listen to the analysis and whether the input aligns with the company’s risk tolerance, budget, and direction. The learning curve is steep when joining a new organization. It’s a much flatter slope if you can find alignment in approach. 5. Approachability The value of a GC is he / she provides the internal stakeholders a resource to bounce ideas and talk through matters. Where every conversation isn’t tied to a billable hour. The GC should be someone who is both willing and able to connect with all levels of an organization. Not only the C-Suite. Because when an issue escalates, the GC will need to leave the ivory tower and wade through the muck. #generalcounsel #hiring #attorney

Gain valuable insights from the other side of the hiring table and transform your legal career with a fresh perspective. Dive deep into the intricacies of the hiring process, understand what makes candidates stand out, and learn how to position yourself as a top contender in the competitive legal field. Unlock the secrets to success and gain an edge in your job search by discovering the strategies and tips that hiring managers look for in potential hires. Whether you're a recent law school graduate or an experienced attorney looking to make a career change, this comprehensive guide will provide you with the knowledge and tools you need to navigate the complexities of the legal job market with confidence. Don't miss out on this opportunity to elevate your career and achieve your professional goals. Read more here: https://lnkd.in/gSC6GRZs #LegalCareer #JobSearch #CareerAdvice #LegalIndustry #HiringTrends #ProfessionalGrowth #CareerDevelopment #LegalProfession #JobHunting #CareerSuccess #LegalJobs

When interviewing for a position in the legal field, asking the right questions can help you evaluate whether the employer and the position are a good fit for your career goals and work style. Here are some questions you might consider asking: ☑ How do you define success for someone in this position? ☑ What is the team's culture like, and how does the firm support collaboration among colleagues? ☑ How do you encourage communication and feedback within the team? ☑ How are performance and contributions evaluated? ☑ What social or community involvement initiatives does the firm support? #LegalInterview #HiringProcess #LawFirm #Recruiting

Embarking on a transformative journey through the legal hiring landscape in a post-pandemic world! Join us at PS Companies for key insights and best practices that will guide you to career excellence. Your pathway to professional growth awaits – let's navigate it together! #LegalInsights #CareerAdvancement #PSCompanies

Embarking on a transformative journey through the legal hiring landscape in a post-pandemic world! Join us at PS Companies for key insights and best practices that will guide you to career excellence. Your pathway to professional growth awaits – let's navigate it together! #LegalInsights #CareerAdvancement #PSCompanies