Swan Legal Search is comprised of former practicing attorneys. We focus on creating opportunities and building long term relationships with lawyers, law firms and corporate legal departments. We know the attorney job market from the inside out, which enables us to provide the best possible consultations. Our success is a direct reflection of the commitment, accountability and integrity we bring to each search. We understand the critically important need for confidentiality and conduct ourselves accordingly. We have an unprecedented passion for facilitating a fit on both a personal and professional level.

Our information technology is the most advanced in the industry, which enables us to respond quickly with the right candidates and opportunities. After we identify potential matches, we thoroughly interview each candidate before any introduction is made to any law firm or corporation. We do this to ensure that each attorney represents a potentially good match with each firm and corporation to whom he or she is submitted. Above all, no candidate is submitted for consideration to any firm or company without the explicit authorization of the candidate. Likewise, when Swan Legal Search assesses a law firm merger or group placement, extensive scrutiny is placed on mutual goals, chemistry, finance and philosophy prior to any introduction.

As a member of the National Association of Legal Search Consultants, we strictly adhere to, and exceed, its code of ethics.

I’m proud of the guidance we’ve given to hundreds of candidates and firms over the last 15 years.  Many have become good friends. Swan Legal Search is dedicated to serving the needs of its clients and the attorneys with whom we work. Our goal is to help all levels of attorneys, including associates, partners and entire practice groups. We believe that great attorneys are also great people. If we can be of assistance to you or your firm, please call us at 310-201-2500, or e-mail us at info@swanlegal.com.  Please also take time to visit our main website at www.swanlegal.com.  We look forward to hearing from you.

Delia K. Swan, Esq., Founder

If you’re a woman, the deck may be stacked against you

While women are making some headway in the partner world, there is still a long way to go.  “Women work just as hard as men, but are overlooked many times for partner,” said Delia Swan, president of Swan Legal Search.  “It’s amazing that this is still happening in 2012, but that’s the sad reality.  Certainly, there are many more women partners than there were 30 years ago, but the numbers (of men and women) aren’t yet equal.”

Dedicate a decade (at least) to your partner goal

A recent study found that about it takes an average of 10 years to become a partner at a big law firm.  Of course, some attorneys make it in less time while others take longer.  “In every firm, a lawyer needs to prove herself worthy of partnership,” said Swan.  “There are so many different ways that the firm will be testing the attorney, but mostly it will rely upon hours billed, revenue generated for the firm and dedication to the job.  Attorneys on the partner track quickly learn that making the firm top priority at all times will certainly help on the rise to the top.”

Get ready to make money – for the firm

Most firms are looking for someone who can be a money-maker.  A partner’s salary is high, and the expense needs to be justified.  The more money an associate can bring to the firm, the more money other partners are willing to give.  Therefore, bringing cases can be huge help when an associate is looking for partnership.  “In most cases, it’s not enough just to be a great lawyer,” Swan said.  “The firms are looking for more than that.  They want to know that an attorney can support his own salary and still provide for the firm.  This is crucial.”

Be prepared for more of the same:  crazy billable hours

If an associate achieves the partner goal, she should be prepared to bill like crazy.  In many cases, being named as a partner is just the beginning to the hours and dedication expected.  This is one mountain that, at the top, presents another mountain.  An associate should be prepared to work just as hard as ever, if not harder.  There’s no cruising when it comes to Big Law partners.  The fun has only just begun…

“The flailing economy and the business of law firm management are reasons that many partners are going to be leaving this year,” predicts Delia Swan.  “Talent is less important, it seems, than the ability to generate revenue.  Thus, those who still hold dear the honorable, old-fashioned practice of law and feel they’re over-charging clients will want to rectify this and will seek out firms with lesser hourly rates.”

In addition, the pressure is on at many law firms to produce a constant stream of business.  Many firms are pushing partners to generate more than $1M each year, while the salary earned by the partners isn’t increasing proportionately.  “Partners know that they can leave a big firm, keep their clients, charge the clients less and make more money.  It’s a win-win for the partner and client, but it’s a lose-lose for the law firm and the associates at that firm,” Swan said.

“Associates are left in a lurch, unless of course, they’re asked to join the departing partner.  Unfortunately, that is usually not the case in this market, since the new firm will likely have associates in its rank who will take on the new partner’s case load.  So, the associates at the old firm are left without work and without the opportunity to move to a new firm with the partner.  It can be devastating.”

As a result, associates who are left behind have to work even harder to make sure they stay busy and become invaluable to the firm.  In many cases, this means that the associates need to find work within the firm and start figuring out how to generate business on their own – outside of the firm.  Associates are “growing up” quickly in the big firm environment.

“Typically, associates aren’t expected to be generating cases until they’ve worked for years at the firm.  The firms aren’t pushing business development onto associates, but the associates who want to stay in the firm and make partner see the writing on the wall,” Swan said. “They need to make money for the firm, or they may find themselves off the partner track.”

What does this mean for partners and associates?  This year will certainly mean changes for the structure of many firms.  Associates will be working harder than ever and may have expectations placed on them beyond their typical workload.  However, associates who can step up to the plate and deliver decent legal work and a great book of business may step into the role of partner more quickly than ever.

Reverse mentoring (as this trend is known) can be a wonderful experience for associates and senior-level executives.  Each party learns so much and begins to appreciate the other’s position within the company.  Although some may nay-say, it’s possible that this trend may continue in the law firm environment.

As has been the case for a couple of years, the social media and internet portions of law firm revenue generation has been incredibly important.  Everyone, associates and partners, alike, are getting involved.  However, some of the more experienced partners are having a hard time understanding exactly how the game is played.  This is a perfect opportunity for associates to show value and volunteer to reverse mentor the partners.

“I’ve seen some of the most amazing business connections happen through LinkedIn,” said Delia Swan, principal at Swan Legal Search.  “It’s clear that social media is quickly becoming a very lucrative marketing tool used by law firms.  Partners are beginning to realize this, and they want help from some of the younger associates.  It’s a great way for associates to really add value to the firm in addition to their regular work.”

Since 2008, it’s been a difficult road for many associates.  Layoffs have occurred in record numbers, and the number of new associate openings has been slow.  Things are beginning to look up now, according to Swan, but there is always room to show how invaluable an associate is to the firm through his or her ability to generate revenue and understand the workings of the law firm business.

“Whenever associates go above and beyond the call of regular duty, partners take notice,” said Swan. “Partners want to keep associates who understand how important revenue generation is to the firm and want to help bring in business.  Showing partners how to bring in more business and effectively use social media to do that are two ways that associates can help their careers and add value to the firm.”

For even more information on how social media can be used to generate revenue for your firm, check out some of our older posts or contact us!

1. Things are finally, finally looking up in the legal market.  In 2011, we saw an increase in legal jobs across a variety of practice areas.  It’s possible/probable that many associates noticed these increases in their firms.  This is fantastic news even for those associates who already have a job.  Now they have the option of making a lateral move much more easily.  Partners are more willing to hire and more willing than ever to look at associates with 1-3 years of experience.   Associates with more experience will also benefit by being able to negotiate a higher starting salary than one year ago.
2. The market is on the other side of the worst legal market in decades.  It wasn’t easy, and it most likely brought doubt into the minds of many an associate, but it appears that the market has taken an up-turn.  Although we see the legal market move cyclically (the beginning of each decade seems to have a down cycle), this was certainly one of the worst we’ve seen in decades – and associates can take pride in the fact that they survived.  The upside to this struggle is employability.  Although associates may not be aware of their flexibility and adaptability, employers are.  They know that associates who worked and thrived in this market have the stamina, the tenacity and the sheer willpower to keep going.  These traits make for excellent attorneys, and the best hiring partners know this.
3. Mergers have, in some ways, helped.  Associates working in a firm that acquired or was acquired this year should definitely give thanks.  California was a hotbed of activity when it came to mergers and acquisitions this year.  As a result, many of the acquired firms actually grew in numbers.  Numerous acquisitions were made by larger firms without a strong West Coast presence.  Now that these larger firms have the “California office,” they will likely be expanding their presence.  This means more jobs and more opportunities for associates throughout California.
4. Experience has increased among associates.  The last two years have been learning experiences for many attorneys – both personally and professionally.  Many associates learned more about the law than they would have two years ago because of cuts in staff and resources.  As a result, the associates’ resumes likely show much more experience and expertise now than associate resumes a mere five years ago.  This makes today’s associates more desirable.

1. Make sure you know what you want.  Do you want to stay in the same practice area or switch?  What type of law firm environment are you looking for?  Do you want to try for a position at biglaw, a firm with only a few attorneys or something in the middle?  This step is absolutely crucial when thinking about making a move.  Once you’re focused on the practice area and the type of firm, things will start moving in the right direction.
2. Sell yourself.  What can you offer a firm?  To make a successful lateral move, you’ve got to start thinking like a law firm.  Why would they want to hire you?  What can you provide for the firm that is above and beyond other lawyers?  Write down your “unique selling proposition” and really edit it into one succinct, but powerful, sentence.  Make sure to include this in your cover letter or interview.
3. Start taking steps before you talk to a firm.  Once you know what you’re looking for and what you can offer, start moving in that direction on your own.  Don’t wait for a firm to come in and sweep you off of your feet.  Take proactive steps and good things will come!  Email your family, friends, ex-classmates, former co-workers and anyone else who will read your message, and let them know exactly what you’re looking for and what makes you perfect for that position.  Get active on LinkedIn and connect with people.  Remember, getting a job (particularly at the partner level) is primarily about relationships.  The more people with whom you have a relationship, the better your odds of landing your dream position.
4. Network.  It’s a dirty word for most attorneys, but it’s the way that most people hear about new opportunities.  Get out there and speak with fellow attorneys.  Let them know what you’re looking for and what you can offer a firm.  Chances are, you’ll hear about a few positions that may work out for you!
5. Get all of your successes on paper.  A resume is great, but even more impressive to a law firm is having a list of your successes. Do you have a book of business, any published cases, particularly interesting “wins”?  All of these things speak volumes about your ability, and your successes let a law firm know what they can expect from you.

Now that you’ve got everything together, it’s time for the job hunt.  Of course, that’s where we can help!  Please contact us today to hear about job opportunities and how we can help connect you with the right firm.

It seems that most of those surveyed thought that litigation would increase in the near future, although the answers about why the litigation would increase varied. More regulation, company growth and the poor economy where several of the top answers.

Among the respondents, regulations have caused more of them to retain outside legal counsel in 2011 than in 2010.  And, the trend is predicted to continue.  Approximately  1/3 of U.S. respondents expect litigation to increase next year. By sector, both insurance and energy led the way in expecting an increase in regulatory proceedings.

For you, the litigation attorney, this is great news!  If the respondents of this survey are correct, litigation opportunities will increase throughout 2012.  If you’re ready for a jump to a new firm or a new practice area, please contact us.

A variety of firms merged throughout the country, three of those mergers were between national firms and California firms.  Philadelphia’s Fox Rothschild absorbed Chan Law Group, Dallas-based law firm McKool Smith acquired Los Angeles-based Hennigan Dorman and Kansas City firm Polsinelli Shugart merged with another Los Angeles firm, Quateman.

So, why does everyone want to be in California?

Delia Swan, principal at Swan Legal Search, says that California has always been a destination for law firms. “Unfortunately, the last few years haven’t been confident years in many firms, and acquisitions and mergers slowed down.  Now, in 2011, things are starting to pick up, and we’re seeing that with the moves of these firms.  California is a place many law firms want to have offices because of its importance as a state.  California has a huge economy, and it’s geographically desirable on the West Coast.”

Overall, Swan says, these types of mergers are a good thing for California’s legal market.  “Just because these smaller firms merged, it isn’t necessarily bad.  These larger firms will most likely be expanding the ‘new’ California offices and hiring more attorneys.  We love to see new legal jobs in the California market.”

“It’s true that we’re seeing an increase in intellectual property positions throughout the state,” Swan said.  “This is an area of law that we don’t see slowing down anytime soon.”  In particular, Swan said, she is seeing a lot of positions for lawyers who have experience with the technology sector in the Silicon Valley area.

“From what we at Swan Legal Search have seen, IP attorneys are more in demand now than they have been at any time in the last few years.  This is great news for patent attorneys and other IP lawyers who have an EE, CS or physics background.”  Just a quick review of the search engines for IP jobs produces a slew of recent hires and need-to-hires.

“This is a very exciting time for attorneys.  We are starting to see a real increase in jobs across the state,” Swan said.  “It appears that California lawyers have something to celebrate – finally!”

So, what does this mean for you?  If you have patent and IP experience, now is the time to start thinking about making a move.  There are definitely jobs to be had, and firms are ready to hire.  Be sure to get your resume in order, brush up on your interviewing skills and don’t forget to contact us.  We’re in the know about IP jobs throughout the state, and we’re here to help you get the job you’ve always wanted!