Blog

We are Partners

Michael Lord

We are proud to announce that Andrew Gurman and Jon Lewis have been named partners at our search firm and the new company name is Lord Gurman & Lewis LLC

In addition to our name change, our New York City office has moved to 200 Madison Avenue, Suite 2109, New York, NY 10016. Our Connecticut address remains the same and should be used for all mailings.

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Gurman and Lewis Speak at NALSC Symposium

by Michael Lord

Andrew Gurman (l) and Jon Lewis (r)
Andrew Gurman and Jon Lewis both served as panelists at the annual NALSC symposium held at Orrick’s New York City Office on October 21, 2016.

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Small Candidate Pool Searches

by Jon Lewis

Consider the following job opening:

Vault 100 law firm seeks mid-level associate with a Ph.D. in electrical engineering, Mandarin language ability, and background in both patent prosecution and litigation.  Candidates must be admitted to practice in NY and before the United States Patent & Trademark Office.  Top academic and law school credentials required.  Prior work experience at a company in the high tech industry preferred.

Obviously, the pool of candidates meeting all of these specifications will be relatively small compared to the relevant pool for a more common search for, say, a third year general corporate associate.  From an employer’s perspective, a small pool search like this raises a number of issues calling for careful consideration.

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Job Searches and Bonus Season

by Jon Lewis

Now that we have hit November, a number of significant occasions loom larger on the horizon: Thanksgiving, Christmas, New Year’s Eve and, last but not least, law firm bonus announcements are all just around the corner. This time of year, legal recruiters hear the following from candidates with great frequency: “I’m putting my search on hold until after I collect my bonus; call me back next year.”

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The Elusive Window of Marketability

by Michael Lord

Too many associates are missing the so-called “window of marketability” and get in the law firm job hunt too late for their own good.  As a general rule, associates are most marketable when they have two to five years of experience.  More than I ever can remember, my colleagues and I are receiving calls from 7th, 8th, and 9th year associates who have now figured out that partnership prospects are dim and it’s time to look for greener pastures.

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Difficult Searches and Recruiter Motivation

by Jon Lewis

If you’re a law firm or in-house legal department looking for a hard-to-find attorney how can you get a legal recruiter to focus on your search? A traditional contingency fee arrangement may not do the trick.  Recruiters working on straight contingency are understandably reluctant to devote much time to difficult searches unlikely to lead to a placement and a fee.

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Attorney Career Planning and Realistic Expectations

by Jon Lewis

Most of you readers don’t know this, but I am a very lucky person. In fact, I’m so darned lucky that I’m fairly certain that someday soon I’m going to win a multi-million-dollar lottery jackpot. Which means that I don’t need to worry at all about planning for my eventual retirement. No, not really. I’m actually no luckier than normal, and need to save for retirement just like most people ... What, you might ask, does the above have to do with an article about legal careers?

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References & Conflicts from the Candidate’s Perspective

by Jon Lewis

When pursuing a new position as an attorney, you will typically need to work hardest before receiving your ultimate offer, on tasks such as drafting a résumé, preparing for/attending multiple rounds of interviews, and negotiating terms after an initial offer is extended. But even if you survive all that heavy lifting, it’s usually still premature to celebrate. The vast majority of offers to attorneys are expressly contingent upon reference and conflicts checks, and (as many candidates have learned to their dismay) those checks can at times prove to be much more than mere rubber stamp formalities.

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The Unforgiving Market

by Andrew Gurman

Although U.S. stock markets had excellent returns for almost five years, the U.S. legal market saw a tepid recovery, leaving companies and law firms with far greater leverage during the hiring process than the attorney candidates who are seeking to join them. What had been a candidates’ market turned into an employers’ market by late 2008. Here are examples of the post-recession challenges faced by associates, counsel, and partners looking to make a move:

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Interview Prep Pointers

by Jon Lewis

Suppose you’ve finally landed an interview for your dream job. And say you’ve got great credentials and directly on point experience. In fact, on paper you’re a perfect candidate for that in-house or entertainment boutique position you’ve always wanted. You’re on your way, right? Well, maybe …

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In-House Insights

by Jon Lewis

Ask a legal recruiter to name the one thing he or she hears most often from candidates and there’s a good chance the answer will be “I want to go in-house.”  For many candidates, an in-house position seems like the holy grail of legal jobs, the solution to all the shortcomings of life at a law firm. But there are potential pitfalls …

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The Illusion of Job Security and Practical Implications

by Andrew Gurman

Many have seen the practice of law at major, large law firms or within an in-house setting as a safe choice for earning solid compensation and enjoying excellent job stability. That conception suffered during the Great Recession in the face of mass Biglaw and significant corporate in-house layoffs. But long-term stability was lacking even before that time …

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To Avoid a Dog of a Job, Choose Your Job Like a Dog

by Jon Lewis

As a legal recruiter with more than 12 years of experience, I am frequently asked for guidance by candidates trying to choose a new job. I also happen to be a huge dog lover, and since my affection for canines is well-known friends sometimes ask me for suggestions about selecting their new best four-legged pals. While neither of those facts alone is especially noteworthy, it might surprise you to learn that a lot of the same advice actually applies in both situations. There is a lot to be said for picking your job according to some of the same rules you should follow in picking a dog …

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How Important are Performance Reviews?

by Andrew Gurman

Associates often wonder what to make of their annual or semi-annual performance reviews. Firms may seem to minimize their importance by providing them weeks or months after they were originally supposed to take place, or even neglecting them altogether. But performance reviews do matter and can provide a bevy of information for attorneys who listen carefully to the explicit and implicit messages contained within them. Here are three varieties of performance reviews ...

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Legal Career Path Mistakes

by Jon Lewis

For the most part, it is very difficult to provide one-size-fits-all career advice for attorneys. The same guidance which may make perfect sense for a senior associate hoping to make partner at a Vault 100 firm may be of little use to a second year at a small firm who is looking to someday go in-house. However, regardless of class year/credentials/objectives there do exist some universal pitfalls which all attorneys should try to avoid ...

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Why A Legal Employer Should Use A Recruiter’s Services

by Andrew Gurman

You are a managing partner of a 50-attorney law firm in New York. You need a smart, hardworking third-year litigator trained at a large NYC law firm. The ad you placed produced 200 unqualified candidates, 30 of whom keep following up with you, either leaving voicemails or cluttering up your inbox with follow ups. Your assistant fields numerous calls from other candidates looking to return to law after a three-year hiatus or those looking to transition from corporate to litigation. After spending several hundred dollars on an advertisement and countless hours sifting through off-point resumes, you aren’t any closer to hiring. Sound familiar? If it does, read on regarding the reasons why a legal employer should hire a recruiter.

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Legal Recruiting FAQ

by Andrew Gurman

When I was an associate at large law firms years ago, I received phone calls from a variety of legal recruiters, but I only had a limited sense as to what they did and how they operated. Now having recruited for several years, I spend a lot of time educating attorneys about a recruiter’s role in helping them secure a new position. Candidates or potential candidates often ask the same questions about the recruiting process. Here are answers to ten questions that are commonly asked and/or should be of interest to candidates considering working with a legal recruiter:

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Ten Suggestions to Improve Your Resume

by Andrew Gurman

Attorneys with several years of experience often tell me that they have not updated their resumes since law school. Regularly revising your resume is helpful for several reasons: (1) newly acquired skills are fresh in your mind; (2) when an exciting job opportunity arises, an updated resume allows for immediate consideration; (3) your own law firm or company may need a resume for internal purposes or as part of a pitch to a potential client; or (4) a resume may be needed before events, such as making a presentation or receiving an award.

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Bigger is Better

by Andrew Gurman

Large law firms offer state of the art technology, Class “A” office space, bright and hardworking lawyers, in-house marketing and public relations departments, and other excellent features. Although big firms’ drawbacks can include a profit-centric and up-or-out culture and limited advancement opportunities, large firms offer many advantages over their smaller brethren. Here are some reasons to consider staying at or attempting a move to a larger firm.

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