Case Study 1:
Highly-credentialed senior attorney wanted to leave top tier law firm after only one year, due to a strong personality conflict with the Department Head. Having been previously employed by another top tier firm for eight years, this attorney believed that he needed an entrepreneurial environment in a smaller firm. Attorney had no portable book of business. Why would a law firm be interested in hiring a partner level candidate who was not self-supporting?
After carefully discussing why this attorney was so unhappy, Rifkin Consulting immediately utilized our extensive recruiting contacts to approach a law firm that was well-known, but not so large that an individual would not have the opportunity to stand out or be assertive in his own right. Additionally, we spent a good deal of time with this attorney, fleshing out potential legal business that might be portable. We worked closely with the firm, discussing various ways in which this attorney could be brought into their existing structure. The result of intensive discussions was to discover that this candidate did have a modest book of business and that, along with his impeccable credentials and affable nature, convinced the firm to hire him in the capacity of Special Counsel. Within two years, this attorney’s business grew to a point where he became an Equity Partner and has remained so for nearly ten years.
Case Study 2:
Attorney candidate had an unusual background; good credentials mixed with a long stint in the military (justice system). His maturity and life’s experiences exceeded his likely ability to get many job offers, since his area of expertise was a niche practice and he did not fit easily into a firm’s typical lateral year program. This attorney was commuting more than two (2) hours daily to his present position, which caused him to miss out on a great deal of quality time with his young family. Why would a law firm’s local office hire a senior attorney for a junior position, with highly atypical legal experience, in a niche area that is typically pursued in a firm’s home office?
Rifkin Consulting immediately contacted a law firm client that is well-known in this particular practice area, knowing that this firm’s goal was to develop a stronger local presence. We communicated not only this candidate’s experience – but also his prestigious contacts – which would become significant in the recruiting process. The firm appreciated that these are attributes that law school alone cannot provide, as well as the maturity and experience that would prove helpful in practice. The geographic challenge was overcome by occasional commuting to the Home Office. The candidate accepted the law firm’s offer and now works in his specialty area, within twenty minutes of his home.