Case Study 1:
Attorney candidate had worked for three law firms within a period of one year; it was discouraging series of wrong-turns in terms of the firms he selected. He turned to Rifkin Consulting to help steer him (and his career) back on course. Why would a top tier law firm even consider interviewing this attorney, given his shaky work history? How could we draw attention to this candidate’s human qualities and true abilities?
Rifkin Consulting immediately contacted firms that we believed would take a personal and understanding approach to the process. These firms did not have active openings at the time. Through effective communication and carefully drafted materials, we represented the candidate in a manner that drew attention to this attorney’s experience and articulate nature. After interviewing, methodical follow up and compensation negotiation ensued, resulting in higher compensation than the candidate had hoped for. In fact, this candidate received two (2) offers from top tier firms in only one month. Through a combination of our company’s professional demeanor, active listening skills, sound judgment, established contacts, and a desire to put him in the right place (not just any place), this attorney is finally working at a firm whose interests and priorities are identical to his own.
Case Study 2:
Attorney candidate had worked for a large law firm before going In House to work in a family business for three (3) years. Desiring to return to the law firm environment, this attorney contacted Rifkin Consulting to assist with placement. The legal market was in a shambles in the early 2000’s, attorneys were being laid off, and so firms were not interested in hiring a candidate with this work history. Candidate was concerned that if she did not leave the In House job very soon, her chances of ever returning to a law firm would become practically impossible. Why would a law firm hire a mid level attorney with an inconsistent work history, and given that the market was at a low point?
Rifkin Consulting contacted a highly-regarded law firm that we knew recruited candidates with not only strong credentials – but also amiable personalities. This particular firm has a kinder, gentler culture and is family-oriented. We suggested that both the law firm and candidate be flexible about compensation in order to adjust for time spent In House, and this became a win-win situation for both parties. This accomplished attorney found a home with a law firm that valued her commitment to her family, as well as to the practice of law.