This blog discusses ways in which AMLAW100/200 tier law firms, corporations, and financial institutions recruit and retain attorneys. The postings may be of interest to (1) hiring partners and recruiting managers/coordinators; (2) attorneys interested in optimizing their career planning and job searches; and (3) anyone with an interest in how lawyers are recruited and retained by their employers.
In one significant respect – another principal audience of this blog is other legal recruiters (or legal search consultants) (or "headhunters") (or "Lawcruiters"). For better or for worse, the legal recruiter community are stewards of the talents of the attorneys and legal employers we represent. The attorneys we work with represent a unique population of unusually hard-working, super-intelligent drudges who are tasked with the responsibility of documenting the most essential functions of our economy and society. These folks deserve nothing less then to be given every opportunity to make the best use of the skills they have. The best way legal recruiter community can help them is to give these attorneys complete and accurate information about their employers, and to help them think critically in assessing where and how they use these skills. For their employers, the legal recruiter community can do no better then to keep challenging them to improve their hiring practices - be that by giving them reality checks or by highlighting "best practices" whenever possible. To the extent that good manners and commercially motivated civility don't work - this blog will attempt to fill that gap.
