blogs.vault.com/ Thu, 03 January 2013 17:20:00 Thu, 03 January 2013 17:20:00 Diane Rifkin /blog/vaults-law-blog-legal-careers-and-industry-news/overqualified-is-not-out-of-luck/#detailed_comment How Overqualified Attorneys Can Market Themselves Competitively by Diane Rifkin, Rifkin Consulting We didn’t fall over the fiscal cliff, but our economy is still not on solid ground. As the economy still struggles forward, the legal community has seen some high profile law firm collapses that sent shockwaves through the industry.  The legal industry is struggling and attorneys are struggling to find their place within the industry. When the only jobs you can find are new Associate positions, how does a seasoned attorney find a job? To many seasoned attorneys, junior positions are starting to look good when it means you can put food on the table for your children. But how does an overqualified attorney go about marketing themselves for a junior position? As an experienced legal recruiter, I often hear the laments of overqualified attorneys. In my 25 years of experience, I have found that nothing is impossible if you create the right plan of action and know how to effectively market yourself. The key is to understand your limitations, know the bumpy road that lies ahead, and realistically prepare yourself for a fight to prove you shouldn’t be overlooked. Yes, you’re going to have to learn how to assess the landscape and market yourself for the position accordingly. Understand a Hiring Manager’s Challenges to Hiring an Overqualified Attorney Things are rough in the legal industry. With more attorneys on the market than there are available positions, it can feel like a battle to get your foot in the door. Often, responses to your applications are few and far in between, if only to tell you that you’re overqualified for the job. The whole process can seem maddening. But you need to understand law firm hiring managers’ challenges in order to effectively be able to counter them. Hiring an overqualified attorney may muddle a clear track to partner. Law firms often pigeon hole attorneys into certain categories- Associate, Junior Partner, Partner. When an attorney makes a lateral move, this is often based upon 1 to 2 years of experience in a law firm. However, if you have years of extra experience and assume that Associate position, you may disrupt a once clear track to partner. Firms may simply be unwilling to make adjustments for your experience that might put you ahead of your peers, many who have been at the firm for longer. Hiring managers fear you may come to resent your job. As an experienced attorney, you want to be recognized for your skill set and challenged. If you are in a junior position, you may become bored or resent your lower pay despite possessing significant experience. You may ultimately come to hate the firm. Hiring managers are sensitive to these feelings and often seek to minimize this kind of negativity. Despite these challenges, there are law firms who recognize your years of experience and would value the opportunity to gain a seasoned attorney at a lower cost. There are also hiring managers who are willing to see what you have to say. In these instances, you have one shot to market yourself strategically as the answer to their problems. How to Market Yourself Strategically When it comes down to securing an attorney position, it’s all about marketing. When a law firm is already resistant to the idea, you need to be able to market yourself effectively to overcome the presumption that you wouldn’t work out. Keep the following techniques in mind: Focus on small to mid- size firms that may greatly value your skills. Often, smaller law firms do not have the benefit of attracting top tier candidates with years of experience. These candidates often want to target large law firms instead. Try positioning yourself as a seasoned attorney seeking to contribute more to a law firm that could benefit from the years of experience. Often, small to mid- size law firms can appreciate this desire and are happy to accommodate attorneys seeking the support of a law firm and the opportunity to help open up new avenues of business with them. Market yourself as an attorney candidate making a career transition. Often, after years of time off to raise children, women are faced with transitioning back into a law firm environment. And hiring managers are sensitive to this transition. Similarly, hiring managers can appreciate that after years of corporate law, attorneys often want the support of a law firm. In each instance, the key is to sell the hiring manager on the fact that despite years of experience outside of the firm environment, you are seeking to rejoin the firm and are looking to get in on the ground floor and work your way back up. Sell your unique set of skills. In today’s environment, there are many attorneys who are unable to operate new technology, or who lack the experience to put together a comprehensive litigation strategy. If you’ve got these skills, sell the hiring manager on how your skill set will add value to the firm and enhance their clients’ experience. Seek out an experienced and skilled legal recruiter. Often, legal recruiters are your ace in the hole. Privy to private postings that the rest of the general public does not see, a legal recruiter can often push you in the right direction. They can also offer you resume reviews, edits, and interview preparation that may provide just the boost you needed. Legal recruiters’ close relationships with law firm hiring managers make them a strong advocate for you. Let your legal recruiter go to bat for you and sell your value to the law firm. When you’re overqualified, you are not out of luck. With some persistence and patience, you can get noticed, get interviews, and convince hiring managers that it’s a smart bet to bet on you. The key is to be realistic, know your value, and don’t give up. Diane Rifkin is an attorney and CEO of Rifkin Consulting, a premiere Orange County attorney recruiting firm. The Rifkin difference is an international network with hands on boutique style personal attention. You can find Diane Rifkin Esq. here at http://www.rifkinconsulting.com /blog/vaults-law-blog-legal-careers-and-industry-news/overqualified-is-not-out-of-luck/ /blog/vaults-law-blog-legal-careers-and-industry-news/overqualified-is-not-out-of-luck/ Thu, 03 January 2013 17:20:00 Mary Kate Sheridan /blog/vaults-law-blog-legal-careers-and-industry-news/diverse-attorneys-making-progress-but-still-behind-on-partnership-prospects/#detailed_comment Last year, data from our annual Vault/MCCA Law Firm Diversity Survey suggested that minority lawyers had been disproportionately affected by the economic downturn, with previously reported gains halted—in some cases, reversed—in 2009. The latest survey results, however, provide evidence that the legal profession is slowly recovering from the economic crisis and that progress for minority lawyers has moved forward again. (These findings have been confirmed by reports from The American Lawyer and NALP.) Still, the rate of progress remains, for the most part, disappointingly slow. The Vault/MCCA survey data also highlights the increasingly elusive nature of partnership, especially for women and racial minorities.   This spring we surveyed more than 260 law firms around the country, including most of the largest and most prestigious national law firms, as well as smaller regional firms, on their diversity initiatives, programs and demographics. The results, which include statistics for the 2010 calendar year, have been released in the new edition of the Law Firm Diversity Database. Some of the key findings: Signs of post-recession recovery   •   Entry-level and lateral recruiting experienced an uptick in 2010, although hiring remained well below 2007 levels. In 2009, firms brought in just 9,227 new lawyers; in 2010, that number climbed to 12,374. (For comparison: 16,465 were hired in 2008 and 18,426 in 2007.) •   Law firms also did a better job of retaining lawyers. In contrast to 2009, when firms lost 2,661 more attorneys than they hired, in 2010, firms not only shed fewer attorneys (10,254, compared to 11,888), but they also hired 2,120 more lawyers than they lost. •   While the 2010 summer associate class was substantially smaller than previous classes (only 53 percent the size of the 2009 class and less than half the size of the 2007 and 2008 classes), a much higher proportion of 2Ls received offers to return as full-time associates. Firms made permanent offers to nearly 90 percent (88.78%) of 2Ls in 2010 (compared to just 72.82% in 2009), bringing the offer rate back up to pre-recession levels. Minority attorneys regain some ground •   The percentage of minority attorneys in the law firm population, which had fallen to 13.44% in 2009, climbed back to 13.72%, nearly as high as 2007 (13.77%). •   The percentage of minority equity partners, which had remained virtually static at 6.06% in 2009, increased to 6.29% in 2010—the highest rate since 2003, when the Vault/MCCA survey was launched. •   Minority representation on executive/management committees also continued to expand, from 5.42% in 2007 to 5.50% in 2009 and 5.76% in 2010. •   Racial/ethnic minorities represented nearly 21 percent (20.98%) of all attorneys hired in 2010—a notable increase over the 19.09% reported for 2009, though still below the levels for 2008 (21.77%) and 2007 (21.46%). •   Retention rates also improved: 18.98% of all attorneys who left their firms in 2010 were attorneys of color, compared to the 20.79% who left in 2009. Progress for women •   The 2L summer associate class included the highest percentage of women (47.98%) in the last four years, as did the portion of female 2Ls who received offers of permanent employment (47.58%). •   Of all new equity partners hired or promoted in 2010, 21.45% were women, compared to 20.66% in 2009 and 20.96% in 2007. •   Women’s membership on hiring committees also grew in 2010, along with their representation among office heads and practice group leaders. On the other hand, the percentage of women serving on executive or management committees fell slightly, from 16.13% in 2009 to 15.74% in 2010. GLBT population slowly growing •   In 2010, openly gay, lesbian, bisexual and transgender (GLBT) represented 1.77% of the law firm population, reflecting a steady increase since the 1.58% reported in 2007.[1] •   In 2010, GLBT attorneys represented 1.75% of all new hires, compared to 1.43% in 2007. Partnership remains elusive goal, especially for minorities and women   •   Of the nearly 100,000 attorneys for whom law firms reported data in 2010, more than 42 percent are partners. Yet it appears that law firms are drawing more new partners, not from their own associate ranks, but from other firms. •   Of the new partners (both equity and non-equity) reported by firms in 2010, more were hired laterally (1,622) than were promoted from within (1,471). The total number of lawyers promoted to partnership has declined each year since 2007. Of those associates and of counsel who do make partner, the majority (more than 60 percent) are white men. •   Even though women and racial minorities have made up more than half of law firm associates and nearly 60 percent of summer associates for the last eight years, white men continue to dominate the partnership ranks, representing more than 75 percent of all partners (75.89%) and almost 79 percent of equity partners (78.77%).                                                              Source: Vault/MCCA Law Firm Diversity Database   After the disturbing results from last year’s survey, the upturn in minority recruitment and retention is certainly welcome. The most encouraging news may be the advances made by minority lawyers within the top tiers of law firm hierarchies. On the other hand, smaller summer class sizes means a narrower recruiting pipeline, while a relatively stagnant partnership leaves fewer opportunities for diverse attorneys to climb the partnership ladder. Given these conditions, it’s hard to see how the ranks of minority partners in BigLaw will increase dramatically without corresponding increases in the proportions of minority law students hired and senior associates promoted. For more industry-wide findings as well as individual law firm statistics, check out the complete survey results. Access to the database is free; it just requires registration to set up a password. In addition to demographic statistics, you’ll find descriptions of law firms’ recruitment efforts and retention initiatives, pipeline programs and ways in which they hold their leadership accountable for diversity progress. [1]Note that a small percentage of participating firms do not track or report GLBT data.   --By Vera Djordjevich, Vault.com  Read More Law firm diversity progress stalled by economy, according to survey results [The American Lawyer] [NALP] /blog/vaults-law-blog-legal-careers-and-industry-news/diverse-attorneys-making-progress-but-still-behind-on-partnership-prospects/ /blog/vaults-law-blog-legal-careers-and-industry-news/diverse-attorneys-making-progress-but-still-behind-on-partnership-prospects/ Tue, 27 September 2011 11:21:33 Mary Kate Sheridan /blog/vaults-law-blog-legal-careers-and-industry-news/repaying-law-school-loans-on-a-public-interest-salary/#detailed_comment -- Radhika Singh Miller, Equal Justice Works   As I indicated in my earlier post, those pursuing public interest law careers should weigh their law school options carefully, considering such factors as experience and training; professional guidance; and financial assistance. When it comes to finances, prospective law students shouldn’t merely investigate scholarship, grant and loan options—they should also explore post-law-school debt relief. The three major types of educational debt relief available to public interest lawyers are: •Income-Based Repayment (IBR), which lowers monthly loan payments based on the borrower’s income. •Public Service Loan Forgiveness (PSLF), which allows forgiveness on Federal Direct loans after 120 qualifying payments while working full-time in qualifying public service employment. •Loan Repayment Assistance Programs (LRAPs), which provide funds to help make payments on educational loans. Income-Based Repayment and Public Service Loan Forgiveness were created by the College Cost Reduction and Access Act of 2007 and can provide significant relief to those entering public service. To benefit, you must start taking the right steps now. Avoid borrowing private loans because IBR and PSLF are only available for federal loans. The Grad PLUS loan allows many law students to fund their legal educations solely through a combination of federal loans, which are eligible for IBR and PSLF. Loan Repayment Assistance Programs (LRAPs) are available from a variety of sources. In addition to your school’s LRAP, you may be eligible for assistance from your employer, state government, or the federal government. For example, the Legal Services Corporation provides loan repayment assistance, and the John R. Justice Student Loan Repayment Program provides assistance for state and federal public defenders and state prosecutors. Using an LRAP in conjunction with IBR and PSLF can provide tremendous relief. If you have eligible federal loans, you may be able to qualify for low monthly payments under Income-Based Repayment, use LRAP funds to help you make these lowered monthly payments while working in a qualifying public service position, and qualify for Public Service Loan Forgiveness after making 120 qualifying monthly payments! Looking for more information? You can learn more about IBR, PSLF and LRAPs by visiting the Equal Justice Works website and by registering to attend Equal Justice Works Educational Debt Relief Webinars. You can also learn more about school’s public interest offerings, grants and scholarships in The Equal Justice Works Guide to Law Schools. ______________________ Radhika Singh Miller is a program manager at Equal Justice Works focusing on educational debt relief initiatives. An expert on educational debt relief, Miller served on the Student Loans Team in the Negotiated Rulemaking for the College Cost Reduction and Access Act (CCRAA) in 2008 and has extensive knowledge of this landmark legislation. She conducts educational webinars and presentations; advises schools and organizations; and advocates for legislation and policy. Prior to joining Equal Justice Works, Miller was a staff attorney at the Partnership for Civil Justice in Washington. She received her J.D. from Loyola Law School Los Angeles. Equal Justice Works is the national leader in creating public interest opportunities for law students and lawyers. Collaborating with the nation’s leading law schools, law firms, corporate legal departments and nonprofit organizations, Equal Justice Works offers a continuum of opportunities that provide the training and skills that enable attorneys to provide effective representation to underserved communities and causes. In 2011, Equal Justice Works will celebrate 25 years of mobilizing the next generation of lawyers committed to public interest law. Equal Justice Works is a 501(c)(3) nonprofit organization. For additional information about Equal Justice Works, please visit www.equaljusticeworks.org.   /blog/vaults-law-blog-legal-careers-and-industry-news/repaying-law-school-loans-on-a-public-interest-salary/ /blog/vaults-law-blog-legal-careers-and-industry-news/repaying-law-school-loans-on-a-public-interest-salary/ Fri, 23 September 2011 11:14:22 Mary Kate Sheridan /blog/vaults-law-blog-legal-careers-and-industry-news/interested-in-public-interest-law-what-to-consider-when-choosing-your-law-school/#detailed_comment -- Radhika Singh Miller, Equal Justice Works Law school is a common choice for many – including those dedicated to fighting for justice and serving those in need. Public interest lawyers represent the underprivileged and work for systemic change; however, this tireless work often comes with a lower pay check than private practice positions. For those hoping to enter public interest professions, there are a few important considerations to think about when entering law school. Choosing a law school is based on individual circumstances, but many times public interest-minded students have different priorities than their peers. Students often consult guides or rankings when looking at law schools. While it can be beneficial to attend a well-regarded school, there are a number of factors to weigh, and the decision should not be made based on rankings alone. For a public-interest-bound student, three significant considerations to think about when choosing a law school are: experience and training; professional guidance; and financial assistance. Experience and Training Public interest positions are coveted opportunities that require dedication and skill. Because public interest organizations often do not have the resources to mold new lawyers, successful candidates for entry-level positions must gain training and experience while still in law school. For those serious about pursuing public interest, consider law schools that offer professional skills training as well as direct client contact and courtroom experience. While you are in school, participate in field placements and clinics, especially those geared toward your area of interest (such as homelessness, criminal defense or immigration). Take advantage of professional skills training courses, such as trial advocacy, which are great resources for you to develop desired skills and can distinguish you from other graduates. Professional Guidance Consider a school’s dedication to helping students secure public interest positions. Many schools have a public interest law department; some even dedicate a public interest advisor to counsel students on courses and career opportunities. And many small schools offer tremendous support to students looking to enter public service. Each school is unique – base your decision on your own priorities, and find a school that will give you the support you want and need. Financial Assistance The most important consideration when deciding among law schools is often the cost of attendance and the level of financial assistance available. Law school tuitions have skyrocketed and continue to rise with increased administration fees, costs of living and extra expenses. Set cost as a top priority throughout your legal career: during your school search, while enrolled in school, and after graduation. Many think those with JDs will earn enough money to compensate for the high costs of the degree, but this higher salary argument does not ring true for most public interest attorneys. Many public interest lawyers begin their careers earning around $40,000 (if not less) and never see a six-digit salary. Educational debt can affect your immediate lifestyle as well as future life choices. You need to be realistic, assess your financial situation, and determine the availability of aid (including grants, scholarships and loans) as well as repayment options after graduation. In addition to academic scholarships, a number of schools offer public interest grants and scholarships. Seek these out first as grants and scholarships don’t need to be repaid! Foundations and independent organizations also offer additional aid opportunities. Many law schools offer Loan Repayment Assistance Programs (LRAPs), which provide funds to help graduates working in the public interest make monthly payments on their educational loans. A law school with a comprehensive LRAP can help defray the high cost of attendance. If you need to borrow, which most law students do, compare the LRAPs provided by the law schools you are considering and determine which will be the most helpful to you. With this information, you can piece together the separate factors to see which school is right for you. You may choose a local public school because it costs less and provides field placements in the area, or perhaps you’ll choose a school in a big city because it has an immigration clinic and provides an LRAP to help cover the costs of repaying your educational loans. Each student’s choice is unique, and Equal Justice Works can help you see all your options and figure out what is right for you. Looking for more information? The Equal Justice Works Guide to Law Schools provides a snapshot of a school’s public interest offerings and how helpful they are to students interested in pursuing a career in public interest. The Equal Justice Works Guide to Law Schools also offers guidance on public interest grants and scholarships offered by law schools. ___________________ Radhika Singh Miller is a program manager at Equal Justice Works focusing on educational debt relief initiatives. An expert on educational debt relief, Miller served on the Student Loans Team in the Negotiated Rulemaking for the College Cost Reduction and Access Act (CCRAA) in 2008 and has extensive knowledge of this landmark legislation. She conducts educational webinars and presentations; advises schools and organizations; and advocates for legislation and policy. Prior to joining Equal Justice Works, Miller was a staff attorney at the Partnership for Civil Justice in Washington. She received her J.D. from Loyola Law School Los Angeles. Equal Justice Works is the national leader in creating public interest opportunities for law students and lawyers. Collaborating with the nation’s leading law schools, law firms, corporate legal departments and nonprofit organizations, Equal Justice Works offers a continuum of opportunities that provide the training and skills that enable attorneys to provide effective representation to underserved communities and causes. In 2011, Equal Justice Works will celebrate 25 years of mobilizing the next generation of lawyers committed to public interest law. Equal Justice Works is a 501(c)(3) nonprofit organization. For additional information about Equal Justice Works, please visit www.equaljusticeworks.org. /blog/vaults-law-blog-legal-careers-and-industry-news/interested-in-public-interest-law-what-to-consider-when-choosing-your-law-school/ /blog/vaults-law-blog-legal-careers-and-industry-news/interested-in-public-interest-law-what-to-consider-when-choosing-your-law-school/ Thu, 22 September 2011 10:56:11 Mary Kate Sheridan /blog/vaults-law-blog-legal-careers-and-industry-news/top-law-firm-summer-associate-programs/#detailed_comment For those seeking to launch law firm careers, securing a summer associate position is an important first step. Depending on how the summer program is designed, it is an opportunity for law students to understand the culture and practice of the law firm and to determine whether law firm practice meshes with their career goals. And while the days of the unlimited tab may be long gone, many summer associate programs still weave in social events—perhaps on a smaller scale than in the past—and provide opportunities for summers to get to know the firm attorneys and to have fun. Given the importance of summer associate programs for law students just beginning their careers—it is, after all, an 8-10 week interview for one’s first legal job—Vault decided to explore which programs offer the best overall experience, as well as which programs are the most realistic, best prepare law students for legal practice and are the most fun. This year, for the first time, Vault surveyed law firm associates on their summer experiences as part of the annual law firm associate survey (to which approximately 16,000 law firm associates responded). The firm that claimed the top spot for the best overall summer associate program didn’t need extravagant events to please its summers. Associates at the No. 1-ranked Fish & Richardson were happy with the firm’s balance of real work and laid-back social events. As one Fish associate puts it, “Our summer program = what you see is what you get. We stay off the side of extravagance, but really provide our summers with a good view of what life as an attorney is like, including real projects for real clients.” Associates at Fish also valued the opportunities to build relationships with attorneys and partners at the firm. “My summer class was small, and we worked on real projects, including significant cases, from the day we arrived. Summer events, one or two per week, were mostly relaxed and informal, and gave us great opportunities to meet and get to know associates and partners. Nearly everyone I met that summer remembered me (and the work I had done - beware!) when I arrived as an associate,” says an associate at Fish. Joining Fish & Richardson as the top 10 firms with the best overall summer program are: 1. Fish & Richardson 2. Baker & Hostetler 3. Cravath, Swaine & Moore 4. Williams & Connolly 5. Arent Fox 6. Baker & McKenzie 7. Dewey & LeBoeuf / Ropes & Gray (tie) 8. Sheppard Mullin Richter & Hampton 9. Chadbourne & Parke 10. Venable While it has already proven itself prestige-wise—coming in at No. 2 on the Vault Law 100 again this year—Cravath has also demonstrated its commitment to preparing its summers and providing them with realistic experiences. As the only firm to snag two No. 1 spots in the summer associate rankings, Cravath landed on top for the most realistic summer program and the summer program that best prepares for practice. “The firm treats summers like first year associates, except with some free lunches and fun events thrown in. Summers do regular work on cases. If that means late nights and weekends, then so be it. They don't sugar coat the associate experience. But with the long hours come interesting and meaningful work,” says one Cravath associate. “I chose my firm's summer associate program because they told us it would be a realistic depiction of life as an associate. We did in fact get very substantive work, and while encouraged to attend summer events, many of us were wrapped up in matters that took priority over the social options. I felt challenged and invested in both my team and my work, and also prepared to make the decision of whether to return to a NY firm,” says another. If it’s fun you’re after this summer, look no further than Ropes & Gray. While associates note that the program isn’t as lavish as it once was, they also rave about their social experiences as summers. “It's a great program - one of the best summers that I've ever had. While it does give summer associates a flavor of what it will be like to be an associate, the responsibilities are light and the focus is on getting to know your classmates and the other folks at the firm,” says one Ropes associate. According to another associate at the firm, “Ropes & Gray's summer associate program provides an excellent blend of real work and social events. Because the firm does such a great job choosing the right candidates, the summers often bond immediately creating a collegial environment. Each summer is set up with associate and partner mentors who provide them with guidance and insight into the inner workings of the firm.” The top 5 firms providing the most realistic summer associate program are: 1.Cravath, Swaine & Moore LLP 2.Boies, Schiller & Flexner LLP 3.Baker & Hostetler LLP 4.Arent Fox LLP 5.Venable LLP The top 5 firms offering the summer associate program that best prepares for practice are: 1.Cravath, Swaine & Moore LLP 2.Williams & Connolly LLP 3.Arent Fox LLP 4.Wachtell Lipton Rose & Katz 5.Boies Schiller & Flexner LLO The top 5 firms with the most fun summer associate program are: 1.Ropes & Gray LLP 2.Weil, Gotshal & Manges LLP 3.Alston & Bird LLP 4.Finnegan, Henderson, Farabow, Garrett & Dunner, LLP 5.Schulte Roth & Zabel LLP /blog/vaults-law-blog-legal-careers-and-industry-news/top-law-firm-summer-associate-programs/ /blog/vaults-law-blog-legal-careers-and-industry-news/top-law-firm-summer-associate-programs/ Thu, 15 September 2011 11:22:40 Mary Kate Sheridan /blog/vaults-law-blog-legal-careers-and-industry-news/diversity-and-its-impact-on-the-legal-profession/#detailed_comment “Diversity is a very critical element of our society,” said Robert J. Grey, Jr.—a partner at law firm Hunton & Williams—during a keynote speech at the 6, held on Friday, July 29, 2011 in Washington, D.C.  In discussing his path to Washington and Lee University School of Law, Grey engaged the audience with a story about his first meeting with the then-dean of the law school.  While his story was filled with humor, Grey conveyed an important message: rather than judging a book by its cover, the dean gave Grey the opportunity to fulfill his dream of becoming a lawyer.  Grey—who formerly served as president of the American Bar Association—has been an influential voice in the legal profession through his work and his commitments to pro bono and diversity.  He was nominated by President Obama to serve as a Board Member of the Legal Services Corporation—a post he now fills—and also currently serves as the Executive Director of the Leadership Council on Legal Diversity.   “Recognizing talent and giving it a chance - that’s what diversity is about,” said Grey. Grey’s speech formed a fitting backdrop for the day as hundreds of minority, female, LGBT candidates and candidates with disabilities gathered at the Renaissance Hotel in downtown D.C. to speak with recruiters and hiring partners from law firms, as well as corporate and government employers.  Earlier in the week, candidates and legal employers on the West Coast participated in the career fair at the Westin Bonaventure in downtown Los Angeles. Vault kicked off the career fair in D.C. by honoring the Top 25 Law Firms for Overall Diversity, Top 3 Law Firms for Diversity for LGBT, Top 3 Law Firms for Diversity for Women and Top 3 Law Firms for Diversity for Minorities. While recognizing that diversity is important throughout all careers, Vault.com‘s Law Firm Diversity Rankings focus on the legal profession. These rankings are the result of a survey taken by close to 16,000 law firm associates throughout the country.  This year, and for the third consecutive year, Carlton Fields was ranked the No. 1 Firm for Overall Diversity.  “This represents how far we have come as a nation and an industry,” said Gary Sasso, President and CEO of Carlton Fields, during the award ceremony.  “We have a very long-standing tradition of diversity.  We like to say we celebrate diversity in all things at all times.  It’s in our DNA.”  And it is fast becoming part of the DNA of many organizations who truly see the potential of a more diverse office makeup.  During a panel discussion moderated by Vault.com law editor Mary Kate Sheridan, various professionals in the legal industry weighed in on the subject and discussed ways to make sure that diversity is not just an idea, but a part of the everyday practice.   “Diversity wasn’t really something on top of anyone’s discussion list in the 80s,” said Jackie Stone, a partner at the law firm McGuireWoods.  “But it is an important discussion today.” Thomas E. Zutic, a partner at the law firm DLA Piper, stated that because of its importance today, “diversity is not about window dressing.  It’s not a one time, show off to the client aspect of business.” Stone added: “Clients are watching very closely.  They want to see that diversity continues in terms of who actually gets to do the work.” Lori L. Garrett, vice president and managing director of the southeast region of the Minority Corporate Counsel Association (MCCA), said that once you recruit diverse talent, the best way to keep them is to make them feel like they are part of the team.  “Mentoring is one of the most important ways anyone can connect to supervisors,” she said.  “They understand what it takes to reach the next level, but diverse employees should not just speak to supervisors.  They need to create relationships everywhere.” Zutic also noted that diverse candidates need to make sure they take ownership of their careers by making themselves desirable candidates.  “Grades are still important,” he said, noting that students should approach law school as their jobs and perform as well there as they would in their careers.  “It’s so basic, but it’s so important,” he said.  “We can talk diversity, but in the end, if you are not bringing the right skill set and the right credentials, it’s not going to work.”  -- Jon Minners, Vault.com /blog/vaults-law-blog-legal-careers-and-industry-news/diversity-and-its-impact-on-the-legal-profession/ /blog/vaults-law-blog-legal-careers-and-industry-news/diversity-and-its-impact-on-the-legal-profession/ Wed, 03 August 2011 14:38:51 Mary Kate Sheridan /blog/vaults-law-blog-legal-careers-and-industry-news/announcing-vaults-2012-best-law-firms-for-diversity/#detailed_comment Diversity: many candidates seek it, many clients demand it and many law firms tout it. But which firms are delivering when it comes to recruitment and retention of diverse candidates? At the sixth annual Vault/MCCA Legal Diversity Career Fair this past Friday, Vault revealed the results of its diversity rankings, and one firm stole the show: Carlton Fields. Vault’s diversity rankings are part of our annual law firm associate survey and have been a critical aspect of the survey since its inception; the survey is in its 14th consecutive year. This year, Vault received responses from nearly 16,000 law firm associates from approximately 300 law firms. Associates were asked to rate their firms’ commitments to diversity regarding women, minorities and LGBT. Vault’s diversity rankings are unique in that they are derived from the insights and ratings of insider associates. Taking the top spot for Overall Diversity for the third year in a row is Carlton Fields. According to a Carlton Fields insider, “Carlton Fields treats diversity as a priority . . . . The firm has a very strong tradition, and is simply not following the trend.” Joining Carlton Fields in the top ten for Overall Diversity are: 1. Carlton Fields 2. Littler Mendelson 3. Ropes & Gray 4. Jenner & Block 5. Weil, Gotshal & Manges 6. Cleary Gottlieb Steen & Hamilton 7. Shook, Hardy & Bacon 8. Paul, Weiss, Rifkind, Wharton & Garrison 9. Foley Hoag 10. Debevoise & Plimpton [ Click here to see the top 25 firms for Overall Diversity ] Carlton Fields also came in at No. 1 in the rankings for Diversity for Women and Diversity for Minorities, while Jenner & Block took the No. 1 spot for Diversity for LGBT. A Jenner & Block associate shared, “We are one of the more diverse firms that I am aware of, both in Chicago and nationally. I think we really succeed at GLBT recruitment, and do a great job at recruiting women as well.” Also notable is Ropes & Gray's performance in this year's diversity rankings—Ropes is the only firm to rank in the top 3 in each of Vault’s diversity rankings categories: Overall Diversity, Diversity for LGBT, Diversity for Women and Diversity for Minorities. “My impression is that the hiring team at Ropes is putting a very good effort into recruiting minorities of all kinds, including with new initiatives aimed at recruiting 1Ls,” said an associate from Ropes and Gray. Below are the top 3 firms in each of the subcategories of Vault’s Law Firm Diversity Rankings. You can find the full rankings here . Diversity for LGBT 1.Jenner & Block LLP 2.Ropes & Gray LLP 3.Kramer Levin Naftalis & Frankel LLP [ Click here to see the top firms for Diversity for LGBT ] Diversity for Women 1.Carlton Fields 2.Littler Mendelson P.C. 3.Ropes & Gray LLP [ Click here to see the top firms for Diversity for Women ] Diversity for Minorities 1.Carlton Fields 2.Littler Mendelson P.C. 3.Ropes & Gray LLP [ Click here to see the top firms for Diversity for Minorities ] Read More: Unveiling the 2012 Vault Law 100! Announcing Vault's 2012 Quality of Life Rankings Going Local: Introducing Vault's 2012 Regional Rankings Best in Class: Vault Releases Law Firm Practice Area Rankings for 2012 /blog/vaults-law-blog-legal-careers-and-industry-news/announcing-vaults-2012-best-law-firms-for-diversity/ /blog/vaults-law-blog-legal-careers-and-industry-news/announcing-vaults-2012-best-law-firms-for-diversity/ Tue, 02 August 2011 11:03:38 Mary Kate Sheridan /blog/vaults-law-blog-legal-careers-and-industry-news/best-in-class-vault-releases-law-firm-practice-area-rankings-for-2012/#detailed_comment Deciding to become a lawyer is just one step in the process, but the legal profession is not a one-size-fits-all career. Many attorneys develop practice specialties, and many law students want to focus on specific areas. For law students and laterals looking for the best match, Vault’s practice area rankings provide a valuable way to assess potential employers by understanding which law firms excel in specific practice areas based on the perspectives of associates at peer firms. The 2012 Vault Law Rankings are based on the results of the annual Vault Law Firm Associate Survey, in which 16,000 associates participated this year. In order to determine the Vault Practice Area Rankings, associates were able to vote for up to three firms they consider strongest in their own practice area, but were not permitted to vote for their own firm.  A total of 25 practice areas ranging from Antitrust to Tax were ranked, indicating the top firms in each area, as well the total percentage of votes, offering associates a tool to aid in their career search.  Below is a list of the firms that ranked No. 1 in their respective practice areas along with a glimpse at outsiders’ opinions on these firms. Antitrust (Tie):  Arnold & Porter   • “Outstanding, top-notch firm” Cleary Gottlieb Steen & Hamilton • “Brilliant Associates” Antitrust Litigation: Skadden  • “The leader in all things” Appellate Litigation:  Gibson Dunn • “Top litigators” Bankruptcy:  Weil Gotshal   • “Unmatched bankruptcy expertise” Class Actions:  Skadden  • “Powerhouse” Clean Tech:  Baker Botts • “Smart attorneys” Energy, Oil & Gas: Baker Botts • “Extremely strong energy practice” General Commercial Litigation: Kirkland & Ellis • “Quietly great” General Corporate Practice:  Wachtell Lipton Rosen & Katz • “Brilliant; hard-working; would hire them if I ran a company” Intellectual Property:  Fish & Richardson   • “Top-notch IP” Intellectual Property Litigation: Fish & Richardson   • “IP warriors” International:  Freshfields Bruckhaus Deringer   • “The cream of the ‘Magic Circle’ firms that operate in the US” Labor & Employment:  Morgan Lewis • “Top Mid-Atlantic firm” Labor & Employment Disputes: Morgan Lewis • “Strong labor & employment practice” M&A:  Wachtell Lipton Rosen & Katz • “Still the king of M&A” Private Equity:  Simpson Thacher • “PE powerhouse” Products Liability:  Skadden  • “Most impressed I have been with any firm” Real Estate:  Fried Frank   • “Great real estate” Securities: Sullivan & Cromwell • “Hire very smart people” Securities Litigation: Skadden  • “They were smart and professional at all times” Tax: Skadden  • “Very prestigious” Technology: Wilson Sonsini  • “Still the king” White Collar Defense/Internal Investigations:  Williams & Connolly • “The best litigators in the country” View the Complete Practice Area Rankings. Read More: Unveiling the 2012 Vault Law 100! Announcing Vault's 2012 Quality of Life Rankings Announcing Vault's 2012 Regional Law Firm Rankings -- Jon Minners, Vault.com /blog/vaults-law-blog-legal-careers-and-industry-news/best-in-class-vault-releases-law-firm-practice-area-rankings-for-2012/ /blog/vaults-law-blog-legal-careers-and-industry-news/best-in-class-vault-releases-law-firm-practice-area-rankings-for-2012/ Wed, 27 July 2011 10:49:16 Mary Kate Sheridan /blog/vaults-law-blog-legal-careers-and-industry-news/going-local-introducing-vaults-2012-regional-rankings/#detailed_comment While many BigLaw firms are global jetsetters, with cases across the world, legal practice also often has a significant local component. Vault’s regional rankings go beyond overall prestige and delve into which firms are on top in their respective regions. In this year’s survey of almost 16,000 law firm associates, we asked attorneys their perspectives on peer firms within their specific locations. Below is a list of the firms that ranked No. 1 in regions across the U.S., along with a glimpse at outsiders’ opinions on these firms. Atlanta : King & Spalding •“Good antitrust” Boston : Ropes & Gray •“No doubt the best in Boston" Chicago : Kirkland & Ellis •"Gold standard for brand names" Miami : Greenberg Traurig •“Friendly” Mid-Atlantic : Morgan Lewis •“Powerhouse labor law” Midwest : Jones Day •“Cream of the crop” New York : Wachtell Lipton Rosen & Katz •“Best of the best” Northern California : Morrison & Foerster •"Generous, diverse" Northwest : Perkins Coie •“Election law stars” Southern California : Gibson Dunn •“Among the very best” Texas : Baker Botts •"Kings of Texas" Washington, DC : Williams & Connolly •“Simply brilliant” Read More: Unveiling the 2012 Vault Law 100! Announcing Vault's 2012 Quality of Life Rankings /blog/vaults-law-blog-legal-careers-and-industry-news/going-local-introducing-vaults-2012-regional-rankings/ /blog/vaults-law-blog-legal-careers-and-industry-news/going-local-introducing-vaults-2012-regional-rankings/ Wed, 20 July 2011 10:12:20 Mary Kate Sheridan /blog/vaults-law-blog-legal-careers-and-industry-news/announcing-vaults-2012-quality-of-life-rankings/#detailed_comment Grueling hours, tight deadlines and demanding work are the standards of BigLaw life, but how associates fare under these intense conditions may depend greatly on quality of life within the firm. When it comes to associate satisfaction, one firm stands out from all of the others in the newly-released Vault 2012 “Best Law Firms to Work For”: Williams & Connolly ( find the complete rankings here ). Pushing Ropes & Gray—which held the No. 1 spot for the past two years—into the No. 2 position, Williams and Connolly clinched the top spot for quality of life (the competition for the No. 1 spot was fierce, with Williams & Connolly triumphing by less than one-tenth of a point). “There is hands-down no other big law firm I would want to start working at,” says one W&C associate. “The work that I get here is great -- far, far more interesting and more substantive than my friends at other large firms. Younger associates are given a considerable amount of responsibility and relied upon heavily by partners in many cases,” raves another. Overall, Williams & Connolly associates seem to feel appreciated and respected for their work, are pleased with their relationships with firm partners and are enthusiastic about the level of responsibility that they receive, even at junior levels. “I wake up every day excited to go to work. I have been given real responsibility, even in my first few months, so I have been able to take ownership not just of my specific tasks but of my cases overall,” says a W&C associate. “I can't imagine a better firm experience. If you're driven to seek out more responsibility and challenges (and most who come here are), you'll be given the opportunities to do so. I don't think I would have received the same opportunities to take depositions and examine witnesses as a young associate anywhere else,” echoes another. Joining Williams & Connolly as the top Vault 2012 Best Firms to Work For are the following firms: 1.Williams & Connolly LLP 2.Ropes & Gray LLP 3.Weil, Gotshal & Manges LLP 4.Mintz, Levin, Cohn, Ferris, Glovsky and Popeo P.C. 5.Foley Hoag LLP 6.Gibson Dunn & Crutcher LLP 7.Baker, Donelson, Bearman, Caldwell & Berkowitz, PC 8.Patterson Belknap Webb & Tyler LLP 9.Dewey & LeBoeuf LLP 10.Fish & Richardson P.C. Vault’s quality of life rankings go behind the law firm doors through insider perspectives on law firm life. Associates provide their opinions of their law firms on a variety of topics, including Overall Satisfaction, Associate/Partner Relations, Compensation, Firm Culture, Formal Training, Informal Training, Green Initiatives, Hours, Office Space, Pro Bono and Selectivity. Vault analyzes these responses and determines the Best Law Firms to Work For based on the following formula: 40 percent satisfaction 10 percent hours 10 percent pay 10 percent associate/partner relations 5 percent diversity (overall) 5 percent formal training 5 percent informal training 5 percent pro bono 10 percent business outlook. This year, Williams & Connolly swooped in to capture more individual categories than any other law firm, including Overall Satisfaction, Associate/Partner Relations, Firm Culture, Business Outlook and Selectivity in Hiring. Ropes & Gray also came up big, securing the No. 1 spot in three of the quality of life categories: Hours, Formal Training and Informal Training. Below are the firms that ranked No. 1 in each category, along with perspectives from firm insiders. Associate/Partner Relations : Williams & Connolly “Partners treat associates as full-fledged team members who are trusted to handle all types of projects and whose opinions are sought out and respected. This is the aspect of being a Williams & Connolly associate that is most satisfying (and, based upon what I hear from friends at other firms, most unique).” Business Outlook : Williams & Connolly “All signs pointed to the firm being just as busy during the recession as it had ever been. The firm (as a litigation-only firm) is well-positioned to withstand market shifts.” Compensation : Boies, Schiller & Flexner “If you work the hours, you reap the rewards.” Firm Culture : Williams & Connolly “This is the number one positive aspect of the firm: there is no artificial ‘hierarchy’ and everyone all the way up to the most experienced partners is collegial and wants to hear your opinion.” Formal Training & Informal Training : Ropes & Gray “Ropes invests a lot of time and resources in both formal training and informal mentorship and it is a fantastic place to grow as an attorney as a result.” Green : Fenwick & West "Constantly reminding us to be environmentally friendly. The firm has numerous initiative[s] in place to push it even farther." Hours : Ropes & Gray “At times, the hours can be long. But I have rarely felt that I had to work late without a good reason, and people are very respectful of personal commitments and vacation time.” Office Space : Fitzpatrick, Cella, Harper & Scinto “The firm recently moved into a new building on 6th Ave. The office space is quite nice with everything updated. The kitchen/dining area includes a roof deck, which is quite nice when the weather is good.” Overall Satisfaction : Williams & Connolly “The firm is absolutely wonderful - real, substantive work; direct access to even senior partners; interesting cases. The best may be that the firm is committed to giving you all of the support and resources needed to do the best job you can possibly do. It's incredibly intellectually satisfying.” Pro Bono : Robins, Kaplan, Miller & Ciresi “The firm's commitment to pro bono work has been nationally recognized and is an ingrained part of the firm culture.” Selectivity in Hiring : Williams & Connolly “The firm is probably among the most competitive in terms of hiring. Hiring tends to focus on students who were in the top of their class at the top schools. Journal membership and a federal clerkship (or multiple clerkships) is almost a standard requirement. Candidates should have exceptional writing skills and a demonstrable commitment to litigation.” Vault’s 2012 Best Law Firms to Work For Read More : Unveiling the 2012 Vault Law 100! And the 2011 Vault Law "Best Firm to Work For" is... CONNECT WITH VAULT LAW ON TWITTER! @VaultLaw /blog/vaults-law-blog-legal-careers-and-industry-news/announcing-vaults-2012-quality-of-life-rankings/ /blog/vaults-law-blog-legal-careers-and-industry-news/announcing-vaults-2012-quality-of-life-rankings/ Tue, 12 July 2011 11:51:05