Anonymous User wrote: ↑
Tue Jan 05, 2021 3:43 pm
I'm a clerk trying to get a job for fall 2021. All I see are generic recruiting email addresses and online platforms.
What are your thoughts about emailing one's materials directly to partners? I know it's done, and I suppose the worst thing to happen is that the partner ignores the mail or just forwards it to HR.
It won't hurt you, and I agree that the worse thing that can happen is the partner just ignores the email, but I think your success rate might be higher emailing associates (particularly friends at the firm or alumni of your law school).
Partners' inboxes fill up really quickly (due to working on tons of random deals/cases/BD/whatever at once) so they may not spend much time looking at yours absent some connection. Odds are they leave it until the end of the day then forget because some other fire drill came up.
What did you expect candidates to know about your firm in screeners and callbacks?
Not a lot, but enough to not say anything wrong. For example, don't talk about your interest in financial regulation if my firm doesn't have that practice group.
I think firm research can help by giving you a rough idea of what the firm seems to pride itself on/what's unique about it. For example, if the website/your connections/etc. suggest the firm's fiercely proud of its mentoring system, its lockstep compensation or whatever else, that's probably an easy conversation waiting to happen ("Can you tell me a little more about Kirkland's free market system, and how that's played out for you so far at the firm?"). You don't have to ask it, but it's easy conversation that will teach you more about the firm to boot.
Think of research as something that could make the interview easier on you rather than something you have to impress someone with. Oddly enough, the stranger thing I saw in interviews was people who went too overboard on research. Ex. "I saw you worked on the Pfizer/whatever deal in Law360 recently. What do you think about the current consolidation in the pharmaceutical industry?" (<-- an actual question from an interviewee)
Background: I am a 3L at a non-t14 law school who is on Law Review and Moot Court.
If I do not put my GPA on my resume how would that be viewed?
Further, if my GPA is around a 3.2 would you recommend I include it?
Additionally, do you have any advice for 3L applicants?
Thank you in advance for your advice and assistance.
I don't think you have to include it. That said, I assume they'll still see your transcript, so it won't hide much.
Re: 3L hiring: just know that it's more out of your control than it was in 2L. It's hard because they may only be hiring for select practice groups (i.e., they have enough people from their summer program coming back for most roles, but they really need someone for bankruptcy or capital markets or something like that). If your interests don't jive with the firm's needs, it's not your fault, but you might be out of luck.
Apply broadly and don't give up. I've seen 3L OCI work out well for a few friends but they really had to hustle for a little while. The hustle doesn't end once your school's official OCI program ends; keep emailing people, keep looking out for jobs until it works out. One friend got her job in like March of 3L, though it's at a great firm she loves. The hustle is far more important than your GPA (you have nothing to lose by just applying). Other than that, look out for firms that are actively trying to grow in certain areas (e.g., a firm traditionally strong in lit, but looking to build out its corporate practice or something like that).
Lastly, if you get an interview somewhere, don't worry about your grades. If your foot's already in the door, they specifically chose to give you a chance in spite of your GPA, so you don't need to carry that chip on your shoulder anymore.
Thanks for doing this. Was wondering if you could speak to NYC and perhaps Houston/Dallas.
Was just curious how strict y'all were on GPA cut-offs or class rank for folks from T1 schools that have been practicing in midlaw lit in a secondary market for a couple years. Not planning on making a jump yet or anything, quite happy where I am, but you never know! Thanks again.
For laterals, we weren't too focused on GPA/class rank, assuming the work experience was on point.
I don't think I ever specifically interviewed someone coming from midlaw, so I can't say for certain, but if you've had some good drafting experience, taken a couple depos or whatever else, that's probably pretty impressive. The burden would be to convince whomever's deciding whether to interview applicants that you learned the requisite skills at your last job and had potential. Sometimes big firms can be pretentious, but if you really highlight your quality work experience in your resume and/or cover letter, I think that would go further than grades. Worth a shot, anyway.
For what it's worth, the lateral interviews I did were mostly focused on making sure the person wasn't a dud, i.e., that they weren't just fleeing their old firm because they weren't performing there.