Importance of Big Law Resumes in Legal Staffing: Understanding Their Significance
In the realm of legal staffing, conventional wisdom often suggests small and mid-sized law firms should not aspire to compete with Big Law. Yet, when resumes from prominent Big Law firms land on smaller firms' desks, there's a predictable mix of disbelief and hesitation: "We can't offer that kind of salary," "Their billable hour targets are way higher than ours," and "They're accustomed to intense environments-we doubt they care about our work-life balance or collaborative culture."
However, these assumptions may be misguided. By delving deeper into the factors driving career decisions, it becomes evident that salary, prestige, and work culture are not the only concerns for potential hires.
We conducted extensive interviews with attorneys and paralegals in firms of all sizes to understand their motivations. Our findings reveal that each candidate prioritizes various factors differently, and these priorities often align more closely with small and mid-sized firms than one might expect.
For instance, one paralegal working at a large national law firm supported 16 attorneys, allowing her to comfortably meet billable hour minimums and reap bonuses under multiple incentive structures. She enjoyed unlimited PTO and earned a salary well above average for her role. Nevertheless, she was seeking a change due to a long, traffic-heavy commute and a lack of inspiration in her work.
Similarly, a seasoned associate attorney from a prestigious Big Law firm was considering roles in smaller firms that offered transparent partner tracks, flexibility, and mentorship. Despite her contentment with her current workload, she was intrigued by the prospect of becoming more than just another cog in the machine. However, she was unwilling to take on strict billable hour quotas - a common requirement for smaller firms.
The takeaway from these examples? A resume only tells part of the story. To deliver the best legal staffing advice, we must look beyond the black and white paperwork to understand the deeper, personal reasons driving a candidate's career move.
Many professionals leave Big Law for reasons that go beyond salary and prestige, such as burnout, lack of advancement opportunities, poor leadership, inflexible schedules, or a desire to do more meaningful work. Some yearn for more time with their families, while others seek a more values-driven or collaborative environment. Many are simply ready for a new chapter.
In this context, a Big Law resume should not be dismissed out of hand. Instead, seize the opportunity to ask questions and discern what truly matters to a potential candidate. You might discover that your firm offers exactly what they've been searching for.
Another undervalued aspect of legal staffing advice is emotional intelligence over experience. Top-performing hires aren't always the most senior; they are often the most coachable, emotionally intelligent, and enthusiastic. While case management software and firm protocols can be taught, qualities like hard work, teamwork, and problem-solving are less readily acquired.
As the year progresses, be diligent about your recruiting efforts. The best talent begins its job search in the first and second quarters, once bonus season or tax returns are complete. By starting your recruiting process early, you gain a competitive edge, allowing you to find the right fit, align expectations, and offer clarity that many firms can’t during rushed hiring sprees in the third quarter.
Navigating the complexities of hiring in the modern legal market can be challenging. If you need support, consider scheduling a free discovery session with our team to explore our Smart Hire Staffing Solution. We can help you attract aligned talent, streamline onboarding, and find team members who elevate your culture and bottom line.
For additional legal staffing advice and hiring insights, visit our website to explore our library of free resources tailored for legal professionals. Our blogs provide practical strategies, and our weekly podcasts delve into the latest hiring trends and leadership best practices in the legal industry.
[Source: Molly Hall McGrath]
- In the process of onboarding legal staff, it's essential to look beyond black and white paperwork and understand the deeper, personal reasons driving a candidate's career move.
- Hiring professionals from Big Law firms doesn't always mean having to follow their demanding billable hour targets and working environments, as many leave these firms due to reasons such as burnout, lack of advancement opportunities, or a desire for a more values-driven or collaborative environment.
- When engaging in legal staffing, it's advantageous to focus on emotional intelligence and coachability, rather than solely relying on extensive experience, as top-performing hires are often the most enthusiastic and demonstrate qualities like hard work, teamwork, and problem-solving.
