While your personal level of risk tolerance should of course be a factor that gets weighed in any major decision, including a career change, I do think we should all remember that sometimes it takes a little risk to make it rain.
Succession planning has to be more than just trying to hire top talent out of law school; it should be a key part of a firm’s strategy on an ongoing basis. A lack of attention to succession planning can result in the loss of talent and clients and can also hurt your firm’s brand in the long term.
We are frequently asked questions by candidates about what trends we see in the legal hiring market. Reflecting on the past year, it’s clear that 2014 brought some new and interesting issues to the legal market.
Just like any healthy relationship, the recruiter-candidate relationship needs to be built on a foundation of trust, honesty and transparency. Ultimately your goal is to end up in a job you love and we can only help you achieve that goal if you are open and frank about your long-term objectives.
Making the move from private practice to an in-house role can lead to a rewarding and exciting career. However, knowing and understanding the expectations will make the transition a smoother one.