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Will We See A Wave Of White-Collar Litigation?

…And what implications might that have for lateral hiring in the white-collar world?

When we talk about practice areas that might actually benefit from the coronavirus pandemic and its economic fallout, bankruptcy tops the list. And this makes sense, given the big-name bankruptcies that have been filed in recent weeks, including J. Crew and Neiman Marcus.

Here’s another practice that might benefit from current events: white-collar work, both criminal and civil. The space has been a little sleepy in the past few years, as the more robust enforcement agenda of the Obama Administration gave way to a more pro-business, less aggressive approach by the Trump Administration. Just last year, Jack Newsham wrote in the New York Law Journal about a “white-collar slowdown,” fueled by a dip in white-collar criminal prosecutions to their lowest level in 33 years.

(Note: although pundits love to blame President Trump for what they view as an overly lax pursuit of white-collar criminals, it should be noted that the downward trend in white-collar prosecutions began under the Obama Administration. Federal white-collar cases peaked in 2011 under President Obama, and they’ve been declining ever since.)

In the wake of the pandemic, is white-collar work poised for a boom, or at least an increase? From a piece by Tom McParland for the New York Law Journal:

New York lawyers are bracing for a surge of white-collar criminal and civil cases stemming from market volatility caused by the COVID-19 pandemic, former prosecutors told the New York Law Journal this week….

David Miller, a partner at Greenberg Traurig and former assistant U.S. attorney in the Southern District of New York, said investigations of pandemic-related misconduct were likely already underway, but additional cases also would arise from prior acts that are just now being brought to light.

“I think you’re going to see a combination of both criminal and civil law-enforcement actions,” Miller said. “Either way, I think you’re going to see an uptick in civil and criminal enforcement work later this year.”

Growth areas could include prosecutions of False Claims Act and fraud cases related to government aid programs launched in response to the pandemic, insider trading stemming from bigger swings in the stock market, hoarding and price-gouging of personal protective equipment (PPE) under the Defense Production Act (DPA), and Foreign Corrupt Practices Act (FCPA) cases resulting from attempts to procure PPE in foreign markets.

We are already seeing increased activity on these fronts. As reported by Law 360:

U.S. Attorney General William Barr in March directed the creation of a task force to focus on COVID-19-related market manipulation, hoarding and price-gouging, to be staffed by an experienced attorney from each U.S. attorney’s office.

New York federal prosecutors made waves in recent weeks with a number of criminal cases brought against individuals as part of the nationwide crackdown, including the first-ever charges under the DPA since President Donald Trump signed an executive order invoking the law in response to the pandemic.

And it won’t be exclusively federal. State prosecutors play a significant role in pursuing white-collar crime, and defense lawyers told Law360 that they expect to see increased state prosecutions as well.

(A caveat, though: the pace of these new cases could be a bit slow. Prosecutors are working from home, agents aren’t making as many arrests as usual, and although grand juries are still meeting in some jurisdictions (like the Southern District of New York), jury trials and sentencings are generally on hold.)

What could a pickup in prosecutions mean for the market for white-collar lawyers, both firm-to-firm laterals and lawyers coming out of government, such as U.S. Attorney’s Offices and Main Justice? Once firms return to recruiting as usual, the market should be better than it has been. That might not be saying much — in 2019, the market was so challenging that even assistant U.S. attorneys from the legendary S.D.N.Y. had a tough time of it — but any improvement would be welcome.

But white-collar lawyers should keep their expectations modest, and not pop open the champagne just yet. To borrow a term from the real estate market, there’s a lot of “shadow inventory” in white-collar — lawyers who aren’t on the market right now, largely because it hasn’t been a great market, but who will put themselves on the market once it improves. I predict it will still be a buyer’s market, at least for a while.

Which white-collar litigators will be best positioned to get hired? For partners looking to switch firms, the two top factors will be book of business and actual trial experience. For prosecutors looking to enter private practice, trial experience is also critical; it’s a big part of why firms hire former prosecutors, who tend to get far more trial experience than Biglaw attorneys.

Other important factors include a supervisory title and experience, since this helps in garnering clients and press coverage; expertise in the right areas, such as securities, FCA, or FCPA work (more valuable than, say, drug or gang experience); and diversity, which firms are, to their credit, focusing more on in hiring. Having worked on a famous case also helps a lot. See, e.g., the lawyers who worked on Robert Mueller’s Russia investigation, who landed at such firms as Gibson Dunn (Zainab Ahmad), Paul Weiss (Jeannie Rhee), Cooley (Andrew Goldstein and Elizabeth Prelogar), Jenner & Block (Andrew Weissmann), and WilmerHale (Bob Mueller, James Quarles, and Aaron Zebley).

If you’re a white-collar lawyer at a firm who’s thinking of a move or a government lawyer thinking of entering (or returning to) private practice, please feel free to drop me a line. I’m happy to chat with you about the market in general and what you can do to position yourself best for a move once hiring returns to normal and the white-collar market (hopefully) picks up.

Lawyers See Coming Surge in White Collar Criminal, Civil Cases Stemming From Pandemic [New York Law Journal]
COVID Crimes: White Collar Cases To Expect From The Crisis [Law360]

Ed. note: This is the latest installment in a series of posts from Lateral Link’s team of expert contributors. David Lat is a managing director in the New York office, where he focuses on placing top associates, partners and partner groups into preeminent law firms around the country.

Southeastern Law Firms: State of the Market in Charlotte & Atlanta

Earlier this year, I was honored to be invited to speak before the Recruiting Association of Charlotte at their monthly meeting held on February 11th.  The Recruiting Directors of almost all the Charlotte law firms (both AmLaw national firms and reputable NC boutique firms) attended this roundtable discussion.   They invited recruiters from four agencies to present on a range of topics regarding the lateral hiring trends from 2019 and what trends to anticipate in 2020.

After the presentation concluded, we enjoyed a lovely lunch and chatted on a more personal level.  The conversation turned to the upcoming NALP* conference in Montreal. . .Plans were made to meet up for Happy Hours, etc.  We all shook hands or gave each other a friendly hug as we said our goodbyes.

Wow, what a difference a few weeks can make!  Little did we know what was coming around the bend with COVID-19.  In-person meetings, shaking hands or (gasp) hugging people goodbye. . .all things of the past!  The first few weeks of the pandemic obviously posed significant challenges for law firms.  Their efforts were focused on transitioning everyone to the new normal of working remotely and hiring took a back seat for a few weeks.  The good news is that this appears to be a temporary halt on hiring.

Southeastern based law firms are poised to weather the current economic climate quite nicely.

Charlotte is home to the corporate HQ of Bank of America, Truist Financial (formed by the 2019 merger between BB&T and SunTrust) and the east coast operations of Wells Fargo, making it the second largest banking center in the United States.   Unlike the recession of 2008/2009, banks are more flush with cash and will sustain the effects of COVID-19.

21 companies on the Fortune 500 List are headquartered in Atlanta.  These companies run the gamut and are not focused on any particular industry; a list that includes Home Depot, Coca-Cola, UPS, NCR and Delta Airlines.

Overall, the general consensus is that law firms in both Charlotte and Atlanta are planning to be bullish in this market.  One Southeastern based firm that fared extremely well in the last recession has plans to hire with a vengeance on both the Associate and Partner fronts as soon as the shelter in place mandates are lifted.   Clients in both Charlotte and Atlanta are continuing to move forward with interviews via WebEx or Zoom.  In fact, firms are extending offers to Associates and successfully onboarding Associates even without a face-to-face meeting.

Openings in Charlotte:

  • Corporate/Capital Markets – 9 openings, all levels
  • Cybersecurity – 1 opening, requiring at least two years’ experience
  • Labor and Employment or Executive Comp and Benefits – multiple openings, particularly for mid-level and senior associates
  • Commercial Real Estate– 3 openings, requiring at least three years’ experience
  • Bankruptcy/Restructuring – 1 opening, requiring three to five years’ experience

Openings in Atlanta:

  • Commercial Litigation – 8 openings, all levels
  • Healthcare – 3 opening, requiring at least two years’ experience
  • Labor and Employment or Executive Comp and Benefits – 5 openings, particularly for mid-level and senior associates
  • Corporate/Finance– 5 openings, requiring at least three years’ experience
  • Bankruptcy/Restructuring – 1 opening, requiring three to five years’ experience

Generally, candidates should have top credentials and BigLaw experience.  Southeastern firms are always interested in bringing on talented Associates from major markets, particularly from New York/DC/CA.  In fact, a few firms in the Southeast almost exclusively hire lateral Associates from other markets.   Please reach out to me at  to discuss any of the opportunities above.

As always, partners with portable business will remain in demand as firms depend on their revenues to carry others during downturns.

*The NALP conference scheduled for April 27-May 1 has been canceled. 

The State Of Biglaw: 3 Thoughts From David Lat

Greetings, it’s David Lat here. As many of you know, and as I mentioned here last week, I recently engaged in a weeks-long battle with the novel coronavirus. I was hospitalized for 17 days, including about a week in critical condition in the ICU, when I was hooked up to a ventilator. But I’m happy to report that I made it through — thanks in no small part to the support of the Above the Law community — and I’m now recovering comfortably at home (or actually my parents’ home in suburban New Jersey, which is a bit more spacious than my Manhattan apartment).

I am (slowly) getting back into the saddle as both a legal recruiter and a legal journalist, currently working through a large backlog of communications. Apologies if I owe you a message. If I do, please feel free to try me again; I’m now more on top of my correspondence than I was while in the hospital.

During the few weeks that I have been away, Biglaw has been transformed. Law firms have implemented many different measures to deal with the economic fallout of COVID-19, including delaying or reducing partnership draws, reducing salaries of associates and staff, furloughing associates and staff, or postponing non-essential spending.

Making predictions is a dangerous business. Who would have guessed, two months ago, that we would be where we are today? But with your indulgence, I will offer a few…observations about the current state of Biglaw. (To the extent that these are predictions, please take them with a veritable shaker of salt.)

1. Law firms are responding very intelligently to the current crisis.

As I said in recent interviews with Law.com and Bloomberg, I believe that law firms are doing a good job in responding to the downturn — especially compared to how they handled the Great Recession.

I had a front seat to how Biglaw responded to the Great Recession, given Above the Law’s close coverage of events in Biglaw during that time. Back then, firms basically had one tool — layoffs — and they used it indiscriminately.

This time around, law firms are being more creative — and more fair. They are using a variety of measures to economize, and some of these measures, such as delaying or reducing partnership draws, hit partners as well as associates and staff. In other words, law firms are spreading the pain, instead of inflicting it upon the people least able to bear it.

2. We are only at the beginning of this retrenchment.

If you look at the list of law firms that have adopted cost-cutting measures, you’ll be struck by how many firms are not on the list. Compare this to the Great Recession, where it seemed that practically every firm, including some of the most prestigious and profitable, did something (e.g., layoffs, delaying start dates, etc.).

But the list of firms cutting costs in the current crisis grows every day and every week. So it’s not particularly bold of me to predict that it will continue to grow, especially as the economic downturn continues. The lockdown or stay-at-home orders in many jurisdictions will likely remain in place for quite some time, which means that the economic damage these cause will continue for some time too. As clients suffer, their law firms will suffer along with them.

3. Associate hiring has slowed down, but partner hiring will continue.

Many law firms have put associate hiring on hold — which is not surprising, considering that work is slowing down in many practice areas. And of course firms that are laying off or furloughing associates, or thinking about layoffs or furloughs, generally aren’t going to be eager consumers of lateral talent.

But as in the last recession, partner hiring continues. This makes sense: as the pie shrinks, the way firms can maintain or grow revenue is by getting a bigger share of the smaller pie. And the way to do that is to hire lateral partners with big books of business.

So here at Lateral Link, we still have many partner candidates interviewing with firms (using tools like Zoom and Skype). Closing deals can be tricky right now — firms generally want a face-to-face meeting before bringing aboard a new partner, and those can be hard to set up right now — but activity is taking place.

But who knows if this will continue? The bottom line right now: the only certain thing is uncertainty. We are experiencing an unprecedented social and economic disruption, whose consequences will not be fully understood for quite some time.

To help lawyers and legal employers navigate this challenging environment, Lateral Link is launching our COVID-19 Bridge Program. The Bridge Program will connect lawyers who are seeking work with employers who are seeking temporary assistance — and, as an inducement to encourage employers to work with us, we are offering our attorneys at no cost for two weeks (newly-placed attorneys only).

If you are an attorney interested in participating, please register with us, and we will email you with additional details. If you are an employer interested in hiring top temporary talent, please contact my colleagues Jaclyn Genchi and Carolyn Brenner. If you are an employer interested in hiring document review attorneys, please contact my colleague Craig Brown.

The Bridge Program also includes, for employers, outplacement services for their furloughed or laid-off lawyers –and the first 20 hours of counseling are free. If you are an employer interested in retaining us to provide outplacement services for your lawyers, please contact my colleague Amy Savage.

These are difficult and trying times. Please don’t hesitate to reach out to me or to any of my colleagues at Lateral Link for help. We will get through this — together.

COVID-19: Law Firm Updates – April 15

The rapidly changing coronavirus outbreak continues to impact not just the legal industry but the entire world. For those in the legal industry, we would like to provide you with updates from firms across the nation.

Loeb & Loeb: The Food and Drug Administration has revised its enforcement policies to increase the supply and availability of necessary personal protective equipment (PPE) for the duration of the COVID-19 pandemic. READ MORE

Akin Gump: The Coronavirus Aid, Relief and Economic Security Act (CARES Act) (P.L. 116-136), signed into law March 27, contained numerous business relief provisions, one of which was a repeat from the 2008-2009 financial crisis. While the current crisis was not precipitated by an extreme disruption to the credit markets, companies are facing a liquidity crunch, and highly leveraged companies—of which there are many—are particularly susceptible. READ MORE

Shook Hardy: Amid the growing field of COVID-19 content, Shook, Hardy & Bacon has created a digital resource map for businesses that includes changing employment law information as well as Stay-at-Home orders by city, county and state. While this is information is available on a variety of independent websites, Shook has merged the information into one complete platform they are continually updating. READ MORE

For our law firm and in-house candidates and clients who have any questions for us during this confusing time, please email us at .

Please stay safe and let us know how we can assist you.


via PinHawk NewzDigest

COVID-19: Legal Market Update in the Windy City

The country’s third-largest legal economy is no exception to implications from the COVID-19 pandemic with law firms adapting their hiring strategies to evolving business trends and client needs.  Through March, Chicago law firms were on pace for another outstanding fiscal year.  In 2019, Chicago and Midwest firms matched or exceeded national legal sector revenue growth with steadily increasing billable rates and headcounts.  In recent years, many Am Law 100 firms have also opened new offices in Chicago.  Now a month-in from firms shifting completely to remote working operations, certain practice areas have slowed, while others have sustained or increased demand.  On the hiring front, while some firms are pausing interviews, many are actively continuing with Zoom interviewing and remote onboarding and integration.

With Chicago being uniquely home to some of the world’s leading restructuring practice groups, some firms are well-positioned to thrive during a recession.  Consistent with national trends, collapsing corporate revenues have accelerated the need for advice to debtors on liability management, recapitalizations, and out-of-court restructurings as well as assisting creditors with negotiating and documenting workout agreements.  Chicago’s go-to restructuring and bankruptcy practice groups have predictably become increasingly busy and we are working on both associate and partner level needs with top large and midsize Chicago firms.

We have also seen other practice areas with continued or increased demand.  Activity has grown in employee benefits and executive compensation groups as employers assess how to handle immediate employee needs related to sick leave, family leave, and benefits claims and the impact that changes in their workforce or economic conditions will have on their compensation plans and programs.  Chicago is also home to some of the best healthcare practices, where we have seen an uptick in hiring as firms advise clients on emerging regulatory developments and guidance through FDA approvals.  Also, firms are continuing to interview for technology transactions, data privacy, and IP litigation and prosecution positions seeking both biochemical and hard science backgrounds.

As a major financial hub, Chicago firms’ transactional practices center on M&A, private equity, finance, and real estate.  While deal-activity has slowed during social distancing measures, we are optimistic that this is just a pause and not a full-stop and transactions will resume as the pandemic subsides.  Private equity firms, holding record-levels of dry powder or cash to invest, are still actively seeking deals and investments, particularly in distressed asset industries, such as retail, travel, and energy.  Acquisitions within healthcare services and IT should continue as well.  As investment and merger activity revives, so should demand for mid-level associates with primary document negotiation and drafting experience.  Currently, attorneys are still interviewing for PE M&A, finance, and investment funds positions.

The pandemic’s full impact on Chicago’s real estate practice groups is somewhat more uncertain.  We have seen certain patterns emerge since the outbreak.  Some law firms are representing Chicago real estate PE firms on purchasing properties from companies and leasing them back as many businesses look for liquidity to weather the coronavirus crisis.  Additionally, firms with real estate leasing practices are advising commercial tenants and landlords on lease obligations in light of government ordered business closures and helping to address leasing defaults and negotiate short-term lease workouts.

We are presently working on positions with Chicago law firms (who are proceeding with Zoom interviews) in these practice areas:  

  • Debt-finance (lender and borrower-side) – mid-level
  • PE M&A – mid-level and partner-level
  • Restructuring – junior, mid-level, and partner-level
  • Corporate fund formation – junior and mid-level
  • Healthcare law (transactional and regulatory) – mid-level
  • IP litigation with electrical engineering and computer science backgrounds – mid-level
  • IP litigation with life science backgrounds – mid-level
  • Employee benefits and executive compensation – mid-level
  • Labor & Employment – mid-level and partner-level
  • Patent prosecution – junior and mid-level
  • Real estate – junior, mid-level, and partner-level
  • Tech transactions – mid-level

Candidates must have top credentials and Biglaw experience.  Partners should have portable business.  Chicago firms are generally very open to relocating associates from other major markets.  Please reach out to one of us or to discuss any of the positions above.

What to do if none of these openings are in your practice area?  Do everything you can to try to keep your job. 

  • Do your work. If you get a project, do it.  If you can’t, speak up!  If you cannot complete an assignment, tell someone.  Do not wait until the deadline to say that you didn’t have time and couldn’t complete the project.
  • Take ownership of an assignment. When asked to do something, don’t just do it.  Motivate yourself to do better.  And, if there is an opportunity for a follow-up project, offer to do that before asked.  Even if you get a “no”, this shows initiative and that you have taken ownership of the entire project.
  • Pay attention to details. If there ever was a time to impress people, it is now.  There is no such thing as a “draft,” even if you know the partner can’t help themselves and will edit the document.  Partners don’t really want to edit a document, but the work has to be perfect.
  • Do your best to be visible and show commitment. In this environment, try not to be “out of sight out of mind.”  Try to respond to emails promptly.  Reach out with questions.  Volunteer for projects.  Stay engaged.
  • Look for work—pivot, if necessary. This is a time when some practice areas or groups will not be super busy.  Billable hours count.  Ask for work and work for everyone.  Working for many people and in different groups will give you valuable experience and make you more marketable.

Jesse Hyde is a Director based in Chicago where he oversees attorney placements and client services in Chicago and throughout the Midwest. He specializes in placing associates, partners, and in-house counsel with leading Am Law 100 and 200 law firms and premier corporations. 

Colleen Romero is a Director based in Chicago where she focuses on matching associates, partners, and in-house attorneys with elite firms and companies throughout the United States. Prior to recruiting, she was a partner in the tax group of Baker & McKenzie and was also an associate with Schiff Hardin.

A New Program for Laid Off Attorneys

Those who remember the 2009 recession will recall the mass layoffs that left more than 4,000 Biglaw attorneys jobless, and altered the career trajectory of thousands more. It’s unclear yet whether we are gearing up for another round of mass layoffs, or careful pruning. So far a large number of firms have announced both cost-cutting salary reductions and some are already resorting to layoffs. Regardless, much like we did in 2009, we are readying ourselves to implement additional services for our attorney clients who are, or may soon be, out of work. 

The aptly named Bridge Year Program we launched in 2009 was a temporary program that provided a bridge between Biglaw and the attorney’s next endeavour. The goal was to provide a buffer from the attorney’s exit out of Biglaw, and possibly a route back in. Indeed many of our candidates resumed working at Biglaw firms after the crisis abated. 

We are still finalizing the details, but the new program would be much more robust than our 2009 offering and provide attorneys with much more flexibility and stability thanks to our increased footprint, and synergies with our sister companies Cadence Counsel and Bridgeline Solutions. If you are interested in learning more about the program, register at Lateral Link and we will email you once the full details of the program are finalized. 

We’re all in this together. We hope for your continued health and safety, and we aim to be an instrumental resource in helping you through this pandemic as smoothly as possible.

Firms looking for top temporary talent should contact the Managing Principal of Bridgeline Solutions, Craig Brown.

DC Law Firms in the Time of Coronavirus: The State of the Legal Market in the Nation’s Capital

Exactly one month ago, Elizabeth Warren ended her presidential campaign, the number of Coronavirus cases worldwide climbed toward 100,000, and economists expected the U.S. jobs report to show another month of strong hiring.

How quickly things change.

Although the legal industry showed only moderate losses compared to the general employment market in the March jobs report, the picture will be bleaker when the last two weeks of March are taken into consideration. Law firm job losses will be unavoidable, as the industry absorbs the impact of the larger economic shutdown.

The next few months will not be business as usual for the country’s law firms.

Except, perhaps, for the law firms in the nation’s capital, which may well turn out to be the least affected. Although the country’s second-largest legal market is not recession-proof, DC does tend to weather economic downturns better than others. Several factors distinguish its legal market:

  • Washington is home to the federal government. It’s also home to many of the courts, administrative agencies, government contractors, and lobbyists that carry on its business. There is a lot of government (and lobbying) money in DC. (And government employees enjoy considerably more security than private-sector employees. The federal headcount proved largely recession-proof during the last downturn.)
  • Washington has nine times as many lawyers per capita than New York City – roughly 80,000 in the DC region.

Legal practice in the region is defined by its relationship to government work: DC litigation often has a government-facing component to it; regulatory practices draw attorneys interested in the administrative and policy aspects of particular fields, and even corporate work may have a regulatory element when practiced in DC. As “Chambers Associate” noted, the DC economy didn’t suffer as much as other regions during the last recession, “largely because of the steady flow of government-related work that needs to be done, recession or no recession.” While there will be a slowdown in corporate-related work and junior attorneys who have not yet established a specialization may find themselves let go, the region’s focus on practice areas that are not deal intensive should help insulate it from the effects of COVID-19.

Not surprisingly, law firms in DC (like those across the nation) are already seeing a surge in demand as clients reach out to employment, cybersecurity, and healthcare attorneys for help with COVID-related issues. Employment attorneys are in demand because companies are trying to understand their rights and obligations to their employees; they need advice on how to deal with layoffs and other cost-saving measures. Healthcare practices are busy as some companies seek to improve their preparedness in the face of this major public health challenge. Other companies want to make sense of what they can and cannot do now that many of the laws and regulations governing the healthcare industry are being waived. And with their employees now working from home, many companies are also seeking guidance regarding novel cyber threats that imperil online security. (Hello, Zoom?)

Private equity, bankruptcy/restructuring, and tax lawyers can expect their phones to start ringing  (if they haven’t already). Although many bankruptcy lawyers found themselves underutilized during the last recession, COVID is affecting businesses differently. And private equity firms flush with cash may take advantage of opportunistic buyouts of cash-strapped businesses or provide a financial lifeline to unsponsored companies that may otherwise go under.

DC firms have these specific openings in the hottest practice areas:

  • Bankruptcy litigation – 3 openings, all levels
  • Cybersecurity – 7 openings, requiring at least two years’ experience
  • Environmental law – 5 openings for mid-level associates (2015-17)
  • Government Contracts – 5 openings, requiring at least one and not more than seven years’ experience
  • Healthcare law – 12 openings, requiring at least one and not more than eight years’ experience
  • Insurance law – 1 opening, classes 2013-15
  • Labor and Employment or Executive Comp and Benefits – multiple openings, particularly for mid-level and senior associates
  • Private Equity – 5 openings, requiring at least three years’ experience
  • Tech Trans – 3 openings, requiring at least three years’ experience

As always, partners with portable business will remain in demand as firms depend on their revenues to carry others during downturns.

Generally, candidates should have U.S. JDs, top credentials, and BigLaw experience. DC firms are generally open to relocators from other major markets – particularly from New York. Please reach out to me at  to discuss any of the opportunities above.

And, if you’re not looking to make a move yet, follow me on LinkedIn where I share the latest on issues affecting lawyers and the legal market. Because (with apologies to Ferris Bueller), “The legal market moves pretty fast. If you don’t stop and look around once in a while, you could miss it.”

Kristina Marlow has worked in DC’s legal market in various capacities for more than two decades, having gone to law school at Georgetown, then practiced in-house and at Gibson Dunn, where she later became the recruiting manager. For the past eight years, she worked as a senior legal recruiter with Lateral Link, focusing on associate placements in both DC and Detroit.

So What Do I Do Now? Legal Opportunities in NY & Boston

We cannot pretend the next few months will be business as usual. Hiring at many law firms is now on hold. But there are definite exceptions. A number of New York firms, not surprisingly, are looking to bolster their bankruptcy and financial restructuring practices. I’m also working on mid-level associate searches in health law, trademark & copyright, fund finance, leveraged finance, hedge funds, fund formation, tech trans, labor & employment and T&E searches in New York.

In Boston, a city that has been experiencing a significant boom in the legal markets in recent year, for several firms it’s full steam ahead on the hiring front. I am working on urgent searches for clients who are proceeding with Zoom interviews and even with remote offers and onboarding. Boston firms are currently looking for associates in:

  • Fund finance (mid-level)
  • Borrower-side debt finance (mid-level to senior)
  • Lender-side finance (mid-level)
  • Leveraged finance (mid-level)
  • Bankruptcy (junior or mid-level)
  • Finance & restructuring (all levels)
  • Healthcare law (mid-level to senior)
  • Capital markets (mid-level)
  • Healthcare law (mid-level to senior)
  • Tech transactions (mid-level)
  • Patent prosecution, EE/CS or life sciences (junior)
  • Private equity, M&A and general transactional (mid-level to senior)
  • Real estate (senior)

Candidates must have U.S. JDs, top credentials and BigLaw experience. Boston firms are generally very open to relocators from other major markets. Please reach out to me at to discuss any of the opportunities above.

But what if it’s not the right time for you to make a move? What if firms are not hiring in your practice area? There are still steps you can take during these uncertain times to stay productive from a career advancement perspective.

  • Update your resume and deal sheet. If you find yourself with a bit of extra time these days, get your materials in order. See my articles for Above the Law on resumes and deal sheets and feel free to reach out to me with any questions. I’d be happy to share sample resumes and deal sheets and give you specific suggestions for best presenting yourself to prospective employers.
  • Write a business plan. Too junior? No such thing. Start now, even if it’s for your eyes only. See my post for Above the Law on business plans.
  • Learn more about the legal industry and hiring market. Set up a time to chat with a trusted recruiter. Check out my posts explaining the lateral hiring process, working overseas, and other related topics.
  • Work on your soft skills. Do you wish you were a better communicator? A better public speaker? A better team leader? A better writer? Now is a great time to take that webinar. Yesterday, I attended a webinar on Communicating Clearly & with Confidence. I’ve signed up for several webinars next week through Georgetown’s Alumni Career Services office. Recording yourself in a Zoom meeting and watching yourself present can also offer some of the best feedback. (I learned by watching myself give a Zoom presentation on Monday that I am an “um”-er. Time to work on that!)
  • Start that personal project or hobby. Make this a productive time from a personal fulfillment perspective. If you’re struggling to just hold it all together, that is 100% OK. But if you’re cramming your day full of CNN and social media, consider scheduling in time to add some creativity to your life. Take an online cooking, photography or creative writing class. Try out a new school of yoga or meditation. Train your dog. Plan a strategy for how to keep this diversion as part of your life even when normalcy returns.

I’d love to hear your tips for advancing your career from the land of house arrest. Please reach out to me at to discuss specific lateral opportunities, for resume or business plan advice, or to discuss the lateral hiring market in general, whether it is the right time for you to make a move, or how to best position yourself for a move down the road.

COVID-19: Law Firm Updates – April 2

The rapidly changing coronavirus outbreak continues to impact not just the legal industry but the entire world. For those in the legal industry, we would like to provide you with updates from firms across the nation.

Arent Fox: The mechanism of attack by the novel coronavirus SARS-CoV-2 on human cells is thought to involve a specific region, known as the receptor-binding domain (RMD), located on its now-infamous glycoprotein spikes; the RMD binds to a host receptor protein (angiotensin-converting enzyme 2 or ACE2) located on the surface of certain cells, most notably the epithelial cells of the lung. The novel coronavirus is reported to bind to ACE2 with approximately 10- to 20-fold higher affinity than the original SARS virus, which may help explain why it is more contagious. READ MORE

Harris Beach: New York State is expanding its Paid Family Leave program (“PFL”) to cover situations where an employee’s family member is diagnosed with COVID-19. The expansion was announced early Tuesday morning by the N.Y. Workers’ Compensation Board, (the “Board”), the state agency charged with regulatory oversight of the state’s PFL program. READ MORE

Morgan Lewis: The US Environmental Protection Agency announced a temporary policy regarding its enforcement of certain environmental legal obligations in an effort to protect workers and the public from exposure to the coronavirus (COVID-19). READ MORE

For our law firm and in-house candidates and clients who have any questions for us during this confusing time, please email us at .

Please stay safe and let us know how we can assist you.


via PinHawk NewzDigest

COVID-19: Law Firm Updates – April 1

The rapidly changing coronavirus outbreak continues to impact not just the legal industry but the entire world. For those in the legal industry, we would like to provide you with updates from firms across the nation.

Dentons: Dentons, the world’s largest law firm and the only global law firm operating in most of the countries where there is a significant outbreak of COVID-19, including in the US, today adds a COVID-19 50-State Tracker to a suite of client resources available publicly. READ MORE

McCarthy Tetrault: In response to the COVID-19 pandemic, federal and provincial governments are enacting increasingly stringent measures to limit the virus’ spread, including declaring states of emergency and closing non-“essential” businesses. To help mitigate the massive economic impact of these measures, governments are announcing a range of economic relief measures, including assistance to individuals and corporations through many different avenues. READ MORE

David Wright Tremaine: The Federal Trade Commission’s Premerger Notification Office (PNO) announced that, effective Monday, March 30, the PNO and Department of Justice Antitrust Division (DOJ) will resume the practice of granting early termination of the waiting period (typically 30 days) under the Hart-Scott-Rodino Antitrust Improvements Act of 1976, as amended (HSR Act), when both agencies have determined that no enforcement action will be taken during the waiting period. READ MORE

For our law firm and in-house candidates and clients who have any questions for us during this confusing time, please email us at .

Please stay safe and let us know how we can assist you.


via PinHawk NewzDigest