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Preparing for an Interview

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As we enter the tail end of 2020, many attorneys are thinking about their career trajectory and whether they should consider a move. Despite perceptions, the market is largely stable and expanding! Lateral opportunities abound! Whether or not you are thinking about a change, it is always a good idea to update your resume. If you are actively and seriously seeking new employment and preparing for an interview, consider polishing up your interview skills: Always consider your current position before searching for a new role.  Before embarking on a formal job search, strive to alleviate any issues you have with your current employer. Otherwise, you need to be prepared to address why you did not take this step. No matter your credentials or level of practice, be prepared for multiple rounds of interviews with varied HR professionals to law firm partners. Firms vary, and you must flex to their processes. When preparing for an interview, do some homework on the law firm, and, if possible, read up on whom you are meeting. Be respectful and professional in every meeting, whether you are interviewing with human resources or a partner. Each is taking time out of his/her schedule to give you an audience. While confidence is important, consider leaving your “ego” at the door.  Consider that your interviewer wants to establish trust early on—be responsive, offering accurate details about your work history. Occasionally, you may have to address something negative from your work history—it’s OK. If you handle the issue professionally and diplomatically, you can turn the experience into a “positive,” distinguishing it away from your future work goals. Never naysay a prior employer! Consider that your interviewer is spending valuable, often billable time with you—be prepared to graciously speak to the value you would bring as an employee. Dovetail into conversations about your practical experiences, your attention to detail, your ability to complete tasks, your work ethic, and your ability to produce whether with a team or working alone. Use specific examples! Show your serious side while maintaining an air of approachability and friendliness. Always remember no matter how experienced you are, junior to senior levels, that an interview is an opportunity to gather information. Ask smart, open-ended questions just as your interviewer will ask of you. Let your interviewer know that you are interested in giving and collecting more information in a hopeful, next round of meetings. Should you need any assistance or guidance on steps you need to take in your job search or preparing for an interview, please do not hesitate to phone Kay Kurtin Egger, Co-Founder of COLLIER LEGAL SEARCH, LLC – she stands ready to assist you.

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Up Your Resume Game

Up Your Resume Game

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If you are looking for a new position, you may be tempted to dust off your old resume and begin sending it out to every available job. Before you do, you need to know that some of the rules have changed, technologies have evolved, and the hiring tables have flipped. A computer may scan your resume before it ever reaches human eyes. A hiring manager might only spend 15 seconds or less reviewing your life’s work before moving on. For lawyers or legal support staff, there are additional considerations. Here are some tips to up your resume game: Put information in the correct order. If you’ve worked in the legal field for more than three years, begin with your experience. Did you attend a top-tier law school? You can start with education even if you’ve been working for a few years. New associates should also list education first. In either case, list your experience in reverse chronological order with dates. If you still list internships on your resume, consider placing it as a bullet point under law school. Check your contact information. Put your contact information prominently at the top. Hiring managers don’t want to hunt for your phone number or email. Make sure all of the numbers, letters, and symbols are correct. Use your personal email, not the email of your current firm. If your email address is something like Bigbadboy89@myemail.com, you will look ridiculous. Use something neutral or a variation of your name. Forget the “one-page” rule. Despite what you may have heard, there are no rules set in stone about resume length. If you have five-plus years of experience, your resume may run longer than one page. Many people try to squeeze everything onto one page. Other candidates include dissertations about irrelevant qualifications or redundant experiences. The correct length is precisely the space it takes to showcase your most relevant experiences concisely. No more, no less. It’s not an art project. Hiring managers are not impressed by a resume with four different fonts, boxes, borders, clip art, and garish colors. A well-laid-out resume with clear headings, correct spacing, 12-point type, and plenty of white is much easier to read. Use a professional font such as Helvetica, Calibri, or Times New Roman. Objectives are out. Summaries are in. The objective section used to be the traditional opening for most resumes. That tide has shifted. It’s not about what you want. It’s about what the employer wants. Use a summary statement to represent what you’ve accomplished and how you can benefit your employer. Focus on your value as an employee, not what you want from the company. Strike these from your resume: The word “I.” The phrase “references available upon request.” Your photo, date of birth, marital status, sexual orientation, political affiliation, or religion High school education Footnotes Select outside interests carefully. Hobbies can serve as an ice-breaker and show that you’re a well-rounded person. Any hobbies and interests you list should be work-appropriate. Include memberships or affiliations with alumni, law, or special interest groups. Include keywords and skills. An increasing number of firms use an ATS (Applicant Tracking System) to automatically screen resumes. The ATS searches for keywords that match the open position. Review the job description carefully and use the same keywords. Include any technical skills such as experience with eDiscovery software. Use action words. Don’t simply list duties. Describe how you made a difference at each company and provide specific examples. Here are some effective action words: achieved, delivered, directed, secured, resolved. Highlight your publications. Include any law articles you’ve published, especially if they’re related to the firm’s practice area. Customize your resume. Many job seekers create a generic resume and use it for every position they apply. Your resume should be a dynamic, living document, and you should continually update it. Find out as much as you can about the job, the firm, the partners, and the practice group. Then, modify your resume to match what they are seeking. Proofread! Then proofread again! Maybe once more for good measure. Did I mention that you need to proofread? Typos and spelling mistakes are among the first reasons a resume gets tossed. Lawyers, in particular, are expected to have impeccable writing abilities. Spelling and grammar are indicators of two essential skills to any job: attention to detail and communication. Work with a professional. Collier Legal Search is a full-service legal staffing company. We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results that clients can depend on. We are committed to the success of our clients and our candidates. Find out what we can do for you. Contact us at 832-239-5253.

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Steal the Show in an Online Interview

Blogs, Candidates /

Are you interviewing right now? Many companies will require you to complete an online interview. Here are a few tips to help you win the job!   Many companies are still hiring. However, the process has been transformed by COVID19. The traditional routine of networking, face-to-face interviews, hiring, and onboarding has moved to the virtual space for the time being. As before, you should thoroughly research the firm and be prepared to discuss details during your online interview. Study company profiles, industry bios, and LinkedIn to familiarize yourself with your interviewer before meeting them on the computer screen. Many job-seekers liken the online interview to an audition tape. Here’s how to steal the show and land the role! Check your Props Do not wait until 2 minutes before your interview to turn on your computer! Find out what service the interviewer will be using, load the software, and familiarize yourself with the platform. A free trial or tutorial videos may be helpful. Double-check that your camera and microphone are working correctly. Instead of relying on wifi, plug in an ethernet cable for a hard connection. Rehearse Record a mock video interview (or several) with a friend or career coach who will give you honest feedback. Wild gestures, repetitive phrases (um, like, you know), or nervous laughter will be amplified in a video interview. Things that may seem reasonable in a face-to-face interview don’t always translate well to video. Review your expression, voice, and eye-contact and make adjustments accordingly. Set the stage Nobody expects you to hide the fact that you are in your home. However, finding the best spot will keep the attention focused on you. Try to find an uncluttered, solid-colored wall with plenty of light. If possible, set up in a room where you can close the door. Silence your phone and other electronic devices that might make noise. Pause notifications on your computer. If you think you might be interrupted by something outside of your control (your dog barking, construction noise, etc.), mention it at the start of the interview. Clear the clutter around your computer, but have a notepad and pen ready. Dress for the role Dress just as you would for an in-person meeting – that means completing your outfit from head to toe! You might need to stand up in the middle of the interview, which would reveal pajama bottoms, or worse. Try on your outfit using the same platform for your interview. Showtime! Confirm the time zone of the interview and “arrive” early. It may take you longer than anticipated to log on, and you don’t want the interviewer to think that you are a no-show. Speak Slowly and Clearly – The microphone may lag or have spotty sound quality. Speak clearly and try to keep the same pace as the interviewer. Body Language – Your mother was right. Sitting up straight with good posture makes you appear confident. Keep your hands in your lap to avoid excessive gesturing or fiddling. Don’t cross your arms or prop your head up with your hand. Engage with the interviewer – Nodding, smiling, and leaning in are all visual ways to show your interest and engagement. If you rehearsed adequately, you will know how much to nod without looking like a bobble-head. Eye Contact – Look into the camera instead of at the interviewer’s face on your computer screen. Although this may feel unnatural, it gives the impression of eye contact. End credits After your online interview, send a thank-you note to the interviewer. This can be a physical card or an email, depending on the situation. Follow up with a phone call or email, just as you would with a face-to-face meeting. Collier Legal Search is a full-service legal staffing company. We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results that clients can depend on. We are committed to the success of our clients and our candidates. Find out what we can do for you. Contact us at 832-239-5253.

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Dean T. Gerald Treece, Rest in Peace

Blogs /

In Memory of Dean T. Gerald Treece All of us at Collier Legal Search have been working with a heavy heart these last many days following the deaths of so many friends, most especially the passing of both Steve Susman of Susman Godfrey and Dean T. Gerald Treece of South Texas College of Law.  As to the latter, the sad event hit very close to home. “Coach,” as Dean Treece was commonly called, was a major force in not only the local academic and professional communities but also in the state and national legal arenas.  Under his leadership, South Texas College of Law rose to the highest national rankings in trial and appellate advocacy.  Three of our veteran team members graduated from South Texas, and Kay Egger was proud to be a varsity advocate under Coach during the early 1990s. A paragon of selflessness, Coach gave of himself every day, all day.  He enjoyed personal conversation immensely, always eager to listen and learn about individuals and their experiences.  Coach cared deeply about the South Texas student body, never wavering in his passion for teaching advocacy and Constitutional Law.  His student relationships did not end at law school graduation as Coach’s office door remained open for all alumnae. As important as teaching, Coach had an airtight memory chock full of delightfully entertaining stories.  His wit was fast; no one could turn a phrase like Coach.  His anecdotes ranged in widespread topics from being a law student himself to Astros baseball, family and faith life, advocacy and much more.  Coach remembered every face, name and ‘fun’ fact— he always joyfully spoke, and some would say “preached,” with great animation, laughter and goodwill for others.  He went out of his way to build others up never choosing to elevate himself. It is not enough to say Dean Treece was immensely admired.  Perhaps what should be said is best stated simply:  Coach was a towering, beautiful example of the Golden Rule.  He worked tirelessly to keep himself in a leadership position so as to support and guide others.  Love of his faith, family, country and the law anchored Coach to be strong, sharp and persevering while always remaining humble and approachable. Many know Coach’s favorite novel was To Kill a Mockingbird.  Indeed he was our own “Atticus Finch.”  Perhaps it is therefore ideal to borrow a page from Harper Lee.  Through her beautiful writing, Ms. Lee perfectly demonstrated the meaning of ‘respect’ when the Robinson courtroom gallery stood in a pure act of reverence for a great advocate, a great man. So to all of you “Jean-Louise’s” out there, it’s our turn for Coach:  “STAND UP… [DEAN T. GERALD TREECE] IS PASSING.” Coach, you have exited the courtroom yet your legacy will forever endure.  We will miss you.  Thank you for everything. Kay Kurtin Egger

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Boutique Recruiting Firms Bring Big Results

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Is your firm or legal department seeking specific expertise to handle post-coronavirus-related work? Industry and business experts anticipate high demand for certain practice areas and a surge in specific types of cases including: Litigation disputes regarding contractual obligations Insurance-related disputes Bankruptcy/insolvency HR disputes Boutique recruiting firms may offer the best solutions to finding the right talent in the current environment. The nation is still grappling with physical and logistical restrictions forced by the pandemic. Offices are in varying states of reopening, and the job market remains uncertain. From interviews to onboarding, social distancing has changed many aspects of recruiting and hiring. A smaller legal staffing firm can react quickly and adapt to the shifting landscape. Here are some areas where a smaller staffing firm has an advantage over large corporations: Agile and Flexible Smaller staffing firms do not have layers of bureaucracy or corporate directives from out-of-state headquarters. Unlike large staffing agencies, smaller boutique recruiting firms do not pass projects or candidates through numerous departments. Decision-makers are local, and they act on information quickly. With their smaller, more experienced staff, boutique firms are agile enough to recruit, screen, and place candidates without waiting for executive decisions or administrative assistance. Single Point of Contact When working with a smaller staffing firm, customers and candidates are more likely to deal directly with a single point of contact. With many people working remotely or on staggered office schedules, finding the correct contact person at a large staffing organization can be a daunting task. Smaller firms emphasize relationship-building over quantity and quotas. Professionals at a smaller firm will have a personally vested interest in learning more about their customers and in the long-term success of every placement. Better Candidate Pool Staffing firms, as an ethical rule, do not recruit candidates from their clients. A large firm may have a long and impressive client list. However, that list represents all of the places that are off-limits to new searches. Therefore, there is an impact on their pool of candidates and recruiting strategies. Smaller firms may not have a Fortune 500 list of clients, but they have much greater flexibility in approaching potential new hires. In-depth Knowledge The right placement is not just about finding someone with the right skills and experience. It is critical to partner with a staffing professional who understands the firm’s culture, personalities, and specialized needs. The current situation is unique because law firms and legal departments need to find talent that can start immediately, work remotely, and succeed with minimal training. Large staffing firms do not typically focus on this type of profile. A smaller staffing firm will take the time to learn the finer details and find a candidate that is the best fit. Collier Legal Search is a full-service legal staffing company. We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results that clients can depend on. We are committed to the success of our clients and our candidates. Find out what we can do for you. Contact us at 832-239-5253.

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GAINING MOMENTUM INTO Q3

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Summer has arrived and the end of Q2 approaches. People are slowly returning to newly reopened workplaces. Law firms are no exception. While safety protocols have changed to embrace social/work distancing, strategic business planning has some of our clients gaining real momentum into Q3. These last few weeks, we have had meaningful conversations with known law firm leaders. We have sought their opinions and predictions on emerging, stronghold practice areas in the coming months. Certainly, bankruptcy and employment law practices are continuing to strengthen. Accordingly, we have been effectively recruiting legal personnel in these areas of practice. At the same time, we have listened to what practice leaders believe will be significant focus areas in Q3, Q4, and 2021: litigation (both commercial and insurance-driven), wealth preservation & tax management, and finance (secured transactions) are practices gaining serious momentum. Preparation being essential for production, this strange era has given our Collier Legal Search team an unprecedented opportunity to become more consultative, more informed than ever before. Throughout this crisis and as always, our goal remains the same: to be a valuable resource for our clients. As to our existing needs, CLS consistently aspires to react swiftly in an effort to meet our client expectations regardless of the practice area. At the same time, we strive to be extremely proactive, aligning our recruiting and placement services to predicted growth areas. HOW TO STRIKE THE BALANCE OF TIME VS. CONSERVATISM Balancing time against conservatism is perhaps more important today than ever before. By posting open positions online, some of our clients have sought to save on recruiter fees hoping to take advantage of what is perceived to be a surplus of available manpower. This is one of those situations where we might say, “be careful what you wish for.” As a result, these same clients face a time-sucking “Mount Everest” of applicant paperwork to review. Many applicants have little to no skills required in the position. On a rare occasion, the right hire is identified in the stockpile. More often though, the right applicant is still employed and very likely he/she has never seen the online job opening. The question is whether it is the best use of your time to sort through the hoard of the resumes in hopes of finding the right hire? Or, is your time better used elsewhere? At Collier Legal Search, we are sensitive to the community’s call for conservatism. Our clients only owe a fee if they hire one of our applicants. In many circumstances, our fees are deeply discounted. As importantly, we are sensitive to the value of time. Our service ensures that your time is always protected to optimize production. Stay productive entering Q3. Let us take on the project of building your winning team. To learn about how we have continued to build our applicant pool during this crisis, please contact Kay Egger at 832-239-5218.

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Building Your Personal Law Practice Image

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As Texas prepares to reopen for business, it may the best time to evaluate your personal law practice image for competitive positioning in the marketplace. As businesses begin to reopen, many workers are returning to a “new normal.” Social distancing and travel concerns mean that networking events, conferences, and professional gatherings may not return to their previous formats. Instead, video meetings, streaming, social media, and other platforms have exploded since the beginning of the pandemic. These popular platforms are entertaining, but they are also valuable professional tools. For the legal professional, this “new normal” is an excellent opportunity to develop your personal image, reinvent your professional reputation, and develop new skills. Whether you are returning to your previous job or looking for a new one, here are some ways to stay ahead of the game: Define Your Image, Define Your Practice Strengths Set aside some dedicated time to focus on your personal brand. Analyze your skillset, unique strengths, and the qualities that differentiate you from others. Even in the same law firm, two attorneys from one practice group can have very different brands. One may be known for meticulous detail, another for an aggressive defense. Create a mission statement of one or two sentences that encompass the words and values that you’d like people to associate with you. Having a clear personal brand gives you more control over your reputation and your career. Do an Image Makeover: Checklist A brand audit involves gathering information, opinions, and feedback that others associate with you. If your firm does regular performance reviews, revisit them to find out which characteristics stand out. Google yourself to see what prospects, clients, and potential employers can learn about you. Was your last published article five years ago? Do your social media posts align with your brand? If there is anything that doesn’t reinforce your personal brand, consider updating, changing, or deleting it. Refresh Your Bios Has your firm bio remained unchanged since you first started there eight years ago? Most firms have a specific template for attorney bios, so there may not be much room for creativity. You can make sure the information is accurate and current. Is the list of representative matters up to date? Does it reflect the kind of business you want to attract? Unlike firm profiles, your LinkedIn bio belongs to you. Use the opportunity to craft a bio that matches your brand. Promote Your Attorney Image This step in the branding process is where many professionals balk. Now that you have a clearly stated brand, you must go out and aggressively promote it! It’s essential to begin communicating your brand to your peers, customers, employers, and prospects. Blogging is a great, and often free, way to showcase your knowledge and thought leadership. Publishing articles or commentary in trade pubs, LinkedIn, Twitter, even email newsletters, are other common platforms. Learn New Skills Lawyers have never been early adopters of technology. Becoming proficient in popular digital platforms will immediately set you apart from the competition. Do you know how-to video blog (vlog)? Can you set up a Zoom or Microsoft Team meeting? Many of these platforms will become part of the mainstream business world. New ones are sure to follow. Consult With Career Experts A staffing professional can be a valuable ally in creating your personal brand. They know the industry landscape and the importance of standing apart from the crowd. If you are in the market for a new job, a staffing expert can tell you what skillsets and requirements employers want. Collier Legal Search is a full-service legal staffing company. We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results. We are committed to the success of our clients and our candidates. Find out what we can do for you. Contact us at 832-239-5253.

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How to Increase Visibility for Attorneys

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As Texas prepares to reopen for business, are you prepared? Here are a few tips to increase visibility for attorneys in an unknown market. As Governor Abbott begins to reopen Texas business, now is a good time for service providers such as attorneys to optimize their social media presence on LinkedIn, Facebook, and Twitter. The effects, while many immediately enhance credibility, often demonstrate legal “know-how,” and perhaps most importantly, increase visibility. Despite the C19 crisis and the already-realized effects on business, there are opportunities to grow your law practice and gain market share.  It is especially true now when many are working remotely and consistently online.  Review your social profiles as you will find many of your competitors are out there and highly visible — not just to their peers but also to potential clients. Keeping your information updated is vital for achieving growth in market share. The good news is that it’s not too late to become stronger in this area; and, much online activity is within your control to manage at little to no cost. The first step calls for you to evaluate how you appear on resources such as those listed. Plainly put:  it’s no longer sustainable for you to have a “slight” presence such as a bare-bones profile. In order to increase visibility, ask yourself the following questions: Have you been promoted recently? Is your title accurate? Do you have any unique skill sets, and are they included? Can a prospective client find you through a practice-area search without knowing your name? Are the details of your specific practice highlighted? Are details of your various licenses, accolades, accreditations, associations, and groups listed and linked to your profile? Have you had opinions published, and, if so – can your prospective clients link to those important decisions for review? Have you authored recent “white papers” or articles that may benefit your peers or clients? Do you serve as a volunteer or on the board for any professional associations or organizations? Often important details are unfortunately omitted. The 2nd step calls upon you to be “active” on social media. You may see your peers offering video discussions on the law and legal trends. The results are significant! Consider the numbers of eyes watching, and the volume of ears listening to these videos. Ask yourself how you can achieve similar results; take similar action. Though, it’s not just about others watching you. It’s about you watching, reading, liking, and, most importantly, linking to others—be them individuals, associations, or groups.  In this era, when personal interaction is highly limited, it is upon you to deliberately socially interact through social media. Make haste:  this can begin today! As attorneys, you went through a highly competitive law school program— harken back to those days and make no mistake:  your competition for a social media audience and, in turn, market share is intense and extreme. Evaluate yourself and then get proactive and increase visibility – it starts now; it starts while many are working remotely. Make lemonade out of lemons and capitalize on this crisis through social media strength! Should you need any recommendations on how to pursue immediate results, do not hesitate to call me—I am happy to assist you! Kay Kurtin Egger, Attorney, and Co-Founder:  COLLIER LEGAL SEARCH, LLC

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Managing a Remote Legal Team

Blogs, bussines, Candidates, Companies, Employers /

The world economy has come to a near standstill in the wake of the coronavirus pandemic. Here are some tips on managing a remote legal team through coronavirus.   Businesses and schools are shuttered. Companies in every industry face challenges on all fronts including managing a remote legal team through coronavirus.  Law firms are no exception. Some firms anticipate a slowdown in business, while others are swamped with a surge of clients who need legal advice at this critical time. With the stay-at-home order, many firm partners are suddenly in charge of a remote workforce with little preparation. Here are some considerations when dealing with an unexpected remote legal team: Set Realistic Expectations The current situation is unprecedented, and nobody knows what the new normal will be.  Courts are operating on different schedules, client priorities have changed, and deadlines have been pushed back indefinitely. Health concerns and other unusual circumstances can also make it difficult for employees to carry out their usual tasks. In light of the current situation, the management team should identify and focus on the critical near-term objectives of the firm. Evaluate the Firm’s Technology During and after the pandemic, technology may dictate the ultimate survival of a business. Firms that have not embraced technology may have difficulty connecting staff members to clients or critical projects. Many firms already have a VPN (Virtual Private Network). However, if the entire firm is working remotely on the VPN, there may not be enough capacity to handle the new load. Work with your IT department on required licenses and procedures, as well as security considerations. Recognize Obstacles Unlike a well-planned work-from-home schedule, the Coronavirus has thrown households into lockdown with little preparation. Working parents may be sharing computers, office space, and bandwidth with kids who are now home-schooling. Managers should identify specific issues that need to be addressed during this crisis. Does the employee have a dedicated laptop for work? If not, can the firm provide laptops or wifi hotspots? Can tasks be completed at different hours to accommodate childcare and home-schooling conflicts? Keep Communication Lines Open Communicate company updates and policies promptly, clearly, and in a calm manner. Utilize as many platforms as possible to relay new messages to everyone in the firm—update company websites, blogs, and outgoing communication to inform clients of how their casework will be handled. To touch base with employees, managers can utilize a variety of video conferencing platforms. Be Mindful of Mental Health Even under the best circumstances, attorneys have high levels of depression, alcoholism, and addiction. Financial worries, stress, and extended isolation may exacerbate underlying problems. If your firm doesn’t have an EAP, the American Bar Association has a resource page available for managing a remote legal team: Collier Legal Search is a full-service legal staffing company. We place well-credentialed partners, associates, and legal professionals at every level in law firms and corporations. Our experience, connections, and unique approach to building our candidate database deliver consistent results. We are committed to the success of our clients and our candidates.  Let us know if we can assist in finding a legal remote workforce. Contact us at 832-239-5253.

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Managing Through COVID-19 for Legal Candidates

Blogs, Candidates /

Our Collier Legal Search team is continuing to support for help managing through COVID-19 crisis. The lingering effects have been economically devastating, including within the legal marketplace. While some of our CLS friends have been successfully working remotely, many have not been as fortunate. Some have been laid off; some have been furloughed. Many fear layoffs in the future. Plainly stated, this is an ominous time. We encourage you to overcome fear by preparedness: actions can be taken now to optimize your employability. Communicate consistently with your legal recruiter. Schedule a recurring, weekly phone call from you to your legal recruiter. Not only does your phone call remind him/her that you desire to remain on the top of a placement “list,” but also consistent communications further mutual rapport and trust. Update your resume. Ensure your legal recruiter has the most updated version of your resume. Include salary/pay history and references. Recognize the trends and be open-minded. Often in an economic downturn, “hiring freezes” take hold. Consider that even if companies/law firms are consequently unable to directly-hire a new employee, they often have available budgetary dollars for temporary and temp-to-hire labor. We understand many of you ultimately seek full-time employment; onboarding as a temporary laborer can be the means to get that permanent position. Consider salary conservatism. You likely know that many of our customers/law firms have cut salaries across the board, up to 50%! When sharing your salary/pay history with your legal recruiter, you may discuss the idea of requesting lower pay in your next position. Such a consideration demonstrates your knowledge of economics, your empathy, and, most importantly, it proves your leap of faith in the future. Ask your legal recruiter more about the companies/law firms where he/she is presenting you and whether this may be an appropriate consideration. Ask your legal recruiter how this is handled and communicated to the company/law firm where he/she is presenting you. Push your comfort zone. We have yet to learn how the legal employment landscape will change, given the C-19 crisis. Perhaps many will continue to work remotely. Perhaps some will perform multiple functions for the first time. Be flexible; let your legal recruiter know you are willing and able to wear many hats. Don’t wait another day to begin these steps! Remain steadfast in your efforts to be proactive. Following these steps will ensure you are doing what you need to do to remain at the top of your legal recruiter’s placement list! At Collier Legal Search, we have been working nonstop throughout this crisis and are helping firms with managing through COVID-19 so they can be prepared for the busy times ahead. We always strive to keep your best interests in mind and offer our consultation to you 24/7. Stay connected with us for opportunities as they come available. Additionally, if you have a friend or family member in need of professional employment guidance, contact us and we will do our best to help. In the meantime, please remain healthy and safe at home. Very truly yours, Kay Kurtin Egger, Attorney, and Co-Founder of Collier Legal Search, LLC kay@collierlegal.com

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