招聘人员为谋求总法律顾问职位者列出简历大纲
Recruiters List the Resume Essentials for GC Wannabes
招聘人员为谋求总法律顾问职位者列出简历大纲

Risk takers with transactional experience are in high demand for few openings in-house
少数空缺的内部职位急需有交易经验的冒险

Katheryn Hayes Tucker
凯瑟琳·海斯·塔克

Fulton County Daily Report
《富尔顿县每日报道》


For corporations looking for lawyers, it’s a buyer’s market, so they can be picky about who gets in-house legal jobs.
对于正在寻找律师的公司来说,这是一个买方市场,因此这些公司可以百般挑剔那些获得内部法律工作职位的人。

"Everybody wants to go in-house," said Raj M. Nichani, vice president of Hughes & Sloan Inc., a 19-year-old Atlanta-based legal search firm. "There are not enough jobs."
“每个人都想进到内部来,职位却不够。” Hughes & Sloan 公司副董事长Raj M. Nichani说。 Hughes & Sloan 公司是一家拥有19年历史的法律猎头公司,总部设在亚特兰大。

Four other legal recruiters confirmed this assessment, noting that while law firm jobs are plentiful, in-house positions make up less than 10 percent of the openings they fill but attract 15 to 20 extremely well-qualified applicants for each one.
另外四名法律招聘人员证实了这一论断,并指出虽然律所职位很多,但内部职位在律所提供的全部空缺职位中仅占不到10%的比例,而每1个职位就吸引了15至20名条件非常符合的应聘者。

What the recruiters have noticed over the years is that lawyers with certain types of skill sets -- and mind-sets -- tend to land the in-house posts.
多年来招聘人员都提到一些具有某类技能和心态的律师倾向于寻找内部职位。

Based on conversations with these recruiters -- Nichani; Bob Graff of Major, Lindsey & Africa; Richard Rice of The Partners Group; Becca Newton of NewtonHarris Executive Legal Placement; and Melba Hughes of Hughes Consultants -- here are some indicators that lawyers have the right stuff to succeed in-house.
与这些招聘人员——包括Nichani、Lindsey & Africa公司的鲍勃?格拉夫、The Partners Group的理查德?赖斯、Newton Harris Executive Legal Placement的比卡?牛顿以及Hughes Consultants公司的梅尔巴?休斯——的谈话明显表明律师们有恰当的素质来接替内部职位。

1. The right transactional experience. "The first thing we obviously look for in a GC are his or her legal skills," said Hughes. "I think most of the GC’s that we’ve placed have come from a corporate securities background." They may have been an in-house corporate counsel or an outside counsel, but they were already doing the required work. "It depends on the company. If you place a GC with a real estate company, they’re going to want real estate transactional experience," said Hughes.
1、恰当的交易经验。休斯认为:“在一个总法律顾问身上,我们第一看重是他的法律技能。我觉得大多数我们任命的总法律顾问的法律技能来源于一种公司证券背景。”他们可能是内部公司法律顾问也可能是外部顾问,但他们已然正在从事必须的工作。休斯还说:“这取决于公司。如果你为房地产公司安排一个总法律顾问,他们就会希望这个顾问具有房地产交易经验。”

Said Graff: "We do a lot of general counsel searches every year, and 90 percent to 95 percent of those we place are existing GCs at another company. Even smaller companies want a GC who already has GC experience. They rarely come from law firms -- unless they are acting as outside counsel for the company. ... If they’re getting a search firm involved and they’re going to pay us a big fat fee, they want us to find what they’re looking for. They never want to pay us a fee to find someone who’s going to grow into the job."
格拉夫认为:“每年我们都做大量工作寻找总法律顾问,在我们任命的总法律顾问中,90%到95%都来自于其他公司现有的总法律顾问。甚至小公司也希望聘用有经验的总法律顾问。这些总法律顾问很少来自律所——除非他们正在担任公司的外部顾问……如果他们正在参与一家猎头公司并且将会支付我们一笔丰厚的酬金,他们就期望我们能帮他们找到他们所需要的人。他们从不会付给我们一笔酬金,然后让我们去找一些没有工作经验的人。”

2. The right values. This would depend upon the match between company and attorney, but generally would require a certain level of personal development, particularly for the GC. "When you think about a general counsel, the highest legal officer of a company, it’s a prerequisite to have maturity, judgment, vision and leadership skills," said Hughes.
2、恰当的价值。这取决于公司与律师的匹配,但是总体而言要求有一定水平的个人能力发展,尤其对于总法律顾问而言。休斯说:“在考虑总法律顾问即公司的最高级法务人员时,成熟、判断能力、预见能力、领导能力是前提。”

3. Sarbanes-Oxley Act knowledge. "The majority of GC searches want Sarbanes-Oxley experience -- even if they’re not public -- because going public might be a strategy. The board members are worried about liability," said Graff. "The GC is the one they look to to keep them out of trouble. Nobody wants to wear striped pajamas."
3、熟悉《萨班斯-奥克斯利法案》。卡洛夫说:“多数公司招聘总法律顾问都希望(被聘用的人)有应用《萨班斯-奥克斯利法案》的经验——即使这些公司不是上市公司——因为上市可能会是公司的一种战略。董事会成员对公司债务感到担心。总法律顾问正是他们找来帮助他们远离麻烦的人。没人想坐牢。”

4. The right management skills. In-house lawyers take on responsibilities for a staff if they have one. "They’re part of a small team and they have to be able to delegate," said Nichani. "In-house, there are so many things going on, you can’t micromanage."
4、合适的管理能力。如果公司有内部顾问,顾问就对全体员工负有责任。Nichani 认为:“作为一个小团体的一份子,他们应该能够知人善用。在公司内部有很多的事情发生,没人能事必躬亲。”

"It’s difficult to find somebody right out of a law firm that has budget experience," said Hughes. "Have you ever fired anybody? Have you ever hired anybody? Do you have a track record of developing subordinates?"
休斯说认为:“在一个律所中找到一个有财务预算经验的合适人选是很困难的一件事情。你解雇过人吗?你聘用过人吗?你有个发展培养下属的经历吗?”

5. Litigation stars need not apply. In-house lawyers do not try cases, and they naturally want to stay out of court. If they have to be there, they use outside counsel for litigation. "Of the people I know who are star litigators, I don’t think it has ever come up that they want to go in-house," said Nichani.
5、诉讼明星不适合担任内部顾问。内部顾问不想打官司,他们天生地希望置身于法庭之外。如果是必须出庭的话,他们会使用外部顾问来打官司。Nichani认为:“在我认识的诉讼明星中,我觉得他们从没有想过要到内部来。”

6. Willingness to accept a hefty pay cut. "Compensation is not as good in-house," said Rice. "They have to be willing to take a significant cut in pay." Nichani said he is seeing salaries for mid-level in-house lawyers in the $120,000 to $140,000 range, but he thinks they should be in the $150,000 to $180,000 range. (Alston & Bird and King & Spalding, for example, said recently that first-year associates in Atlanta will start making $145,000 next year.)
6、愿意接受大幅减薪。赖斯认为:“内部律师的报酬不是特别优厚。他们必须愿意接受大幅的减薪” 赖斯说他见过一些中层内部律师的薪水在12万到14万美元之间,但他觉得他们的薪水应当在15万到18万美元之间。

There are other rewards to consider, such as stock options, bonuses and possibly improved hours. But ... see number 7.
也有可供考虑的其他奖励,比如职工优先认股权,奖金和工作时间的改善。但是……参见第7项

7. Willingness to accept more responsibility. While the hours of an in-house job might be more predictable -- taking kids to school or having dinner with their family is easier to plan -- the pressure might be greater. "A lot of the time, associates assume they’re going to have an easier schedule and a quality-of-life change for the better. The fact that they don’t keep a time sheet is appealing, but it’s a different sort of pressure," said Newton. "If you’re somebody who wants to cut back and not work as hard going in-house, you’re probably not the right candidate."
7、愿意承担更多负担。虽然内部顾问的工作时间更容易预测——安排送孩子上学或者与他们的家人吃饭相对容易——压力却可能大得多。牛顿说:“很多时候,朋友们都设想他们要有个轻松的时间安排,要把生活质量提高。他们不按照时间表工作的事实日渐凸显,但这是一种不同的压力。在谋求成为内部顾问的过程中,如果你想退缩并且不愿意辛苦地工作,你可能就不是合适的候选人。”

8. Interest in the business. Learning the business -- and taking a genuine interest in it -- is a key to success for a GC. "The more people can educate themselves and understand how the company is set up -- where the revenues are, the employees, the size, learn the business -- the more effective they’re going to be," said Newton. "You don’t have to have an MBA, but you need to understand the nuts and bolts of how the company works."
8、业务兴趣。熟悉业务——并且对它真的感兴趣——是总法律顾问取得成功的关键。牛顿认为:“人们自我训练得越多、对公司的设立了解得越多——利润来源、员工、规模、熟悉业务——他们的效率就越高。你不一定非得有企业管理硕士学位,但是你必须明白公司运转的具体细节。”

9. Willingness to take risks. Corporations sometimes go out of business, downsize or have trouble paying their bills. Rice said one reason some of the people he has placed in-house have called him back is that they’ve been laid off. Candidates should do their homework on the company. "A lot of attorneys who have a desire to go in-house haven’t thought it through."
9、愿意冒险。公司有时会停业、裁员或者无力偿还债务。赖斯认为一些已被安排在内部职位上的人又找了回来的一个原因是他们失业了。应聘者应该在公司完成他们的工作任务。“许多志在谋求内部的职位的律师都没有想清楚这个结论。”

10. Ability to get along with all sorts of people. "A law firm is not going to hire an outright jerk," said Graff, adding that if an attorney can bring in a lot of revenue, "the definition of jerk might not be as strict." It’s different in-house, where the GC must work with every department, other managers and their staffs as well as CEOs and board members. Here, an engaging personality is valuable. As Graff put it, "If your outside lawyer is a jerk, it’s not as big a problem as if your in-house lawyer is a jerk."
10、与各种人相处的能力。格拉夫认为:“律所不会聘用一个十足的白痴”,如果一个律师可以带来许多的利润,“白痴的定义也许不会如此严格”。在内部,情况是不一样的,总法律顾问需要与每个部门、其他经理、职员、首席执行官以及董事会成员一起共事。在这里,人格魅力非常重要。正如格拉夫所言,“如果你的外部律师是个白痴,问题不会像你的内部顾问是个白痴那么严重。”

But the bottom line is that many in-house lawyers do great work and seem very happy, the recruiters agreed. "My personal opinion, over the last 10 years, is that a lot of the best legal work is done in-house. They can pick and chose what they do and what they send to outside counsel," said Graff. "And I think people like being closer to the deals. They like having a seat at the table."
但是招聘人员一致认为,(上述论断的)底线是多数内部律师出色完成工作并且他们看起来很快乐。格拉夫说:“我个人的意见是,在过去10年中,大量杰出的法律工作是在内部完成的。他们可以选择自己做什么和交给外部律师做什么。并且我认为人们更喜欢接近这些工作。他们喜欢在那工作。”

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