My role as a recruiter for corporate law departments is pretty straightforward: Bring specifically qualified candidates to bear, assess culture fit, and provide a short list of the best options. We are usually working at the 7-plus years out of law school level, and the winners almost always arrive with a combination of “Big Law” firm teeth cutting and time spent in-house.  

Nonetheless, I still hear clients talk about learning curves and the energy it often takes to bring any new lawyer into the fold. Sometimes a new hire has to unlearn prior habits. In those law departments that truly embrace technology, process and innovation, the word “retrain” has come into play.