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.  

This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.

To view this content, please continue to their sites.

Not a Lexis Subscriber?
Subscribe Now

Not a Bloomberg Law Subscriber?
Subscribe Now

Why am I seeing this?

LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.

For questions call 1-877-256-2472 or contact us at [email protected]