Alumni Job Search Overview

Continuing Your Career Search

The Career Services Office offers Career Transition Counseling to our alumni population as needed.

There are numerous approaches to the job search process. They include responding to job listings and advertisement, sending mailings to targeted employers, interviewing on campus and at job fairs, and networking with acquaintances in the legal community. The smartest plan of attack incorporates all of these methods.

The First Step In Your New Search

When you begin searching for a new job, the first step is to spread the word. Tell everyone you know that you are in the market, and let them know what interests you. If you know lawyers, it is especially wise to talk to them. If you don't have a lot of contacts within the legal profession, tell other people you know. Job leads can come from unexpected sources sometimes. It is advantageous to establish a good network to assist you in your career evaluation and job hunt. Research statistics indicate that 80% of jobs are obtained through networking. Some suggested contacts are: family members, friends, neighbors, business associates, members of your church or synagogue, members of any civic or social clubs to which you belong, classmates, faculty members, graduates. Hand out copies of your resume to people. Ask them to keep you in mind if they hear of anything. Stay in touch with them; let them know how your job search is going, and let them know about your successes as well as your needs.

Additional Steps

Once you have made your network aware of your job search, you must maintain your vigilance. Keep a sharp eye on the job listings in the Career Services Office. Read the advertisements in the Fulton County Daily Report. Respond quickly to these leads and to the options presented by your network.

If you have a specific type of employment in mind, it is a good idea to contact and network with employers of that type. Prepare a letter that targets the type of employer that interests you, enclose your resume, and mail it out. It is best to ask for an informational interview, so that you can incorporate these employers into your network. You may target employers of a particular size, geographic location, or type of practice. The Career Services Office (CSO) has a wealth of handouts and directories to assist you in locating the addresses and names of employers for informational interviewing.

Although space does not allow for the discussion of all the types of employment options available, we provide a brief overview of Legal Career Job Types below:

Legal Career Job Types

Although space does not allow for the discussion of all the types of employment options available, we provide a brief overview below.

Private Practice:

Small Law Firms

Small law firms hire infrequently, and when they hire, they usually hire only one person at a time. There are many ways to connect with small law firms, including networking, clerking part-time, and doing project work. Sometimes small firms will post job listings for immediate openings with the Career Services Office. Networking is particularly effective in gaining employment with small firms as they frequently hire people they know and like.

 Large-Medium Law Firms

Medium law firms usually employ between 25 and 50 attorneys. The definition of "medium" will vary according to geography. For example, a large firm in Georgia, might be classified as medium-sized in New York, which now has some mega-sized firms. Law firms are considered "large" if they have fifty or more attorneys and are generally located in bigger cities. They tend to provide the greatest opportunities for specialization, the highest initial starting salaries, a steady client base, and a chance to practice law with attorneys who can provide the benefit of valuable legal experience and training. Generally, medium firms are similar to large firms in all regards except everything is on a smaller scale: salaries, the breadth and depth of the client base and the number of highly experienced attorneys available to train new associates.

The nature of the legal work in the largest firms is sophisticated because of the needs of a sophisticated client base. The workload is demanding both intellectually and because of the long hours required. Large firms are usually departmentalized and have a tight hierarchical structure. The "partnership" usually includes one-quarter to one-half of the lawyers in the firm. The rest of the lawyers are salaried associates. Partnership decisions are usually made after seven to ten years.

Both medium and large firms recruit second- and third-year students almost exclusively in the fall. Medium sized firms may also wait until the spring to hire when they can better ascertain their personnel needs. The second-year summer program is used as a vehicle for hiring permanent first year associates. The emphasis in recruiting is generally on academic performance and the candidate's "fit " with the firm's culture and personality.

Few large firms hire students after their first-year summer. Those that do prefer to hire students who attend law schools with which the firms want to establish a recruiting relationship. Large firms in smaller cities sometimes hire first-year students who come from that particular geographic area or who demonstrate a commitment to return there upon graduation. These firms try to maintain a relationship with the students, hoping that they will accept permanent positions. Medium firms are slightly more flexible and will often hire a first-year student with strong credentials.

Among the drawbacks of working for a large firm are long hours, little choice in the types of cases and clients handled, and a highly competitive atmosphere. In addition, unlike past years, when there was a reasonable expectation that if an associate performed well over a period of years, partnership was likely, this is no longer the case. Firms now need to hire far more associates than there will be opportunities for partnership. Students should be aware of this reality and how it may affect career goals. This is especially true if partnership in a large law firm is the student's ultimate professional goal.

Students should also bear in mind that they will likely be highly marketable to other employers even if they do not become partner at the firm with which they began their career. Many associates begin their careers at a large firm and move over to a medium or smaller sized firm after a number of years. For those who want long-term security, freedom and flexibility in the hours they work and the types of clients they handle, the large law firm may not be the best choice.

Government Agencies

Government agencies, including district attorney's and solicitor's offices and state judges, generally hire in the spring. Working in the extern program for an organization that interests you can be a good way to access possibilities for permanent employment. Many government agencies post job listings with us, and we subscribe to the Prosecuting Attorneys' Council newsletter, which lists positions for various prosecutors' offices. The Governor's Intern Program provides opportunities for law students to work in summer positions in state agencies and non-profit organizations; they usually interview on campus in early February.

Judicial Clerkships

Judicial clerkships are an excellent way to gain valuable post-graduate experience. Most judicial clerkships are two year appointments. Federal judges hire far in advance, interviewing students during the fall of the year approximately two years prior to graduation. State judges hire their clerks closer to the starting date of employment.

The Career Services Office (CSO) has a number of publications listing judges, their hiring criteria and plans, and general information about judicial clerkships. In addition, the CSO presents a program on judicial clerkships each year, usually in late October or early November.

Corporate Legal Departments

Corporate legal departments generally are small, sometimes consisting of only one or two attorneys, and usually hire only experienced attorneys. Because they do not have the resources to devote to training, and attorneys are frequently handling somewhat complex matters, corporations like to hire attorneys who have already gained experience in other settings, particularly in law firms. Networking and informational interviewing are particularly effective with corporate legal departments, because of the long-term rewards that they can provide. Some larger corporate legal departments may hire entry-level attorneys and even summer clerks; the CSO has a number of resources and services (like the target mailing service) to access these corporations.

Public Interest Organizations

Public interest organizations (including legal aid offices) frequently are in need of employees, but lack the funding for hiring. Volunteer work can be a particularly effective means of getting exposure to public interest organizations. Finding funding through grants and fellowships can also help you to land a position with a public interest employer. Usually, public interest employers look for candidates who have a demonstrated commitment to public service (shown through past volunteer activities and work experience). When they have funding for new hiring, they generally hire fairly close to the starting date of employment, although many employers may interview in advance of receiving funding in order to compete for the best students. The College of Law participates in a number of job fairs that provide excellent avenues to public sector employers.