Beyond the Billable Hour: The Shift in Interviewing for In-House Attorney Positions

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Beyond the Billable Hour: The Shift in Interviewing for In-House Attorney Positions

I am often asked by attorneys currently practicing in law firms how interviewing for in-house roles differs. In short, my response is that the nature of the role is different, and therefore the types of questions asked in the interview, and the employment process in its entirety, also need to be.

Resume and Application Process: Target Audience

Unlike law firms where recruiting coordinators (often with legal backgrounds) review resumes, in-house positions are typically first screened by HR professionals who may not have legal expertise. It’s crucial to tailor your resume with clear, relevant keywords from the job description to ensure it passes initial screenings effectively. The HR manager will be looking for keywords and skill sets from the job description in your resume to identify if it’s on point. Don't make the HR manager guess; having a key skill set section on the top of your resume will go a long way in landing an interview.

Working with Recruiters: Differences

Recruiters for in-house roles operate differently from those for law firms. While a law firm recruiter might focus on a broad range of firms, an in-house recruiter tends to work on specific, targeted searches aligned with detailed job descriptions. This means candidates may need to engage with multiple recruiters and manage their own job search coordination. For example, if the company is looking for a tax attorney with ten years of experience, a recruiter cannot present a fourth-year securities litigator. Candidates may find themselves working with multiple recruiters and presenting themselves for different companies with varied requirements.

Career Trajectory and Advancement: Structure

In law firms, career advancement is often structured through increasing client responsibilities and potentially moving up to partnership. In contrast, in-house roles offer a less linear path, where progression depends on broader factors such as company growth, restructuring, or specific business needs that arise over time. Moving laterally or vertically between companies may be necessary for career advancement. Attorneys seeking to transition in-house should be prepared for a career path that may not follow the traditional associate-to-partner model found in law firms.

Company Needs and Industry Focus: Specificity

In-house roles are driven by specific company needs and industry focus. Candidates must align their skills closely with the job requirements, as companies typically seek exact matches rather than general legal expertise. For example, an attorney focused on banking or finance may find more opportunities in the New York metropolitan area, while one focused on food safety or drug regulation may find more opportunities in D.C. Flexibility and geographic mobility may be necessary.

Business Acumen and Soft Skills: Integration

In-house attorneys are expected to understand business contexts, collaborate effectively across departments, and align legal advice with corporate strategies. This requires not only legal expertise but also a deep understanding of the company’s industry, its strategic goals, and the ability to act as a business advisor. During interviews, emphasizing your soft skills, such as communication, adaptability, and industry knowledge, is crucial. Comfort with working in areas of the law where you lack expertise and flexibility in taking on new tasks are key traits that in-house employers seek.

Cultural Fit and Strategic Alignment: Importance

Beyond legal skills, demonstrating cultural fit and understanding of corporate goals is vital. In-house attorneys often act as business advisors, working closely with executives, management, and other departments to navigate legal issues within the context of broader corporate objectives. Employers often look for lawyers who already understand this shift in perspective, preferring candidates who have already made the transition from law firm to in-house.

Flexibility and Multifaceted Roles: Expectations

In-house roles often involve wearing multiple hats and adapting to new legal challenges as they arise. With fewer headcounts in-house, attorneys must be comfortable researching and learning new areas of the law. Demonstrating a willingness to take on new responsibilities and be flexible in your role is essential. These roles require not only legal expertise but also the ability to function across various areas of the law and collaborate with non-legal departments.

Geographical Considerations: Availability

In-house opportunities may be concentrated in specific geographic markets based on industry needs. For instance, finance-related in-house roles are more prevalent in the New York metropolitan area, while regulatory roles are typically found in D.C. As an attorney seeking in-house roles, you may need to be open to relocating or expanding your job search to other geographical markets.

Conclusion

To summarize, preparing for an in-house legal interview goes beyond showcasing legal skills; it requires demonstrating business acumen, cultural fit, and strategic alignment with the company’s goals. Tailoring your application materials, understanding the specific needs of each company, and highlighting relevant soft skills are essential for securing an in-house position successfully.