8 Mistakes In-House Counsel Make When Seeking a New Opportunity

Contributors: John Gilmore | Brittney McDonough | Max Gelernter

Gone are the days of mailing and faxing resumes to capture someone’s attention for a new role. These days, many in-house counsel positions are filled through executive search consultants and networking. Ambitious in-house counsel must ensure they position themselves in a way that brings the most opportunities and avoids common mistakes with resumes, LinkedIn, networking, and interviewing.

In the GC Advantage^SM webinar, “The Biggest Mistakes In-House Counsel Make When Seeking a New Opportunity,” Wendi Weiner, Founder and Executive and Board Resume Writer of The Writing Guru, joined the BarkerGilmore team to discuss common pitfalls that in-house counsel encounter when applying, interviewing, and accepting a job offer. This article is a summary of our discussion.

Mistake #1: Neglecting to Trim and Organize the Resume

The resume allows an in-house counsel to show the skills and experience that match the position. Consider what a recruiter is looking for and present this information at the top of and throughout the resume.

Legal resume tips: 

• A legal resume should be no more than three pages. 
• Use a classic, modern design rather than continuing one from law school. 
• If the attorney has relevant, early-career experience, summarize the experience at the top of the resume and include the job in chronological order without bullet points. 
• Avoid using “I” or other pronouns to begin bullet points; use action words instead. 
• Remember: a person’s eyes naturally gaze at the center of a page, so center the headlines and optimize the resume for the reader.

In-house counsel should use the top third of the resume to note what differentiates them from other candidates. Consider three to five areas of specialized experience and focus on those competencies. For a GC, organize the bullet points for a position by competency areas. Also, bullet points should be used to show the progression across a current role or company. Highlight what was accomplished, any contributions, and the unique value the candidate brings.

Mistake #2: Overlooking the Power of LinkedIn

LinkedIn casts a wide net and can help in-house counsel be seen and noticed, even when not actively looking for a job. Accordingly, overlooking the power of LinkedIn could be detrimental to a candidate’s search. In-house counsel anticipating a change in employment should update their LinkedIn profiles six to nine months before a move.

When updating the LinkedIn profile, remember:

• Use a professional photo, not one from a golf course or wedding. Use a picture that shows executive presence.
• Ensure there are no typos on the LinkedIn page. Have someone else review the page after editing it.
• Employ searchable keywords in the headline. The keywords are words someone may use when looking for candidates. Include the job title, name of current employer, and the ticker symbol if the employer is public. Emphasize prior Am Law 100 experience and include areas of expertise or industries.
• Do not dump the resume into a LinkedIn profile. Focus on the areas recruiters value: the headline, about, summary, job titles, and skills sections.
• Include current and previous employers’ locations, especially when global experience is relevant.

Mistake #3: Failing to Engage in Proactive Relationship-Building

Candidates should not wait for recruiters or someone from a company to reach out or be afraid to inform people in their network or recruiters that they are open to new opportunities. In BarkerGilmore’s 2023 General Counsel Succession Report, 13% of the recruited General Counsel noted they learned about the position through proactive networking, 22% were referred by a colleague, and 29% through an executive recruiter.

Take the time to build a network of targeted people of influence, including CEOs, General Counsel, Chief Legal Officers, and other decision-makers who sit where the candidate wants to be in five to ten years. Once a candidate establishes a relationship, reach out when the decision-maker has an opportunity available.

The same is true with developing relationships with recruiters. In-house counsel should establish relationships with search consultants early in a search, which is especially important for BarkerGilmore consultants because we never post opportunities online; our team recruits through the networks they have developed over the past two decades.

Mistake #4: Discounting the Value of Transparency When Speaking to a Recruiter

At BarkerGilmore, confidentiality is the benchmark of our business, and the relationship starts and ends with trust. Yes, the recruiter advocates for the client as an executive search consultant. But, when presenting candidates to clients, the recruiter also advocates for candidates.

When a candidate shares stories and information, the recruiter can better advocate on the candidate’s behalf. Share strengths but also gaps in experience or time between jobs. Sharing gaps allows the recruiter to identify any skills or responsibilities the candidate is missing so the candidate can fill those gaps.

Mistake #5: Not Thoroughly Preparing for an Interview

Once a candidate secures an interview with an organization, meticulous preparation becomes imperative in the highly competitive legal field, where numerous qualified candidates vie for limited positions. Thorough preparation is a crucial differentiator, enabling candidates to effectively showcase their skills, experiences, and suitability for the role.

Candidates who fail to adequately prepare examples of past experiences and their outcomes risk appearing uninterested or ill-prepared, potentially undermining their chances. Utilizing the STAR formula (Situation, Task, Action, Result) provides a structured approach to crafting responses to behavioral questions, enhancing the candidate’s ability to demonstrate competency and readiness.

Moreover, expressing genuine interest in the company and the opportunity is paramount to demonstrating passion and alignment with the organization’s goals. In-house counsel should seize the opportunity to inquire about the organization’s culture, team dynamics, and success factors by preparing insightful questions beforehand. Neglecting this opportunity may signal a lack of genuine interest or curiosity about the role and the organization, diminishing the candidate’s standing.

Smart questions provide valuable insights into the company’s culture and allow candidates to showcase their understanding and alignment with those values, further strengthening their candidacy. Therefore, thorough preparation, encompassing strong answers and formulating insightful questions, is essential for in-house counsel seeking new opportunities to make a compelling impression during the interview process.

Mistake #6: Waiting Too Long to Discuss Compensation

Many candidates will go through several rounds of interviews without discussing compensation out of fear of being eliminated from consideration. However, receiving an offer with an undesirable compensation package can be disappointing and frustrating for everyone involved.

The first interview should focus on making an interviewer excited about the in-house counsel’s candidacy. If the candidate makes it to the second interview, this is an excellent time to bring compensation into the discussion.

If the company provides a range for the base salary, it is important not to assume that, once employed, the candidate will make the highest figure advertised. Pay is typically commensurate with experience, so it is important to have an open discussion about how much the position pays.

Finally, transparency is key when having these conversations. Candidates should feel comfortable sharing how much they are currently paid and be able to discuss, based on research, the market rate for in-house counsel salary. However, remember that there are many jurisdictions where an organization cannot require you to disclose your compensation.

Mistake #7: Piecemeal Negotiating

Some candidates negotiate each part of the compensation package over multiple interview stages. This can create confusion and disorganization. Go into the first interview knowing what kind of package is desirable and will make you accept the position. Streamlining this makes the process easier for everyone involved.

Mistake #8: Failing to Listen During Onboarding

It is admirable to want to create change when entering a new in-house position but be sure this vision aligns with the business’s needs, wants, and key stakeholders. Making assumptions during the onboarding and ramp-up phase can be detrimental to success. To increase understanding and build a solid foundation for a relationship with the business, ask questions and make sure to truly listen to and hear the information being shared.

Be Open to and Prepared for New Opportunities

The world of executive search for in-house positions is constantly changing, and opportunities are often hidden as legal departments seek to upgrade a component of their department confidentially. Word of mouth from law firm partners, board members, colleagues, and recruiters may be the difference in how an attorney finds their next in-house opportunity.

You do not need to navigate the process alone. Connect with one of BarkerGilmore’s executive search consultants if you are in the market or open to a new opportunity. Moreover, if you need assistance preparing for your next role, BarkerGilmore’s executive coaching may be the career-changing move you need to find your next opportunity.

John Gilmore, Brittney McDonough, Max Gelernter, and our team of professionals are happy to help accelerate the initiatives that you’re already pursuing or to supplement your current strategic thinking to help you realize your vision. Please reach out if you or your organization may benefit from our recruiting, leadership development and coaching, or legal and compliance department consulting services. Let BarkerGilmore help you build and optimize your legal and compliance departments.