Returning to structured law
I’m trying to return to a more structured legal job after having worked as a legal consultant after earning an MS in corporate management in 2015. I’ve been told again and again I am qualified (or over qualified) and have rewritten and readjusted my CV for a variety of roles but I cannot seem to find a permanent role. I left my prior job defending banks and hedge funds that I was excelling in and had held since graduating from Cornell Law because when the markets returned to normal, I did not want to spend my entire life defending the interests of bankers and hedge funds and was able to attend The New School on a full ride. My hope was that my MS, focused on corporate governance and management and my professional experience would make me a more appealing candidate to corporations requiring legal help in making them compliant with the many rules and regulations that have been and continue to be implemented relating to global governance, GDPR compliance, various changes in state, federal, and international banking laws, cyber security and consumer protection laws, employment related matters, and issues related to corporate governance. Given that I know a great deal about the issues of sustainability and corporate citizenship from a business perspective, I had also hoped to work with a company or, with a law firm representing such companies, that was interested to or in the process or or invested in sustainability as some part of its business model (because, practically speaking, the companies concerning themselves with this issue now are the only companies that will exist in 30 years).
While I’ve had a number of great informational interviews as well had various academic and legal articles published, the only work I’ve been able to find at all, despite working with an excellent career coach,’ networking to death, widening my search in scope, and drafting a number of resumes, is project based.
I’ve been told again and again that NYC is where the jobs are and that if I could just get the first one, the next would come easily but that is not exactly helpful when I can’t seem to get the first job and more frustrating when I am more than willing to work my way back up again to where I was. I am an excellent attorney and I know once I am working, I can prove myself to those around me and pay and seniority will follow.
I am asking anyone for any advice or leads or contacts because I’ve exhausted my extensive resources and for the first time in my life Im really scared I won’t be able to ever do what I love again-and though I asked a number of people first before I left my old job if it was the right thing to do, it seems this decision in retrospect may have literally paused my life right where it was.
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Is this a red flag?
I just had a video interview and the gentleman I would be working the most with asked if I was a quick learner. I told him I believe that I am. His response was "I guess everyone needs to say that. I don't like to answer questions more than twice." My response was "Well, it's a good thing I like to take notes" and I showed him my note pad I had been scribbling in since the begining of the interview . We laughed it off but... I'm thinking this might not be the best learning environment.
Some background about the company: it was started in the 90s and the same 6 people who started it are still working there today. Some of their systems are so old that they are no longer supported by the manufacturer. I would be replacing a person who wants to start their retirement.
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Not sure what else I can do..
Just over a year ago I got a new boss. She came in strong and made some changes that a lot were not happy with. She claims to be holding people accountable but she’s really just pointing the finger and persecuting everyone for their mistakes.
There are a lot more details behind the situation that I can’t share but I have made two lengthy complaints to HR and an anonymous report to our ethics board. Going to her boss would mean speaking to the president of the division and I’m not sure I’m comfortable with that.
One of my direct reports has quit because of her and I am also looking for other employment. Several others have stated the same (which was shared with HR). I feel as if I’ve done my due diligence for my team but nothing is being done above me.
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Just need to mildly vent.
I recently lost my contract job and have had to start the applying and interview process again UGH! Anyway, have a second interview with a company for a position that I’m over qualified for and will be making a lot less money. The second interview is where I have to do a presentation followed by questions. Not thrilled by no issues. What I am annoyed with is having to send them my presentation in advanced. I was more prepared to just take over the screen and present. Why do companies feel that they can ask for your work and possibly use a later date. It is bad enough when you are asked questions about a past project that the company may also be considering and want to know your ideas and processes on how you accomplished it. (You see them writing down notes during this specific conversation), and not call you back for the next stage of interview.
So of course going to put in pdf, no notes, and password protect which is about all that can be done.
Just needed to get this off my chest
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I'm going to go a little differently on this.
While I appreciate the employee's personal challenges, you both have roles that need to be performed for the company. I actually am sensing some manipulation by the employee and you stepped straight into it. If she is messaging you on Facebook, that means that you probably added her as a personal friend. It sounds like potential manipulation lured you into blurring boundaries that could set you up for a challenging situation down the road particularly if her performance is not up to par. It is possible to be an empathetic leader while also maintaining appropriate workplace boundaries. Many people today are going through different types of struggles. The balance is in finding humanity while also having realistic expectations of them to perform their role and being clear on the boundaries. It's fantastic the employee is in therapy but therapy is not something to be weaponized for poor performance. Incredibly, there's nothing in this long post about how this employee is actually performing their job. I think more of your time should be spent on helping her achieve career goals versus getting into her personal situation about which you only hear one side. I found that it's best to maintain professional boundaries especially with someone who reports to you. If you decide to be friends after one of you leaves the job, that's completely fine. But while you're on the job, situations like this are fraught with landmines.
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When implementing a rewards and recognition program is it better to implement rewards and recognition based on individual or team performance or a combination of the two?
What types of rewards and recognition have you found to be most effective for increasing employee engagement and commitment to the organisation?
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What is going on with this forum?!
Some of the posters are so nice and supportive…and others just want to tear women down! It’s so incredibly sad. I keep reading things and wonder if the person would respond the same way if they were speaking in-person. Maybe keep scrolling if you can’t be civil and constructive?
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