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Associate Legal Counsel Vs Legal Counsel

The “partner without equity” is a relatively new invention that gained popularity in the 1980s. At that time, law firms began to hire consulting firms and realized that there were partners in their law firms who were not as profitable. The same thought process applies when you are appointed as a partner in a law firm. Your resume and LinkedIn profile should explain that you started as an associate in the litigation department, were later promoted to partner, and eventually completed your tenure as head of the entire litigation department. In the world of in-house counsel, your title can have different meanings depending on the size and structure of the legal department. In one company you can be senior counsel and in another company you can hold the titles of Assistant General Counsel, Associate General Counsel or Assistant General Counsel. You may not hold the title of Chief Compliance Officer, but you do have the functional responsibility of leading the company`s compliance and ethics program. An existing legal classification structure will provide clear guidance on salary and job title. If the person you`re hiring joins an existing team of in-house lawyers, salary and job title precedents have likely already been tested in the market.

If you are looking for legal counsel to work with who reports to Senior Legal Counsel or Chief Legal Officer, the salary parameters are carefully linked to these other two positions. But wait. With many other companies, go down one level and you can see additional “GCs”. Indeed, if a company has operational subsidiaries, it can appoint the best legal advisor for each of these operating subsidiaries as general counsel. It may also award the GC designation to the legal heads of business units. Other companies often refer to these individuals in the same roles as General Counsel (“CLOs”) or Associate General Counsel. Of Counsel is by definition an interesting position. It is not a partner, and it is not a partner.

The role has a “consistency” in itself, unlike employees. Someone who is a “lawyer” in a law firm is usually someone who has been there for some time and will also stay around. On the other hand, the durability of most employees is quite limited. Clients and partners of law firms know that the partner is likely to be gone at any time. I see this mystery on a daily basis through the wide exposure I have working with management and management consultants at the executive level in publicly traded companies, private companies, venture capital firms and start-ups. When these in-house lawyers turn to me for help with their legal resumes or LinkedIn profiles, they often worry that their job titles will hold them back in their search compared to titles held by other colleagues. The General Counsel (GC) is almost always the most senior member of the legal team. The incumbent of the position is most likely a member of the Board of Directors or, if not, he or she will represent the legal department at board meetings and deal with the board/senior management if necessary. Conglomerates may have a group general counsel who oversees legal strategy and a budget framework across the group of companies, allowing GCs in each subsidiary to structure their teams and make decisions appropriate to their industry and/or jurisdiction.

Joking aside, it got us thinking about the range of in-house legal job titles we encounter today and identifying models or principles that can help talent acquisition managers lead an in-house legal recruitment project for the first time. Perhaps the worst title in terms of determining hierarchical order is the title of director, as director of legal services, director of legal affairs or simply director – legal. The rank of director can range from the middle to the top of the legal food chain. In many companies, the attorney general is the only supreme being at the top of the legal pyramid who despises the rest of us mere mortals. Whether you`re looking to progress in your current legal department or start a job search for another job in another company`s legal department, it`s imperative that your resume and LinkedIn profile shape your experience and leadership level properly and strategically. Unlike law firms, the job titles of legal teams vary from one organization to another that has in-house legal functions. At best, it causes nothing more than harmless confusion. At worst, however, it can mean that job applicants are being overlooked or that job seekers themselves are ignoring a potentially awesome career opportunity simply because the job title doesn`t resonate.

Understanding how job titles differ can help avoid these pitfalls. To effectively market yourself and your leadership value, you need to think about the hierarchy of the legal department and your position in it. If you are the second or third commander, say so clearly. Explain who you lead (direct reports or indirect reports), what your main responsibilities and functions are, what business units you deal with directly, what your interaction with the board looks like, and what additional responsibilities you have acquired or assumed during your tenure. While the structure of in-house legal teams varies greatly from industry to industry, the 3 most common structures in the UK are: As a partner in a large law firm, you work to maintain the standard that this law firm sets for its partners above or near it. As a partner in a company like Wachtell, Lipton means something completely different than being a partner in a company like Baker & McKenzie. The expectations are simply very different. Ultimately, the importance of a domestic legal job title only goes so far. It provides us with a framework in which to work – a practical “brief description” of the scope and seniority of a role. With such variety at our disposal, we can`t see the range of titles expand further unless companies feel there`s a particularly good reason to create new legal equivalents to the success of “Hero” or “Superhero” clients. However, when new titles appear, we must always remember that a job title never tells us the whole story.

Here you will find further instructions on the different internal legal roles. I want to make it clear that in a law firm like White and Case, it`s not easy to get to the point where you`re even considered for a non-equity role (you really have to be exceptional). The chances of finding an unpartmental partner in a large law firm that hires 60 employees each year in the first year are slim. Only one or two of these people will be there long enough to be considered for this role. It is not easy. Most of them must have something more than just the ability to do legal work. Not only do you need to be able to attract customers; They must also have a spark and often the ability to inspire those who work with them. In addition, they must also be interested in exercising the right as a business. Obviously, this is not something that everyone agrees to. Legal Contract Manager – This is a role for those who love the essence of legal agreements.

The internal legal contract manager works in organizations that generate a high volume of contracts with suppliers, customers, contractors and subcontractors. In addition to updating these contracts with changing laws, the Legal Contract Manager must ensure that they are legally enforceable and signed by individuals with appropriate authority. The role is often, but not always, performed by a qualified lawyer. A whole series of new expectations will be announced on you. You are expected to start doing enough business, not only to support yourself, but also to support some employees at work and also [hopefully] support some partners and lawyers at the law firm.

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