Forging your Own Unique Career Pathways in Law

Minimising Uncertainty: The Hidden Skill of Exceptional Lawyers with Jason Malouin

Thu, 19 Mar 2026 08:16:45 GMT

What makes someone choose you when there are ten other people offering the same service?

In this episode of Friends in Law, Alex sits down with Jason from Superpower Portraits for a conversation about branding, belief, differentiation, and why trust is not something you manufacture, but something that grows when you remove uncertainty.

Jason shares how one awkward meeting in Dubai forced him to confront a hard truth. He knew his work mattered, but he couldn’t clearly explain why. That moment sent him down a much deeper path, figuring out how to communicate not just what he does, but what sits underneath it. The values, beliefs, and personal convictions that make someone’s work feel distinctive rather than just competent.

Together, Alex and Jason explore what this means for lawyers, especially in a profession where so much communication sounds polished, credible, and technically strong, but often feels interchangeable. They unpack why credentials and expertise are only the baseline, how lawyers can communicate the human outcome of their work, and why the strongest professional brands are built not on performance, but on clarity.

From client relationships and interviews to bios, websites, and personal positioning, this episode is a thoughtful look at what it really means to connect with people in a way that feels honest, memorable, and aligned.

Jason also shares why he thinks confidence is overrated, why “trusted advisor” is not the goal, and how asking better questions about belief, identity, and feeling can completely shift the way you talk about your work.

If you have ever struggled to explain your value without sounding rehearsed, overly polished, or like everyone else in your field, this conversation is for you.

Extra Links

Identity Alchemy - https://bit.ly/4rIbKay

Vision & Values Alignment Guide - https://bit.ly/3OjzjYR

Small Hinges Swing Big Doors - Behavioural Branding 'Swipe File' - https://bit.ly/4tJHGxk

5 Powerful Habits that Attract Fully Aligned Clients - https://bit.ly/4bJSNzL

13 Questions to Ask When Hiring a Photographer (beyond "What does it cost?" and "What do I get?") - https://bit.ly/4qxwhh8

Topics

Personal branding for lawyers
Trust and credibility
Lawyer bios and LinkedIn profiles
Differentiation in professional services
Client connection and communication
Brand positioning
Identity, belief and values
Authenticity in legal careers
Professional storytelling
Career development in law

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Credits

Host : Alex Correa - Career Coach in Law

Brought to you by Alex Correa Executive

With thanks to our guest : Jason Malouin Superpower Portraits

Friends in Law is edited and produced by Dayera Creativ e

Introducing Jennifer Tsatsaronis: Personalised Support for Legal Professionals Every Step of the Way

Tue, 03 Feb 2026 01:39:56 GMT

At Alex Correa Executive (ACE), we believe every legal professional deserves a career where they can truly thrive. Since 2016, Jennifer Tsatsaronis has been integral to bringing this vision to life. As both the younger sister and trusted colleague of ACE’s Founder and Director, Alex Correa, Jen works closely with Alex, our Senior Recruitment Consultant, to uphold the high standards of service, care, and insight that ACE is known for.

Your Career, Our Priority

We act as career advisers to legal professionals at all stages of their careers. We take the time to understand your personal and professional goals, so we can help you find opportunities where you’ll succeed and flourish. We know how hard it can be to balance a demanding legal role with life’s other responsibilities, and that taking time to plan your next move often falls to the bottom of the list.

But putting your career on hold comes at a cost: missed opportunities, stalled advancement, or a loss of passion for your work. Jen and the ACE team are here to strengthen your strategy, enhance your opportunities, and guide you toward roles that reignite your enthusiasm.

A Foundation in Leadership and Relationship Management

Before joining ACE, Jen honed her leadership and relationship management skills as a Team Leader at AAMI (Suncorp Group), one of Australia’s leading insurance organisations. There, she learned to navigate complex client needs, coach and develop teams, and adapt to evolving stakeholder expectations.

Jen helps ensure candidates feel seen, supported, and confident as they navigate their next career step. Alongside Alex, she plays a key role in maintaining the personal touch and sense of trust that make ACE’s approach so distinctive.

A Journey of Growth and Strategic Impact at ACE

Jen’s journey with ACE began in Communications, evolved through Talent Sourcing, and grew into a role that sees her at the heart of the candidate experience. Now, she partners closely with Alex to guide people through pivotal career moments with care and insight. With a deep understanding of what ACE stands for, Jen brings intuition and steadiness to every interaction - ensuring your experience feels personal, thoughtful, and aligned with your goals.

Tailored Guidance to Help You Thrive

Jen helps ensure your next move feels considered, supported, and aligned with where you want to go. Our candidate services are designed to provide clarity, confidence, and actionable insight, including:

● Strategic career advice and lateral pathways

● Career planning and coaching

● Salary and fee benchmarking

● HR and people management guidance for leaders

● Transition support for those seeking a new direction

Let’s Take the Next Step Together

Whether you’re exploring a new role, planning a career transition, or seeking leadership opportunities, Jen and Alex are here to help you harness your potential and achieve your goals.

Contact us for a confidential discussion. We look forward to partnering with you.

Will AI Further Influence Ageism in the Legal Recruitment Market?

Tue, 23 Dec 2025 21:53:29 GMT

Welcome to this month’s edition of Alex Advocates. My name is Alex Correa and I‘m a Brisbane based Legal Industry recruiter, and the Founder of Alex Correa Executive . In this newsletter, I talk about how AI is changing the nature of the legal industry and whether its prevalence is likely to further influence agism in the legal profession. Find out what Queensland’s market is currently telling us here.

I spent some time in late November in Sydney at the NPAworldwide Power Up conference where many of the professional development sessions related to the future of work, how Gen AI will impact jobs, careers and industries and uncovering the tips and pitfalls of AI utilisation in recruitment processes. It was an exciting couple of days, full of optimism and possibilities and it nicely tied in with conversations I’ve been having with candidates and clients in the most recent weeks.

In Ross Clennett , FRCSA 's presentation about “The disrupted future of how Gen AI will impact jobs, careers, industries and the recruitment industry”, one graphic stood out to me. It was Indeed’s research on the impact of AI on skills at work . Ross has nicely summarised the findings in this graph demonstrating roles that require physical labour increase in demand and those that are more cerebral decline.

So, should all the lawyers in my community be worried about the future of their roles? Let me explain to you why I don’t think so, with some real-life examples of what I am seeing in the market.

As a legal recruiter with more than 20 years’ experience working across Queensland’s private practice, in-house, and government sectors, I’m having more conversations than ever with lawyers who are quietly wondering what their future looks like. Not because they lack skills and significant experience, but because the profession feels to them like it is changing at a pace that seems hard to keep up with.

For many lawyers over 50, I’ve heard a very real fear sitting just beneath the surface and they have asked me, “Will AI make my skills or my legal career obsolete?”

Take for example the highly specialised senior practitioner I met with recently who admitted he was worried about the impact AI would have on his practice, his team, his workload, and ultimately his employability. I am pleased to tell you that what started as a conversation full of trepidation and uncertainty ended in something quite different.

He had just met with a major national firm, who is actively investing in AI software for use in their organisation. Their message to him during his interview process was that “Your expertise is invaluable. We want AI to amplify your work, not replace it.”

That quiet nod of confidence changed everything for him. He left with renewed optimism that his skills and experience were useful, and I was pleased to ring him days later to discuss a job offer.

AI: The Change You Can’t Hold Back

Whether firms like it or not, AI is now a survival skill. Some firms are embracing it cautiously yet enthusiastically whilst others still have their heads in the sand.

And the firms resisting it? They will most likely be squeezed out by the reality of economics. Not because AI replaces lawyers, but because AI tools will most likely empower lawyers who use it to be faster, sharper, more productive, and more valuable.

I see in-house teams implementing AI-enabled matter management platforms like LawVu and others. They are using automation to highlight critical dates, streamline contract review, and free up their lawyers to be in the room negotiating strategy.

And like any intern or junior lawyer reviewing contracts, AI may flag the issues, but the more senior human lawyer still has to advise, weigh the risks, and guide commercial decision-making.

The best lawyers today, regardless of age, are those who are AI-curious: they are open-minded, adaptable, and willing to explore where technology has value and where it doesn’t.

We have all seen recent reports in the news of a global consultancy firm that over-relied on AI inputs for a government report that contained fabricated academic citations, mis-attributed court quotes and non-existent sources. It lacked a level of scrutiny and real person oversight. This case demonstrated one of the pitfalls of some AI programs where the outputs can include “AI Hallucinations” and be less than perfect.

Ageism: Still the Elephant in the Interview Room

Despite the optimism in some quarters, ageism remains an undeniable force in the legal hiring market.

I see it often in the assumptions made during screening. I hear it in the comments about “cultural fit.” Plus, I feel it in the hesitation around salaries, seniority, adaptability, or tech-savviness.

Mature-age candidates often describe navigating the job market as feeling “left behind” even when they bring decades of relevant industry experience, specialisation, judgment and client loyalty.

The irony here is that firms who hesitate to hire mature talent are the same firms most at risk of falling behind.

Why? Because:

Generational diversity is critical to balanced teams.
Senior lawyers have built client relationships that no software will ever replicate.
Clients still call their trusted adviser not ChatGPT (or Claud or Copilot) when their premises are being bulldozed and a dispute is escalating requiring an urgent injunction

When things fall apart, clients pick up the phone and call the trusted legal advisor who has stood beside them for years. AI cannot replace that.

Are older Lawyers Being Left Behind by Technology?

So, are older lawyers really being left behind by younger lawyers who have already adapted to AI? I’m finding only if they let themselves be.

When I ask firms whether older candidates are being overlooked, the forward-thinking organisations are saying, “We will hire experience if they’re adaptable and resilient.” They understand that successful talent acquisition has nothing to do with age. It’s about mindset.

The lawyers winning roles today are those who are:

staying on top of legislative change in their industry
open to new ways of working
willing to experiment with AI
investing in their own professional development in the AI space
learning how technology applies to their specific practice area

This is the “new smart” mindset legal futurists reference which includes curiosity, agility, creativity, empathy, and collaboration. These are the uniquely human competencies that will matter most in an AI-augmented world.

If your firm won’t fund the training? Do it yourself. It’s tax-deductible, and it will benefit your career!

The Real Threat Isn’t AI: It’s the Loss of Junior Training Ground

One of the biggest concerns I have for the future of the profession does not relate to the senior lawyers, or the fast pace of technological change, my worry is reserved for the junior lawyers.

I have seen that AI is already handling tasks that once formed the bedrock of a junior’s development such as:

document review
legal research
summarising documents
drafting memos

This big question in my mind is how will emerging lawyers learn the deep, structural skills you only gain from being deep “in the trenches”?

Take a simple example of the litigation war room. Once upon a time junior lawyers would have spent weeks categorising and organising documents ready for a big case. This may eventually be replaced by an AI-checked workflow, but juniors still need these skills of classification, document strategy, and document intuition. They still need to know how to quickly access the information they need to meet a deadline or win an argument with the right document at the touch of their fingers.

And what if AI gets the document management wrong? AI should never be the final checker. Lawyers must still cross-check its outputs, or documents will be missed or go missing and cases will fall apart.

From my perspective, firms will need to redesign their training models. I look forward to seeing how firms will adapt their training to facilitate this potential loss of skills and experience.

Booming Demand for Senior Talent - If You Bring the Right Mindset

I’ve said it before, the Queensland legal market is booming, and I’ve placed more senior specialists, government lawyers and legal counsels this year than ever before.

In fact, some regional firms, government departments and boutique practices have long-vacant roles where seasoned lawyers could thrive if both sides were willing to think beyond a rigid PAE range in their minimum requirements.

So, What Do I Tell Lawyers Over 50 Who Are Worried?

I tell them this: AI is not your enemy. A closed mindset is.

Please dive in to discover how AI can enhance your practice. Learn its risks and limitations. Find out how your clients and industry are using it. Look for ways to deliver more value to clients, not less. Be AI curious. Because curiosity is now a competitive edge.

And remember: Many firms hire mature talent for stability, mentorship, and client confidence. But they want lawyers who are ready to grow, not cling to the past.

If We Want a Fairer, Smarter, More Future-Ready Hiring Process…

We must:

eliminate age-based assumptions
evaluate lawyers on adaptability, not birth year
train juniors in new ways
implement guardrails for AI use
invest in digital literacy
reward curiosity and self-education

And above all:

Recognise that AI is not replacing lawyers, but AI literate or curious lawyers will replace lawyers who refuse to evolve.

The legal profession looks to be standing at the brink of a major inflection point. The firms and individuals who thrive will be those who combine deep experience with open-minded innovation.

Age and AI are not opposing forces. In fact, together, they may be one of the profession’s greatest opportunities.

Are you looking for your next ideal step in the legal market?

Reach out to find out how my team at Alex Correa Executive can help you build the career you aspire to. Get in touch here .

Quiet Influence: The Evolving Role of the In-House Lawyer

Wed, 05 Nov 2025 21:47:47 GMT

Welcome to this month’s edition of Alex Advocates. My name is Alex Correa and I‘m a Brisbane based Legal Industry recruiter, and the Founder of Alex Correa Executive . In this newsletter, I talk about the how influence is changing in the legal industry in Queensland and how your approach and style can significantly impact the success of your career.

As a legal recruiter, I have the privilege of speaking every day with in-house counsels, general counsels, and private practice lawyers across Queensland (and beyond!). Over time, I’ve noticed a quiet but powerful shift not just in who holds influence within organisations and law firms, but in how they go about earning that influence.

I’m enjoying a book at the moment called “How to Kill a Client” by Joanna Jenkins. The author makes you feel like you are right there in the meeting room with the male protagonist client, Gavin Jones (an absolute loud and obnoxious bully). He has a negative impact even when he is not in the room, and is a great example of what not to be! His fear based style and approach undermine those around him. It ripples at all levels right through the law firm ‘privileged’ to represent him. They are completely at his behest thanks to the millions of dollars in fees that flow in their direction. I won’t give away the end, but let’s just say his behaviour doesn’t work out for him.

It helped confirm for me that the Gavin Jones character was such a stark contrast to what I’ve witnessed in that the best commercial lawyers today are no longer the loudest in the room. Their visibility is earned through trust, commercial acumen, and tailored communication skills based on their audience not volume or taking up space.

Influence, Not Volume

The most effective lawyers don’t need to remind anyone who they are. They’re the ones who translate complexity into clarity, guide decisions, and ensure outcomes are achieved safely and strategically. Their success is tied to the success of the people they support.

They see the bigger picture, including the economic and risk landscape, the financial drivers behind a deal, and the organisational dynamics at play. They very much speak the language of their stakeholders because they deeply understand the needs of the business they support. They understand that visibility comes not from self-promotion, but from becoming indispensable.

The Authentic Lawyer

Whether in-house or in private practice, many lawyers I deal with, whether they verbalise it or not, especially at mid to senior career stages, can often still be trying to develop their professional identity and style.

When we start out in our careers, we tend to emulate those ahead of us. For a lawyer it might be a senior associate, General Counsel or a Partner. For some, that means borrowing what resonates. For others, it can mean adopting a style that simply doesn’t fit.

In recent months, I’ve met a number of capable lawyers who have shared that they have grappled with trying to “make themselves heard” in a way that felt inauthentic. Unfortunately, a confrontational approach or attempting to replicate a “my way or the highway” approach can backfire, eroding credibility instead of strengthening it.

Authenticity matters. Influence isn’t about commanding attention. It’s about earning respect through judgment, timing, and trust.

Balancing Legal Risk and Commercial Reality

In-house lawyers in particular face a unique challenge. They’re advisors and not always the ultimate decision-maker. They must balance the organisation’s appetite for commercial risk with their duty to protect it.

Imagine this scenario: you’ve raised concerns about a contract clause that exposes the business to significant risk. The stakeholder dismisses it. Which approach do you take?

Confront the stakeholder in a meeting full of people and try to fight to be heard?
Or cover your advice in writing, without drawing attention or embarrassing the stakeholder by being confrontational.

I would say that B gives you a balance between protecting both the business and your credibility, whilst maintaining an important relationship.

That’s influence in action, guiding outcomes even when you’re not the final voice.

Trust and Communication

When I ask clients what makes an in-house lawyer indispensable, they rarely start with “technical excellence.” Instead, they talk about judgment, clarity, emotional intelligence, communication skills and follow-through.

This can look like doing what you say you’ll do. Communicating with precision, by knowing your audience and tailoring your board paper or report to the right people in the right format. Whether that means being more high-level, data-driven, research-based, or purely pragmatic, effective communication cuts through complexity and brings calm to uncertainty.

These are the lawyers whose names are mentioned in meetings and the ones that leaders say, “We need them in this conversation.”

Curiosity Builds Connection

Curiosity is a trait I see consistently among influential lawyers. It’s what allows them to understand not just what’s important to them, but what’s important to their stakeholders.

For an in-house lawyer, what finance needs from you will differ from what risk and governance want. People and Culture will see your role differently again. When you take the time to learn each perspective and to truly understand the business - your advice resonates across the boardroom.

That’s how influence is built: not demanded at the top of your voice, but earned one step at a time.

Collaboration Beyond Legal

There’s no “I” in the word team - and the best legal teams know it. I’ve seen legal counsels who embed themselves within business units by sitting alongside commercial, finance, or operational areas of the business. They don’t just respond to queries, they witness and anticipate them. They hear what’s happening in real time and contribute beyond a specific transaction.

Many bring a rich toolkit, be it a background in construction, projects, banking, or even accounting which allows them to bring multi-dimensional insights to the table. Collaboration, in this sense, isn’t just teamwork; it becomes an integrated partnership.

Leadership, Diversity, and the Quiet Shift

There’s also a quiet evolution occurring in leadership styles. More women and diverse thinkers are stepping into senior legal roles, and I can feel it shifting the tone of influence.

One of my law firm partner clients recently shared that at a meeting between some key influential financial services clients, regulators, and stakeholders every decision maker in the room was a woman. The way the discussion unfolded was collaborative, outcomes-focused, and inclusive. The quiet shift is most certainly taking place.

Authority is being redefined. It’s no longer about dominating a conversation, but shaping it. Creating space for others to contribute. Guiding progress rather than demanding it.

This gentler style of leadership that still drives results, is inspiring a generational shift for both women and men in law.

Staying A-Political and Adaptive

Influence also requires political awareness, but not political behaviour. I often recommend to my candidates that they take the time to understand who’s who, but to not get drawn into office politics. Organisations evolve, people move, and today’s colleague could be tomorrow’s key stakeholder. I recommend maintaining professionalism and neutrality. Protect your credibility by staying above the fray.

The Evolution of Influence

Influence in law, whether in-house or in private practice, is no longer about taking up the most space. It’s about creating value. About helping decisions move forward safely and effectively.

The days of the “command and control” lawyer are fading with many welcoming the change. We’re now looking up to those who share credit, build trust, and enable collaboration across disciplines. Those who help their team or client achieve success together.

Because in the modern legal world, true authority isn’t about being heard the most — it’s about being missed when you’re not in the room.

Are you looking for your next ideal step in the legal market?

Reach out to find out how my team at Alex Correa Executive can help you build the career you aspire to. Get in touch here.

Beyond the Myths: The Real Work of Constitutional Lawyers

Fri, 10 Oct 2025 05:20:27 GMT

At Alex Correa Executive, we often meet lawyers who are intrigued by the idea of practising constitutional law but assume it’s reserved for scholars or courtroom specialists arguing before the High Court. The reality is far more dynamic. For those who thrive on complexity, collaboration, and purpose, constitutional law particularly within Queensland’s Crown Law offers some of the most stimulating and varied legal work in the country.

Myth 1: Constitutional law is purely academic

Far from being an ivory-tower discipline, constitutional law at Crown Law is deeply practical and intellectually rigorous . The Constitutional Law Team provides strategic advice on real-world questions that affect how Queensland governs itself from the limits of legislative power to the interaction between State and Commonwealth laws.

One day, you might be advising the Attorney-General on a High Court challenge about the Kable doctrine or implied freedom of political communication; the next, interpreting a complex statutory scheme to ensure new legislation aligns with the Constitution and the Human Rights Act 2019. The work demands sharp analytical thinking and offers the satisfaction of seeing legal reasoning translate into tangible outcomes. The work sits at the intersection of law and policy and it often plays out on the national stage.

Myth 2: The work is narrow or repetitive

In truth, the variety is one of the great appeals. The Constitutional Law Team is called on whenever an issue doesn’t fit neatly within another practice area meaning the range of matters is vast and ever-evolving.

Team members advise on constitutional consistency, human rights, federal–state cooperation schemes, and even statutory interpretation questions that cross agency boundaries. They may assist the Solicitor-General and other senior counsel in landmark litigation, then pivot to advising on new legislative frameworks for emerging public issues. Few teams offer such breadth or such a front-row seat to how constitutional principles shape government decision-making in real time.

Myth 3: You need to be in Canberra to make an impact

Constitutional work may culminate in the High Court, but its influence is felt every day across Queensland. The team partners with departments, statutory authorities, and government-owned corporations, providing proactive advice that helps avoid disputes before they arise.

Whether guiding agencies on intergovernmental agreements, advising on the constitutional validity of new policies, or ensuring compliance with the Human Rights Act, the impact of this work is tangible. These lawyers help shape decisions that directly affect the State’s capacity to govern from energy policy to justice reform.

Myth 4: It’s solitary work

If anything, constitutional law at Crown Law is one of the most collegial environments a lawyer could join. Collaboration is central with the Solicitor-General, Attorney-General, and colleagues across multiple government departments. Within the team, senior practitioners mentor and guide others through matters that demand both intellectual depth and practical judgment.

The result is a culture that prizes clarity, rigour, and respect where complex ideas are debated openly, and every lawyer contributes to solutions that matter.

A career that shapes the State

For lawyers who crave intellectually challenging work with purpose, constitutional law offers something rare the chance to influence decisions that will echo through Queensland’s legal and political landscape.

It’s not theoretical. It’s tangible. It’s varied. And it’s at the heart of how our democracy functions.

If you’re a lawyer with a background in litigation, administrative, or commercial law and you’re ready to apply your skills to issues of genuine public significance, now is the perfect time to explore opportunities within Crown Law’s Constitutional Law Team.

To learn more, contact Alex Correa Executive or request a copy of the position description. These roles offer a unique chance to contribute to matters that shape not just Queensland law, but the constitutional fabric of Australia itself.

If Not You, Who? Advocating for the Career You Deserve

Thu, 18 Sep 2025 05:00:33 GMT

In this article, we discuss how lawyers are self-selecting out of career opportunities in the current recruitment market. Discover how this can be both short sighted and career limiting and even have a much greater impact on your career than you might think.

Why Lawyers Need to Back Themselves

As legal recruiters, we see it far too often: talented lawyers who take themselves out of the running for roles before they’ve even applied. It happens across genders, though our consultants often hear it more from women who feel they need to tick every box on the selection criteria before pressing “submit.”

We speak to many lawyers throughout the day, which include those looking for in-house and private practice roles. During these discussions, we often discuss recently advertised roles to gauge their areas of interest and career aspirations. What we are hearing from talented lawyers is “Oh yes, I saw that one, I didn’t think I had the right experience, so I didn’t apply”. Or “Oh yes, I saw that one, I was sent it by a number of colleagues and friends, and I just didn’t think I met all of the criteria.”

If more than one person has sent you a role, or even if it came to you via the LinkedIn job search algorithm, the universe may just be saying ‘this role would be good for you!’ Why would you argue with that? At Alex Correa Executive we strongly recommend paying close attention to these nudges and consider your reasons for not taking action.

Whether it’s a lack of confidence, the life stage you find yourself in, or work being crazy-busy, the end result is the same. That is, missed opportunities that could have advanced their career trajectory rapidly.

The Perfectionist Trap

Harvard Business Review has written extensively about this: many professionals, particularly women, won’t apply unless they meet 100% of the criteria. Further reading here

But here’s the uncomfortable truth. If you meet every single requirement, the role may not stretch you. Growth comes from stepping into the unknown, taking on responsibilities you haven’t yet mastered, and being willing to learn on the job.

We have found over time that many of the reasons lawyers rule themselves out are based on assumptions that don’t reflect what hiring managers are actually looking for.

Hiring managers often have “nice to haves” in mind that are not included in position descriptions or job advertisements. These are often not necessarily conveyed to applicants and may relate to future work, projects or potential company direction. Without taking the time to learn more about a role, whether by speaking with the recruiting consultant or the hiring manager at interview you may not discover the ‘nice to haves’ that could be a strong match with your background and experience.

Our consultants have seen countless cases where a lawyer assumed they weren’t suitable, yet their niche experience in setting up a new line of business or navigating a complex regulatory environment was eventually what closed the offer.

Overcoming Self-Doubt

If this concept of perfectionism is resonating with you, consider whether it is actually a lack of confidence. It is possible to work on and develop your own confidence levels. We recommend considering your achievements and specifically what you have done well. Review your feedback from clients and senior stakeholders and let that propel you to the next level of self-belief.

Consider also how far you have come in your career journey – how far advanced are you from where you were, say, 3 years ago? What matters have you worked on that you are proud of?

If you find yourself identifying actual deficiencies of skills and experience, consider what it is that you can do to address them. Any gaps can be fixed over a longer term you just need to take action on these. Consider making yourself available for work that helps build that experience. You could also let your partner or general counsel know that you want to build your skills in a particular area. By making it known and putting your hand up for specific work you start closing any gaps. You might also set yourself a plan for external study or CPD to broaden your knowledge base. Consider secondments, running a project, or even presenting or delivering a paper. Remember knowledge is sharpened when we teach others.

At Alex Correa Executive, we see many lawyers at various stages of their careers, and many find themselves pigeon-holed in roles for too long. They may be waiting for destiny to tap them on the shoulder, or for the perfect time to take the next step. In my experience neither are as effective as taking your career in your own hands.

The Timing Excuses

“I’ve got leave coming up.”
“My notice period is too long.”
“I’ll wait until after bonus season.”
“My kids need me to be hands-on right now.”
“My family needs me too much right now.”
“My CV isn’t up to date.”

Our team hears these words often. The reality in life is that there’s never a perfect time for anything! Careers don’t run on a neat schedule. Sometimes life-changing opportunities come when you least expect them. If you keep waiting for the stars to align, you’ll find yourself standing still while your peers accelerate ahead.

Think of it like investing: those who start early reap the rewards of compound growth. The same principle applies to your career. Each role builds capability, networks, and confidence. Delay too long, and the missed return on investment can be substantial.

If your timing excuse relates to your stage of life, consider whether you can get additional support at home. Can your life partner or other family members offer support? Can you outsource responsibilities? Consider the changes that need to be made to make room for career growth. Perhaps you need to discuss these challenges with your supervising partner or general counsel, so that they can support you with additional flexibility or development opportunities.

If your CV is not ready, we can only suggest making the time to fix this. No one will ever write your CV better than you. We often suggest to lawyers that they review their CV at least once a year. They should also keep a running list of matters, cases and feedback that can be developed into achievements and responsibilities. (TIP) Consider keeping a list in the notes app on your phone that you add to regularly during a commute, or in place of mindless scrolling.

Our team of expert legal industry recruiters has developed templates to help. They are available here .

Competing with Colleagues or Friends

Another common reason lawyers hold back is not wanting to compete with a friend or colleague. But why take yourself out of the race? Healthy competition can strengthen relationships, and hiring decisions should be left to the employer not pre-empted by you and based on some vague concept of loyalty or friendship.

No two career paths are identical. Many lawyers compare their careers based on a common starting point. Someone you studied with may already be a partner or a general counsel. They may have had different opportunities, taken risks you didn’t, or simply been at a different life stage. Career comparison is rarely helpful. Run your own race.

The Busyness Barrier

Lawyers are known for putting clients, firms, and families before themselves. But continually putting your own career last comes at a cost. Our team have often spoken to senior lawyers who, years later, regret letting themselves be pigeonholed, because they didn’t put their hand up when the right role or project came along.

Think of it like ignoring a tip to invest in a property or stock. You hesitate, others jump in, and years later you see the exponential returns you missed. Career progression works the same way - the earlier you invest in new experiences and opportunities, the more they grow over time.

We recommend attempting to clear some headspace to combat extreme busyness. We often suggest mediation to help quieten your mind. A regular practice can not only be incredibly game changing but allows you to better assess what is important particularly in terms of your career and where you want to be longer term.

Fear of Rejection

No one enjoys rejection. But it isn’t failure, it’s feedback and an opportunity to learn. Every interview sharpens your skills. Every application broadens your exposure. Sometimes you don’t get a role because there was someone with more relevant experience. Other times, the door that closes leads to another opening down the track. At the very least, by progressing with a role, you will have broadened your network and gained a good and informed understanding of a different organisation, leader and the potential opportunities available.

Think of it as rehearsal: wouldn’t you rather practice interviewing and refining your pitch on a role that’s “interesting,” so you’re ready when your dream job appears?

Don’t Do the Hiring Manager’s Job

Too many lawyers pre-emptively screen themselves out: “They’d never hire me.” Or “I don’t have the right experience”. It is not your decision. Your responsibility is to present the strongest case for why YOU would add value to an organisation. Let the hiring manager decide. You may be surprised by what resonates and by the value that they see.

Practical Advice for Lawyers Holding Back

If you’re hesitating to apply for your next role, ask yourself honestly:

● Is it really a lack of skills, or just a lack of confidence?

● Are you telling yourself a story that’s very likely to not be true but rather is holding you back?

● If a lawyer you are mentoring was in your shoes, what advice would you give them?

Chances are, you’d tell them to back themselves. So why not apply that same advice to your own career.

At Alex Correa Executive, we have seen many lawyers who invested early, made good career decisions and even those that have taken parental leave live up to their potential. They have come back from sabbaticals or parental leave and done what they can to fill any knowledge or skills gap so that they don’t miss a step. They invest in career action and their salary potential just keeps growing.

Those who make excuses and sit in their comfort zones miss out not just on financial benefits, but also on quality of work. The more exposure you have to better quality of work, the more your capability and experience grows - and you are given even better work. It’s a snowball effect and as Mahatma Gandhi said “The future depends on what you do today”.

If there’s one message that we would leave every lawyer with, it’s this: stop self-selecting out. You don’t know what you don’t know, and opportunities of a lifetime don’t wait around (or come back a second time!).

Your career is a long-distance race, and you are the one holding the wheel. Don’t wait for someone else to promote you, headhunt you or drop the perfect job in your lap. Take action, put yourself forward, and give yourself the chance to grow.

Are you looking for your next ideal step in the legal market?

Reach out to find out how my team at Alex Correa Executive can help you build the career you aspire to. Get in touch here .

How to Shift from Private Practice to In-House Legal — and Succeed

Sat, 09 Aug 2025 03:10:48 GMT

Why Queensland Lawyers Are Moving from Private Practice to In-House Legal

In Queensland’s evolving legal market, more lawyers are making the shift from private practice to in-house legal roles . It’s not hard to see why — in-house positions offer the chance to work closely with business decision-makers, see your advice implemented in real time, and influence commercial strategy.

That said, in-house isn’t for everyone . It’s just one of many rewarding career paths available to lawyers, and success in this environment depends on your skills, motivations, and preferred way of working. Making the move from a law firm to in-house successfully takes more than just spotting a job ad, it requires understanding how in-house legal jobs differ from private practice, knowing the skills you’ll need to succeed, and preparing yourself to stand out in a competitive in-house legal market in Brisbane .

Key Differences Between Law Firm and In-House Legal Work

While both demand strong technical legal skills, the day-to-day reality is often different:

From billable hours to business outcomes — In-house legal teams are generally measured by how they add value and manage risk, rather than meeting strict billable hour targets. That said, some in-house teams do track time for internal reporting, cost recovery, or service transparency.
Breadth over specialisation — In-house lawyers often advise on a wide range of matters, sometimes outside their original area of expertise.
Proactive problem-solving — You’re part of the decision-making process and may find yourself embedded in project teams, not just responding to client instructions.
Commercial integration — You become a colleague and business partner within the organisation, rather than an external adviser.

What Skills Do You Need to Work In-House as a Lawyer?

Moving in-house isn’t simply about transferring your legal knowledge. Hiring managers for in-house legal teams look for:

Commercial acumen — Aligning legal advice with the company’s strategic and commercial goals.
Stakeholder engagement — Building strong relationships across the organisation, from executives to operational teams.
Adaptability — Handling shifting priorities and new legal areas with confidence.
Clear communication — Turning complex legal issues into practical business solutions.

ACE Success Stories: From Law Firm to In-House Legal

We’ve helped many lawyers transition from private practice to in-house legal roles in Queensland:

A senior associate from a national firm who moved into an international infrastructure company. Within 18 months, they were leading major commercial negotiations and helping to build a small team.
A senior property lawyer who joined a property development group and became integral to the executive team’s strategy, reducing external legal spend by over 30%.
An employment lawyer who moved to an organisation in the education sector, becoming a trusted adviser to the CEO thanks to their grasp of both regulation and workplace culture.

These transitions worked because each lawyer understood the in-house environment and could clearly articulate their value beyond technical legal skills.

How to Prepare for the Move from Private Practice to In-House Legal

1. Tailor Your CV for In-House Legal Jobs

Highlight commercial projects, cross-functional collaboration, and direct work with corporate clients. Make sure your CV tells a story — it should clearly connect your experience to the demands of an in-house role. If you’ve been on secondments, even for a short period, mention them. This experience shows you’ve operated inside a business environment and can give you a competitive edge over others in the applicant pool. (Watch for our upcoming blog on how to best position yourself to get shortlisted for an in-house role.)

2. Understand the Industry and Role

Different sectors — from infrastructure to healthcare — have unique challenges. Research the company’s priorities and think about how your skills match. Your experience and pre-law background could be vital — whether it’s prior industry work, technical expertise, or even early career roles outside of law. Capitalising on this unique perspective can help you position yourself as someone who not only understands the legal side but also speaks the language of the business.

3. Build Your Network

Many in-house legal jobs are part of the hidden job market. Connect with decision-makers, specialist recruiters, and lawyers already working in-house. And remember — never burn any bridges. Today’s colleague, client, or boss could be a key decision-maker or influencer in your career tomorrow. Maintaining positive professional relationships keeps doors open and opportunities coming, often when you least expect them.

4. Partner with a Specialist Legal Recruiter

Don’t wait until you’re ready to apply — partner early with a recruiter who focuses on in-house legal recruitment in Queensland . A great career adviser can help you map out your career, identify the skills and experience you may need to build while still in private practice, and position you for a successful move in-house when the time is right.

Make sure you invest in the relationship and keep them informed as your experience develops. This way, when those hidden job market opportunities you’re perfect for finally surface, you’ll already be front of mind.

Your Next Step

If you’re considering a move from private practice to in-house legal , contact Alex Correa Executive for a confidential discussion. We’ll help you assess your readiness, identify the right in-house legal jobs in Brisbane and Queensland , and guide you through a successful career transition.

FAQs About Moving from Private Practice to In-House

The Strategic Role of the General Counsel in Today’s Corporate Queensland

Sat, 09 Aug 2025 01:51:43 GMT

What Does a General Counsel Do in Australia Today?

When I first started working in legal recruitment in the early 2000s, the role of General Counsel was often misunderstood. Although they were the key influencer and client gatekeeper for legal services, GCs were sometimes unfairly seen as the lawyers who “didn’t cut it” in private practice. Many operated as legal managers in title only — often a team of one — tasked with managing contracts and keeping the business compliant, but rarely viewed as a strategic partner to the executive.

Back then, the skillset most in demand for a GC was corporate law and M&A experience, reflecting the transactional focus of the time. Fast forward to today, and the role has evolved dramatically. In Queensland’s corporate landscape, the modern GC is a strategic business leader — trusted to shape corporate direction, manage complex risk, lead governance and compliance, and often oversee broader portfolios such as People and Culture or ESG.

I’ve seen this transformation first-hand through the hundreds of senior in-house placements I’ve made:

A sizeable Japanese company with a household brand name — We placed a General Counsel who has had a significant impact on their Australian operations. Their influence and leadership were so valued that they were later appointed to the executive portfolio of People and Culture , embedding legal thinking into organisational culture and strategy.
A major infrastructure and transport business — Their newly appointed GC, sourced through ACE, played a central role in steering high-stakes negotiations on multi-billion-dollar projects while also building an in-house team from scratch, reducing reliance on external legal spend.
A leading renewable energy company — We placed a GC who became a core member of the executive team driving the business’s transition strategy, overseeing legal, governance, and ESG functions to align commercial goals with regulatory requirements.

These examples reflect a consistent trend: today’s GCs are not just legal advisors — they are strategic leaders who can influence operational, cultural, and commercial outcomes across the business .

Skills Needed for a Modern General Counsel

The responsibilities of today’s GC can include:

Strategic decision-making — advising on mergers, acquisitions, and market expansion.
Enterprise risk management — balancing legal, regulatory, and reputational considerations.
Leadership of multi-disciplinary teams — often overseeing governance, risk, compliance, and sometimes HR or ESG functions.
Cultural influence — embedding ethical practices and supporting diversity, equity, and inclusion at the highest levels.

This shift requires a GC who blends commercial acumen with legal expertise, has strong influencing skills, and can translate legal risk into actionable business strategy.

Building the Leadership Pipeline: The Deputy General Counsel Advantage

The best-performing corporate legal functions don’t just focus on hiring a GC — they also invest in a strong Deputy General Counsel (DGC) or equivalent senior legal leader.

The DGC role is vital for:

Allowing the GC to focus on board and executive priorities.
Leading high-value projects independently.
Acting as a conduit between the GC, the wider team, and other business units.
Ensuring leadership continuity during GC absences or transitions.

Our experience has shown that when a GC is supported by a capable DGC, both the legal function and the organisation benefit from greater agility and resilience.

How to Hire a General Counsel in Brisbane’s Competitive Market

When hiring a GC, the title and position description should accurately reflect the scope and expectations of the role. Misalignment here can lead to:

Attracting candidates with the wrong skill level.
Internal confusion over responsibilities.
Difficulty justifying salary and benefits to the board.

It’s also important to remember:

Technical legal skills are only part of the picture. The GC must be able to influence, lead, and make decisions with incomplete information.
Industry context matters — especially in heavily regulated sectors such as energy, healthcare, financial services, and infrastructure.
The GC should be able to represent the organisation externally , whether in negotiations, stakeholder engagement, or public forums.

(We’ll explore role definition and titling in more detail in an upcoming blog.)

When to Bring in a Specialist Recruiter

Engaging a recruiter with deep market knowledge can make the difference between hiring a technically capable lawyer and securing a true strategic leader. At Alex Correa Executive, we:

Help boards and CEOs clarify the role scope before going to market.
Develop position descriptions that reflect business priorities and attract the right calibre of candidate.
Leverage our network to identify exceptional leaders — often through the hidden job market.
Partner with internal recruitment teams to protect and enhance the organisation’s employer brand during the hiring process.

The Cost of Making the Wrong General Counsel Hire

We’ve seen cases where organisations hire a GC based purely on legal credentials, only to find they lack the commercial judgment, leadership skills, or industry insight needed to succeed. The result can be damaging — from lost strategic opportunities to diminished confidence in the legal function.

The financial impact is significant. In Australia, replacing the wrong senior legal hire can cost 50% to over 150% of their annual salary . For a GC earning $300,000+, that’s a potential loss of $150,000 to $450,000 before you even restart the search.

Hiring the right GC isn’t just a people decision; it’s a strategic investment in the organisation’s long-term stability, growth, and reputation.

Your Next Step

If you’re preparing to hire your next General Counsel — or want to plan a succession strategy — contact Alex Correa Executive . We can help you shape the role, secure the right talent, and ensure your legal function is positioned for strategic impact.

FAQs About General Counsel Recruitment in Queensland

The Rise of Female Legal Leaders in Queensland and Why it Matters

Thu, 07 Aug 2025 03:06:47 GMT

In this article, we pay tribute to the female legal trailblazers of Queensland and share our thoughts as to why their rise is good for the industry as a whole.

At Alex Correa Executive, we are a female led business with a passion for diversity and inclusion. Having said that, we proudly count many male lawyers and business leaders as clients, candidates, colleagues and close friends. Any tribute we pay here in no way diminishes their contribution to the industry!

Fifteen or twenty years ago, when our Founder Alex Correa was assembling shortlists for graduate lawyer roles at a Queensland law firm, the challenge was often ensuring there was at least one suitably qualified male candidate on the list. That may surprise you, but let us explain why.

At the time, the number of high-achieving female law graduates had surged. Many excelled in communication, interpersonal engagement, and overall presentation, skills highly prized in interview settings. As a result, they often outperformed their male peers during the graduate recruitment process.

But while women were dominating at entry level, the same could not be said for senior roles in law. Leadership appointments whether in-house or at partner level were still overwhelmingly male. It was clear there was a disconnect between the pipeline of emerging talent and who was making it to the top.

Fast forward to today, and we’re seeing the long-term impact of that early shift. Many of those impressive female graduates have steadily progressed through the ranks. They’ve built credibility, developed commercial depth, and are now stepping confidently into senior leadership roles. The change has been steady, but it’s been profound.

Corporate Australia, including a number of progressive law firms have played a role in driving this transformation, with increasing focus on gender balance at leadership level. In fact, in a recent General Counsel appointment, we once again found ourselves advocating for gender balance to ensure strong male candidates were included.

The shift in dynamics is something to be celebrated. It speaks not only to the depth of talent in our profession, but also to the benefits of sustained investment in diverse graduate cohorts. The Queensland legal industry is better for it more representative, more inclusive, and more equipped to meet the challenges of modern leadership.

Progress hasn’t happened by accident. It’s the result of decades of hard work, cultural shifts, and because courageous female leaders have paved the way for others and fostered opportunities for those that followed. In this article, we want to acknowledge a few of those women, explore what they have in common, and explain why increased female leadership benefits the entire legal profession.

Recognising Queensland’s Female Legal Trailblazers

Justice Susan Kiefel

Left school at 15 to become a legal secretary and made it all the way to Chief Justice! She became Queensland’s first female Queen’s Counsel in 1987 and went on to become a Judge of the High and Federal Court. Susan Keifel’s career path demonstrates that leadership positions can come from unconventional beginnings.

Debbie Kilroy OAM
Once incarcerated herself, Debbie went on to become a qualified lawyer and the founder of Sisters Inside, an organisation that champions the rights of women in the criminal justice system. Her lived experience and relentless advocacy for prison reform have made her a national voice for justice and equality.

Terri Janke
Founder and Solicitor-Director of Terri Janke & Company, Terri is widely recognised as a leading authority in Indigenous cultural and intellectual property law. Her firm is one of the few Indigenous-owned practices in Australia, and she has been instrumental in shaping culturally respectful legal frameworks for First Nations communities.

Senator Larissa Waters
Before becoming a trailblazing federal politician and the first woman to breastfeed in Parliament, Larissa was an environmental lawyer at Freehills. As a leader of the Greens, she has consistently advocated for women’s rights, environmental justice, and integrity in public life.

Cecelia Christensen

Queensland’s first female Crown Solicitor, Cecelia’s legal career has been rooted in long-term public service including executive roles with Queensland Treasury and Crime and Corruption Commission. Her recent pioneering appointment will no doubt contribute in shifting the landscape of government legal leadership.

Genevieve Dee
Currently President of the Queensland Law Society (as of March 2025), Genevieve has held significant leadership roles in the judiciary, including in the Children’s Court. Her career reflects a deep commitment to both justice and the profession’s future.

Kara Cook
Now the Federal Member for Bonner, Kara started her career in community legal centres. Her transition from grassroots law to politics underscores the broader influence legal leaders can have in shaping public policy. We interviewed Kara for our Friends in Law podcast when she was a Brisbane City Councillor. Her advice to young female lawyers was that “You don’t have to behave with masculine characteristics to get through, you can be empathetic and be a really strong leader”

Tracey Greenaway

Tracey is a globally experienced energy and resources partner at Corrs Chambers Westgarth, named Energy & Resources Partner of the Year in 2025. She has global experience in a traditionally male dominated sector.

Common Threads, Diverse Paths

One of the most inspiring observations from these women’s journeys is that there is no single “pathway” to leadership. Some began in top-tier firms (like Larissa Waters and Cecelia Christensen), while others forged their careers in advocacy and community legal work (like Kilroy, Janke, and Cook).

What unites them from my perspective is:

A strong sense of purpose in their work.
A commitment to advocacy and reform.
The courage to pursue leadership in sometimes male-dominated sectors of the profession.

Why Female Representation at Leadership Levels Matter More Than Ever

Gender Composition of Solicitors in Queensland (to 30 June 2023)

From the Queensland Law Society's practising certificate data there are more female lawyers than men. qls.com.au :

Category Female Male % Female

Total solicitors 7,846 5,942 57%

Age <30 1,631 793 67%

Age 30–39 2,587 1,431 64%

Private practice 5,676† 4,431 56%

According to the AFR in July 2024 women now make up over 40% of partners in Australian law firms, and female law graduates have outnumbered men for more than a decade.

Specifically, some law firms are really making headway in female representation, for example:

Lander & Rogers: has a high percentage of female partners, with 47.1% of their partners being women.
EY: has the highest percentage of female partners in its legal division at 54.5%.
Other firms with a high percentage of female partners: include Seyfarth Shaw, Russell Kennedy Lawyers, and firms with over 40% female partners like Allens, Ashurst, and others.
Firms who have had or have female managing partners in Australia include
Baker McKenzie – Anne‑Marie Allgrove
Norton Rose Fulbright – Alison Deitz.
MinterEllison – Michelle Power
Lander & Rogers – Genevieve Collins Chief Executive Partner

Why is it important? Because visibility matters. “If you can see it, you can be it.”

For young women entering the profession today, seeing female judges on the bench, female managing partners at top tier firms, and female General Counsels at ASX-listed companies affirms that leadership roles are possible and within reach regardless of gender.

The more women in roles at those levels, the more young lawyers are inspired to make courageous career decisions and to say yes to significant opportunities as they arise. We look forward to the day when gender no longer plays any part in your career trajectory at all, regardless of your stage of life or other responsibilities.

What is Changing?

The growth in female leadership has influenced how law firms approach work-life balance and inclusion:

More firms now offer customised parental leave, not just for women.
Male leaders have shifted from old fashioned perceptions and have come to understand diversity delivers business benefits for problem solving innovation and productivity. Many smart and senior men have become allies and identified talented female lawyers to mentor and promote.
Flexibility has become a strategic retention tool available to all regardless of parental responsibilities or gender, not just a “perk.”
Firms have become better at identifying talent at a junior level and including all genders in talent pipelines and succession planning. By including emerging talent from the female cohort many lawyers have been supported with their ambitions in their area of interest even in male dominated specialisations.
Emotional intelligence (EQ), stakeholder management, and communication skills which can be areas where many female leaders naturally shine are increasingly seen as leadership essentials, not optional extras.

These shifts benefit everyone. Male lawyers, non-binary professionals, parents, grandparents, and carers of all walks of life gain from policies originally championed through the lens of gender diversity and inclusion.

Challenges Remain

Despite these gains, some barriers persist. Societal expectations around caregiving still weigh heavily on women. Many talented female lawyers face the “double burden” of career advancement and family care. This still impacts decisions about when or even whether to have children to lessen the impact on their career.

Unconscious bias also remains an issue in senior hiring. While many firms are proactively investing in bias awareness training, subtle preferences and outdated assumptions can still influence appointments, shortlists and promotion decisions.

Where to from Here?

Over the next five years, at Alex Correa Executive, we hope to see:

Greater support for sponsorship and mentoring programs that help emerging female leaders navigate their careers.
Continued momentum around tailored flexibility not a one-size-fits-all model for all life stages and genders.
More recognition that female leadership is not a checkbox, but a cultural and strategic advantage.
The legal sector progresses to a utopian point where the best person for a role is chosen purely on capability with gender no longer a factor at all!

To the next generation of lawyers and especially women, know this:

Your leadership matters. There’s a seat at the table for you, and many brilliant legal minds have paved the way to help you claim it.
And to the firms and organisations shaping the future of our profession:
Embrace diverse leadership not just because it’s the right thing to do, but because it makes your business better, for all of your employees, clients and stakeholders.
The profession we help build today is the one the next generation will inherit.

Ready to define your ideal next step?

Let us help you and complete the Alex Correa Executive Legal Career Opportunity Finder .

If your firm is struggling with talent attraction and retention let’s have a conversation . The legal workforce is changing, and firms that adapt will lead the way.

Why In-House Legal Roles in Queensland Are the Career Move of 2025

Mon, 28 Jul 2025 23:53:51 GMT

Why In-House Legal Roles Are in Demand Right Now

In-house legal teams have never been more influential in Queensland’s corporate landscape. As businesses face increasing regulatory complexity, heightened risk management needs, and rapid industry change, legal counsel are no longer just advisers, they are strategic partners.

For lawyers ready to expand beyond the billable hour, in-house legal jobs in Brisbane and across Queensland offer career variety, influence at the executive table, and the satisfaction of seeing your legal advice put into action.

The Top Industries Hiring In-House Lawyers in 2025

Drawing on our recruitment projects over the past 18 months, here are the sectors leading the charge in in-house legal hiring:

Infrastructure & Energy – Major projects and the energy transition are driving demand for lawyers who can navigate complex contracts and stakeholder engagement.
Healthcare & Government-Owned Corporations – Regulatory expertise and governance skills are in high demand.
Financial Services & Insurance – Strong compliance, risk, and commercial acumen are essential.
Property Development & Sport – From stadium projects to community facilities, in-house teams are shaping landmark developments.

Case in point: Over the years, we’ve been trusted to recruit multiple team members for some of Queensland’s most respected in-house legal functions — from large-scale government departments to high-profile corporates like Transurban , Ausco Modular , Queensland Treasury , and Queensland Health. In some cases, we’ve been there for the long game, placing lawyers at different stages of their career and watching them grow within the same organisation.

We’ve also had the privilege of finding the leaders who now head up legal teams for organisations as diverse as the Brisbane Lions AFC , HQ Plantations , Queensland Urban Utilities , and Queensland Hydro . These appointments go well beyond filling a role they shape the direction of the legal function and influence the business far into the future.

Career Pathways: From Legal Counsel to General Counsel

One of the greatest advantages of moving in-house is the variety of career pathways available:

Legal Counsel – A broad role that often blends advisory work with hands-on commercial projects.
Senior Legal Counsel – More strategic input, often leading on major transactions or risk initiatives with a key involvement in stakeholder relations.
Deputy General Counsel – Acting as a second-in-command, leading projects and representing the GC when needed.
Head of Legal / General Counsel – A leadership role that blends law, governance, risk, and executive decision-making.

At Alex Correa Executive, we work with lawyers at every stage of this journey, helping you identify the right opportunities and preparing you to stand out.

Why Lawyers Are Choosing In-House Roles Over Private Practice

While private practice offers a traditional career path, many lawyers are making the switch for:

Broader business exposure – Working alongside executives, finance, HR, and operations.
Variety of work – Every day is different; you’re not tied to a single practice area.
Work-life integration – Greater control over hours compared to billable targets (though it’s worth noting that some in-house teams still track time and, in certain cases, bill for work, particularly in shared service or cost-recovery models).
Long-term impact – Your advice shapes the direction of the business.

How to Secure an In-House Legal Role in 2025

Step 1: Be ready with your CV — don’t be rushed or miss out on an opportunity because your CV isn’t ready. Do the work early and make sure it speaks to your skillset in the context of the industry, role, and organisation you’re targeting. (Watch out for our upcoming blog on how to best position yourself to get shortlisted for an in-house role.)
Step 2: Network with decision-makers — many in-house roles are filled before they’re advertised. This isn’t about hitting someone up for a job; it’s about building genuine connections with people who are in the know and who may, down the track, be influential or even sit on the decision-making panel for a role you’re perfect for.
Step 3: Partner with a specialist recruiter who knows the Queensland in-house market — and who you can build a long-term relationship with. The right recruiter will understand who you are, what your background is, and will think of you the moment they walk out of their next GC job briefing meeting.

At Alex Correa Executive, we’ve built over a decade of deep relationships with Queensland employers, meaning our candidates often hear about roles before the competition — what’s often termed the hidden job market.

Your Next Step

If you’re ready to explore the best in-house legal jobs Brisbane and Queensland have to offer, keep an eye on our current opportunities or contact Alex or Jennifer for a confidential discussion on what your ideal in-house role looks like.

Alex Correa Executive – We are specialists in-house legal recruitment Queensland-wide.

FAQs About In-House Legal Careers

How to Build a High-Performing In-House Legal Team in Brisbane’s Competitive Market

Mon, 23 Jun 2025 01:05:47 GMT

The Challenge of In-House Legal Recruitment in Brisbane

In-house legal recruitment in Brisbane and Queensland has become increasingly competitive in 2025. The best legal counsel, Deputy General Counsel, and General Counsel candidates are often part of the hidden job market — placed before a job ad is even drafted.

For hiring managers, the challenge isn’t just finding an in-house lawyer; it’s attracting someone who can deliver results, fit the culture, and strengthen the legal function long-term.

Step 1: Define the Role Beyond the Job Description

Too often, hiring for an in-house legal role starts with a generic job spec. High-performing teams are built when you define:

The team’s purpose — What does success look like for your legal function?
The role’s impact — How will this hire improve business performance?
The cultural fit — What working style thrives in your organisation?

Just hiring someone with a law degree does not make them an effective Legal Counsel. The best in-house hires bring strong commercial skills , stakeholder management, and the ability to build relationships across the business — not sit in a corner office waiting for work to arrive.

Titles matter too. Mislabel a first legal hire as “Legal Counsel” and you risk attracting the wrong talent pool and misaligning salary expectations. Working with a specialist legal recruiter will help you position the role for maximum relevance and impact.

(We’ll explore this in more detail in our upcoming blog on How to define and title your in-house legal role for the best hiring outcome .)

Step 2: Move Quickly Without Rushing the Process

The Queensland in-house legal talent market moves fast. General Counsel recruitment in Brisbane can see top candidates gone within weeks.

To secure the right talent for your team:

Shortlist quickly with a recruiter who knows your industry and has a strong network of active and passive talent.
Lock in interview panels early.
Keep decision-makers engaged to avoid offer delays.

Our recent Head of Legal and Deputy General Counsel placements at Queensland Urban Utilities, HQ Plantations, Brisbane Lions, and Queensland Hydro went from briefing to offer in weeks — speed that made all the difference.

Step 3: Think Long-Term When You Hire In-House Lawyers

Hiring in-house legal counsel is not just about filling today’s vacancy. Strong teams are built with:

Succession planning — Can this person grow into a GC or Head of Legal role?
Team balance — Skills, seniority, and personality complement the group.
Leadership potential — Even mid-level lawyers can be future leaders.

We’ve helped organisations grow their legal function in stages — starting with a Senior Legal Counsel and later recruiting the General Counsel — creating a seamless evolution.

Step 4: Partner With a Specialist Legal Recruiter in Queensland

In-house legal recruitment is a specialist market. You need a partner who:

Has deep relationships with Brisbane’s top in-house lawyers.
Knows which legal counsel are quietly open to the right opportunity.
Understands the hiring challenges in your industry.

At Alex Correa Executive, we’ve recruited across a wide range of industries — including infrastructure and energy, healthcare, government-owned corporations, financial services, property development, and sport.

In several projects this year, we were brought in after a company’s internal recruitment team had already attempted to source the right candidate. For various reasons, they ultimately decided to engage us as specialists — to help them manage the process, protect and enhance their employer brand in the market, and identify the best talent available.

In these cases, we worked in close partnership with their Talent Acquisition team, creating a seamless and collaborative process that differentiated their opportunity and ensured that every candidate interaction reflected positively on the organisation.

Step 5: Retain the Talent You’ve Worked Hard to Find

Hiring is just the start. Retention strategies for in-house lawyers include:

Clear pathways to promotion.
Sustainable workloads.
Recognition beyond annual reviews.
Involving legal in strategic decision-making.

We’ve seen Brisbane employers lose exceptional lawyers not because of salary, but because their legal team wasn’t positioned as a strategic partner to the business.

Your Next Step

If you’re ready to hire in-house legal counsel, Deputy General Counsel, or a new General Counsel in Brisbane or Queensland, contact Alex Correa for a confidential discussion.

We often work with clients at the very start of the process — helping them develop or refine their position descriptions so they attract the right person. We can also assist in building the internal business case for these appointments, ensuring key stakeholders are aligned and the role is positioned for maximum impact from day one.

FAQs About Building an In-House Legal Team in Brisbane

Confident, Clear, Prepared: Your Behavioural Interview Playbook

ac@alexcorreaexecutive.com.au (Alex Correa) — Thu, 01 May 2025 09:59:28 GMT

Why Behavioural Interviews Matter in Today’s Legal Market

If you're a Brisbane-based lawyer exploring your next career move—whether into government, in-house, or private practice—chances are your next interview will include behavioural questions. These interviews are designed to uncover how you approach challenges, solve problems, and work with others in high-stakes environments.

At Alex Correa Executive, we’ve helped hundreds of legal professionals navigate behavioural interviews with confidence. This guide is here to help you do the same.

What Is a Behavioural Interview?

Behavioural interviews focus on real examples from your career to help employers understand how you’ve handled specific situations. Interviewers often ask you to “tell me about a time when…” to assess how you think, communicate, and act under pressure.

Legal employers in Brisbane—from government to top-tier firms and major in-house teams—use this approach because it highlights more than just technical skill. It reveals judgement, collaboration, and leadership.

Preparing for a Behavioural Interview: Where Brisbane Lawyers Should Start

Start by identifying key experiences that reflect your strengths as a lawyer. These could include:

Advising on urgent client matters
Managing high-volume litigation
Navigating legislative or regulatory changes
Leading junior lawyers through complex files
Coordinating with external stakeholders and agencies like the Queensland Government or corporate boards

Use these steps to prepare:

List 6–8 strong examples from your career that show leadership, initiative, teamwork, resilience, or technical skill.
Choose a mix of positive outcomes and challenges —you don’t need to have saved the day, but you do need to show maturity and reflection.
Include recent examples from roles in Brisbane firms, courts, or government where possible.
Practice talking about these examples out loud —we recommend doing a mock interview with your recruiter or a peer.

Use the STAR Method to Structure Your Answers

Brisbane employers are looking for clear, concise, and compelling communication. The STAR method remains the most effective framework:

S ituation – What was the context or background?
T ask – What were you trying to achieve?
A ction – What steps did you take?
R esult – What happened? What did you learn?

�� Tip: In legal interviews, focus on your role—not just the team’s. They want to understand your personal impact.

Common Behavioural Interview Questions for Lawyers

Here are questions that commonly arise in interviews, particularly in government and in-house legal roles:

“Tell me about a time you worked with a difficult stakeholder or client.” (Client management, communication)
“Describe a matter where you had to meet an urgent deadline under pressure.” (Organisation, decision-making)
“Give an example of when you had to apply legislation in a complex or ambiguous situation.” (Legal reasoning, judgement)
“Talk me through a time when you led or mentored a junior team member.” (Leadership, team support)
“Tell me about a situation where your advice was challenged and how you responded.” (Resilience, adaptability)

What’s New: Emerging Trends in Legal Interviews

Brisbane’s legal market continues to evolve. Here’s what we’re seeing in 2025:

Hybrid and remote readiness: Be ready to explain how you manage communication and priorities in flexible work environments.
Tech curiosity: Even if you’re not working with AI tools directly, show openness to learning and digital systems.
Values-based questions: Employers want to understand what drives you—especially in roles tied to public interest, ESG, or governance.
Career transition awareness: If you’re moving from private practice to government or in-house, prepare to explain why and how your experience translates.

Our Final Tips for Brisbane Lawyers Preparing to Interview

Read the role description carefully —especially selection criteria for government and statutory roles.
Focus on what matters most to the role —whether that’s advising, litigation strategy, risk management, or stakeholder liaison.
Practice behavioural questions with someone who understands legal roles —we can help with this.
Be honest, warm, and professional. Interviews are about connection—not perfection.

At Alex Correa Executive, we’ve supported Brisbane’s legal community for over a decade. Whether you’re a senior associate looking to go in-house, or a government lawyer stepping up into leadership, we’re here to help you tell your story—confidently, clearly, and with purpose.

If you're actively interviewing or have secured a behavioural interview as part of a legal recruitment process, we encourage you to put this guide into practice. At Alex Correa Executive, we work closely with the lawyers we represent to help them feel confident and prepared—because your success reflects our commitment.

If you're considering your next move, we invite you to register with us here . We’d welcome the opportunity to partner with you in defining your ideal next step —and to support you in making a meaningful investment in your career.

The Other Legal Career Path: Purpose, Balance, and Public Impact

ac@alexcorreaexecutive.com.au (Alex Correa) — Thu, 17 Apr 2025 04:54:52 GMT

For many lawyers, a career in private practice offers variety, intensity, and achievement. From high-stakes litigation to complex advisory work, private law firms are often where strong technical skills are honed and lasting client relationships are built.

But for some experienced lawyers, there comes a time when the pace and demands of private practice no longer align with personal or professional goals.

If this sounds familiar, you're not alone. And it doesn’t mean stepping away from the law.

A move into government legal practice could be the career shift you didn’t know you needed.

Government Law: A New Chapter, Not a Step Back

A legal career in government no longer carries the same connotation it may have two decades ago. Today, government legal are well recognised for offering their lawyers the chance to work at the forefront of significant matters that shape policy, impact communities, and support the machinery of government.

At Alex Correa Executive , we've worked with many lawyers who have made this move at different life stages—some for lifestyle reasons, some for professional growth, and others simply for a new kind of challenge. And what we've seen is this:

Many have built deeply rewarding careers in government
Others have gone on to in-house roles , leveraging their public sector experience
Some have returned to private practice stronger and with experience that's proven to be more valuable than ever

The idea that moving into government limits your options simply isn’t true anymore. In fact, for many, it opens up new ones.

Why More Lawyers Are Considering Government Legal Roles

Whether it’s for greater work-life balance, meaningful public impact, or long-term career sustainability, many lawyers are now reimagining what success in the law looks like. Here’s why a government role might be worth exploring:

Engaging with Queensland's Transformative Initiatives

Government lawyers are at the forefront of complex, high-profile matters that directly influence public policy and community outcomes across Queensland. This role offers the chance to contribute to significant state initiatives, such as the transition to renewable energy, the development of infrastructure for the Brisbane 2032 Olympic and Paralympic Games, and strategies to accommodate the state's anticipated population growth.By stepping into a government legal position, you're not stepping away from challenging work—you're embracing a new level of impact and engagement with projects that shape Queensland's future.

Stability, Structure, and Strategic Growth

Government legal roles offer more than just strong superannuation and generous leave entitlements—they offer security during times of economic uncertainty . For lawyers seeking long-term career sustainability, the public sector provides clear, structured pathways for advancement , including opportunities to progress into senior executive and leadership roles across the broader government sector including state and federal, statutory authorities and government owned corporations. It’s a future-focused environment where your career can grow with purpose and stability.

A Collaborative, Collegiate Culture

One of the most valued aspects of working in government is the opportunity to truly collaborate —to work with your peers, not against them. In many public sector legal teams, the culture is built around mentoring, knowledge-sharing, and collective success , rather than competition for clients, work, or promotions. While many progressive private firms are working hard to foster more supportive environments, competitive cultures still exist —and for some lawyers, this has been a key factor in leaving private practice altogether. In government, your leadership and team development skills are not just welcomed—they’re integral to the way legal teams operate.

Flexibility That’s Truly Supported

Let’s be honest—some lawyers are wired to work long hours, regardless of whether they’re in private practice, in-house, or government. When you love what you do, it often doesn’t feel like work—and that passion can naturally translate into longer days. You’ll absolutely find those lawyers in government too. The key difference? In government, there’s no unspoken expectation that long hours are the norm. With access to flexible arrangements like part-time work, compressed hours, accrued time off and remote working, government roles are structured to support balance—even if you're someone who chooses to go above and beyond.

Purpose-Driven Legal Work

One of the most compelling reasons lawyers move into government is the meaning behind the matters . Whether you're advising a department on legislative reform, managing complex liability claims on behalf of the State, or working through sensitive litigation involving vulnerable community members, your work contributes to outcomes that impact real people and real communities .

Government lawyers are entrusted with high-profile, often precedent-setting matters that influence how Queensland operates—across health, education, infrastructure, energy, environment, and more. This isn’t just intellectually stimulating legal work; it’s public interest law at scale . You’re not just serving a client—you’re helping to uphold good governance, advance policy, and ensure accountability.

For many lawyers, that sense of purpose—knowing their legal skills are being used for something bigger—is what reignites their passion for the profession.

Is a Government Legal Career Right for You?

It might be, if you:

Are seeking a role that aligns with your values, lifestyle, and long-term goals
Enjoy mentoring, collaborating, and contributing to the success of a team
Want to use your legal skills to support public interest and policy reform
Are ready to reimagine what success in law looks like—for you, not just the profession

For many lawyers, a move into government has been not just a career change, but a career revival. Whether you're looking for stability, impact, or a fresh challenge, a government legal role isn’t a step back—it’s a strategic and rewarding move forward.

Current Opportunities at Crown Law

Right now, we’re recruiting several Assistant Crown Solicitor roles for the Government Insurance & Risk team at Crown Law , the Queensland Government’s in-house legal practice.

If you’re an experienced litigator ready to lead high-impact work with the support and balance you’ve been looking for, this could be your next move.

We’ll also be sharing some exciting updates in the coming weeks on new senior opportunities within administrative law and constitutional law —so if these are areas of interest, now is a great time to reach out and start the conversation.

Explore the roles here

Let’s Talk About What’s Next

Whether you’re actively looking or just beginning to explore your options, we’re here to support your next chapter—whatever that may be.

The Evolution of Flexible Work Policies in Queensland Law Firms

ac@alexcorreaexecutive.com.au (Alex Correa) — Fri, 04 Apr 2025 22:34:21 GMT

The legal profession in Queensland, like many industries, has seen significant shifts in workplace expectations, particularly in the realm of hybrid and flexible working arrangements. As recruiters who specialise in the legal sector, we have witnessed firsthand how law firms and in-house legal teams are adapting to these changes—and where challenges still exist.

The Evolution of Flexible Work Policies in Queensland Law Firms

Since the pandemic, flexible work policies have evolved considerably across law firms in Queensland. Many firms, particularly those in the top-tier, have embraced hybrid models, recognising that flexibility is a key driver of retention and attraction. These firms have the advantage of established technology, progressive policies, and structured frameworks that support remote work without compromising client service.

At the same time, we’re seeing lawyers successfully working remotely from regional areas while managing to maintain strong ties with major firms. Hybrid work is no longer a luxury but a strategic retention tool that acknowledges that lawyers at different life stages have different needs.

For example:

● Junior lawyers often prefer the office environment for networking and mentorship opportunities, as well as the important social interactions that can come from within their own peer group

● Mid-career professionals may seek a balance between office collaboration and working remotely for personal family or caring commitments

● Senior lawyers, particularly those with caregiving responsibilities, value the ability to work flexibly while ensuring their availability for clients and team management responsibilities

Progressive firms have found over time that by treating legal professionals as responsible adults, they can foster loyalty and long-term engagement.

Differences Across Firm Tiers: Who is Leading the Way?

Not all firms have embraced hybrid and flexible work equally. While top-tier firms have the infrastructure to support flexibility, mid-tier and boutique firms are seeming to require more in-office presence. These smaller firms may feel pressure to remain highly visible to clients and fear losing control over staff productivity.

That said, firms that resist flexibility entirely risk losing top talent. We’ve seen firms insist on full-time office attendance, only to struggle with attraction and retention. What is often not quite so apparent to employers, is that candidates are making choices well before they even apply for a role, actively seeking out firms that align with their work-life balance expectations.

What Legal Professionals Expect from Flexible Work Arrangements

Demand for flexibility in working arrangements is very much driven by life stages. These life stages are relevant from both a living arrangement and family commitment perspective and the point at which they may be in their career.

For example, a very junior lawyer living in a share-house may relish opportunities to come to the office, whereas a very senior lawyer with both school age children and aging parents may need more flexibility to be on hand for school events or medical appointments. There is no “one size fits all” answer to flexibility and we very much recommend that firms consider the uniqueness of an individual’s situation when they are discussing flexibility and hybrid working models.

We have found that Queensland lawyers are increasingly viewing hybrid work as a standard expectation, with most seeking a balance of 1–2 days working from home (or the option to do so if needed). Few candidates desire fully remote roles, recognising the career benefits of being in the office for networking, mentorship, incidental opportunities and professional development.

However, flexibility expectations tend to vary by role and sector:

● In-house legal teams often lean towards a higher level of office presence due to the nature of collaboration with peers and internal stakeholders

● Senior government roles continue to espouse the virtues of flexibility as their value proposition

● General Counsels are advocating for hybrid structures to distribute workloads more effectively

Firms that ignore these evolving expectations risk losing top talent to competitors who offer more adaptable working models.

Challenges Law Firms Face in Implementing Hybrid Work

Despite its benefits, hybrid work presents challenges, particularly in training junior lawyers and maintaining firm culture. Senior lawyers often want flexibility for themselves but recognize the need to be present for both mentoring and knowledge transfer.

Firms that successfully balance flexibility while fostering strong office culture implement:

● Structured mentorship programs to ensure junior lawyers receive adequate training.

● Core office days where teams are expected to collaborate in person.

● Social initiatives that keep firm culture thriving despite flexible work arrangements.

Another key concern is client service. While larger firms with robust infrastructure can manage client expectations seamlessly, smaller firms may struggle to deliver the same level of responsiveness remotely. However, innovative solutions—such as set office collaboration days—help maintain service excellence without sacrificing flexibility.

How Firms can Get it Right

There can be some mutually beneficial outcomes when employers, recruiters and lawyers think creatively. Consider the story of this Lawyer, who had to step away from the industry entirely due to demands of neurodivergent children who mainstream schooling did not suit.

The lawyer described her experience “Recently, through an interesting set of circumstances, the possibility arose of doing some fully remote legal work with extremely flexible hours, in my area of law. And I'm here to say that yesterday that work started, and I'm happy and proud to be doing this. 'Despite' my break from work, 'despite' my changed circumstances, and 'despite' the fact that I've been doing random different unpaid advocacy kinds of things, two women, a recruiter and my new boss, saw that I have something to offer”.

What a waste it would have been to the industry of her skills, the investment in her career development and experience and knowledge had an employer, recruiter and lawyer not been able to come up with a truly flexible and remote role to suit her current life stage.

How Law Firms Can Stay Competitive in Recruitment

With Queensland’s legal talent market remaining highly competitive, firms must adapt or risk missing out on top candidates. Amongst a number of trailblazers some firms already leading the way include:

● Lander & Rogers has achieved gender-equal partnerships by embedding flexible work, offering job-sharing, and eliminating mandatory office days.

● Gadens has long supported work-life balance, offering parental leave policies and accommodating diverse personal schedules.

As highlighted earlier, job-searching lawyers now curate a wish list of firms before even applying—if a firm has a rigid in-office policy, they may not even consider it. Investing in hybrid work strategies isn’t just about meeting employee demands; it’s about staying competitive in an evolving legal landscape.

What’s Next for Hybrid Work in Law?

Looking ahead, we anticipate that:

● More firms will invest in technology to enable seamless hybrid work.

● Mid-tier firms will gradually shift their stance to remain attractive to talent.

Firms that resist change will face greater talent shortages Ultimately, there is no one-size-fits-all model for hybrid work. Each firm must find its own rhythm based on business needs, team dynamics, and client expectations. Some firms will no doubt remain with an in-office working model because it works for them and that too, is fine.

However, the firms that actively embrace flexibility as a strategic advantage—rather than a concession—will be best positioned for long-term success.

If your firm is struggling with talent attraction and retention due to rigid workplace policies, let’s have a conversation. The legal workforce is changing, and firms that adapt will lead the way.

Why a Career in Government May Be Your Next Best Career Move?

ac@alexcorreaexecutive.com.au (Alex Correa) — Tue, 01 Apr 2025 05:46:19 GMT

Are you a private practice lawyer thinking about where you can take your career ?

Here are some of the common FAQ's we get asked

Q: Is it too late in my career to move into government legal work?

A : Not at all. Crown Law welcomes experienced lawyers with leadership skills and a client-service mindset, and many of its most successful leaders transitioned from private practice mid-career. Your expertise in any one of their core practice areas is highly valued.

Q: What areas of law does Crown Law service its government clients in?

A : From advisory through to legal representation across commercial matters right through to litigation, Crown Law's expertise spans 19 major areas of law. These practice areas at Crown Law include:

Commercial;
Insurance and Risk;
Constitutional and Advocacy;
Native Title and Resources;
Public Law;
Workplace Relations; and
Dispute Resolution

These teams are well supported by a strong practice management team with skilled administration and management professionals much like you'd find in a private practice firm.

Q: Will I still get challenging and high-quality legal work in government?

A: Absolutely. The matters involve complex, policy-shaping and high-profile commercial transactions and advisory work, and litigation cases across State and Federal Courts. This is work that truly matters.

Q: What are the billable hour expectations at Crown Law?

A : Assistant Crown Solicitors are expected to meet 4.5 billable hours per day—a realistic and sustainable target that allows you to focus on quality over quantity.

Q: What flexible work options are available?

A: Crown Law supports a range of flexible working arrangements including part-time, job sharing, compressed hours, working from home, and accrued TOIL.

Q: What is the culture like at Crown Law?

A: Inclusive, respectful, and collaborative. Crown Law places a strong emphasis on diversity and wellbeing. It's a place where legal professionals can lead with purpose and grow in a supportive environment. We've partnered with Crown Law for many years with the recruitment of lawyers from private practice and from within government. We are proud to say that many of those lawyers have gone on to progress into permanent and stable long-term appointments.

Q: Are you currently recruiting for Crown Law?

A: Our team is proud to be partnering with Crown Law for a number of Assistant Crown Law positions, including two permanent and one 12-month contract role. Applications must be submitted via the SmartJobs website. However if you still have questions and would like to know more, Alex Correa Executive is managing this assignment exclusively and we encourage you to reach out to us for a confidential conversation before applying.

Next Step: Let’s Talk

If you’re ready to explore how a government legal career could bring balance and purpose back to your work, we’re here to support you. Whether you’re actively seeking a new role or just starting to think about your options, let’s connect.

�� [Apply Now via SmartJobs ]
�� [Book a confidential call with Alex or Sophie - 07 3210 0992]
�� [For more information click here download the Crown Law Candidate Application Pack]

Top Skills for Queensland Lawyers - What Law Firms and Corporations Are Looking For

ac@alexcorreaexecutive.com.au (Alex Correa) — Thu, 13 Feb 2025 02:37:28 GMT

As a long-established legal recruiter in Queensland, I’ve had countless conversations with law firms and corporate clients about what makes a standout lawyer in today’s market. Whether you’re in private practice or transitioning into an in-house role, the skills that will set you apart extend beyond technical legal expertise.

Here’s what hiring managers are really looking for—and how you can position yourself for career success.

Private Practice

Beyond Technical Excellence

For lawyers in private practice, technical skills are of course fundamental. You’re expected to have a solid understanding of the relevant legislation in your area of specialisation and how it operates within your industry. Firms assume that you bring this knowledge with you and that you’re proactive in keeping it up to date. Some firms will even test these skills whilst they are recruiting through technical interviews, case studies, or client scenario exercises.

Having said that, being a technically proficient lawyer isn’t enough to make you stand out from the crowd.

Here is what truly sets candidates apart:

● Time Management & Time Recording

Efficiency and productivity hinge on your ability to accurately track and manage your time. Many lawyers hesitate to record time that isn’t directly client-related, but firms often see it differently. Understanding a firm’s time recording philosophy will help you maximise efficiency and profitability.

● Client Relationship Management & Business Development

As you progress in your career, firms expect you to nurture relationships and generate business. A happy client is a returning client, and lawyers who proactively engage with clients beyond transactions—providing holistic, strategic advice—become indispensable. Developing a pipeline of work makes you more valuable in the market, increasing your earning potential and career mobility.

● Leadership & Communication

Leadership and communication skills are essential for lawyers at every stage of their career. Effective leadership ensures that legal teams function efficiently, while strong communication skills enable lawyers to convey complex legal issues clearly to clients, colleagues, and stakeholders. Whether presenting legal arguments, negotiating deals, or mentoring junior lawyers, the ability to lead and articulate ideas persuasively is crucial. These skills also foster trust and credibility, making clients more likely to return and refer others.

A cautionary word to the wise:

Some firms have historically struggled to retain talent and have resorted to premature promotions to keep staff engaged. A word of warning that without the skills to match the title, lawyers can find themselves set up to fail when they go on to make a career move. If you’re stepping into a senior associate role, ensure you fully understand the expectations and develop the leadership and business acumen to succeed. Firms should consider investing in career development opportunities for lawyers they are considering promoting, as this will give them the skills they need to operate at a higher level.

In-House Counsel

For those moving in-house, technical expertise alone won’t cut it. Businesses want legal leaders who can navigate complex regulatory landscapes while contributing to strategic decision-making. They often want you to be a business leader first and a highly competent lawyer second.

Here’s what corporate employers are looking for:

● Leadership & Stakeholder Management

Senior Legal Counsels and General Counsels need to think like business leaders. This means not only managing legal teams but also engaging with internal and external stakeholders to align legal strategies with broader business objectives.

● Strategic Influence

Understanding the industry landscape, regulatory environment, and relevant economic trends is a highly sought after skill. For example, lawyers in infrastructure-heavy organisations must grasp challenges related to construction sector compliance, industrial relations, unions, and supply chain disruptions. The ability to provide strategic legal solutions tailored to these complexities is highly valued.

● Adaptability & Decision-Making

In-house lawyers often operate across multiple legal areas—from compliance to procurement to workplace relations and more! They also must navigate any ‘grey areas’ of law, balancing legal risk with commercial realities. We are finding that lawyers are increasingly needing the skills to consider ethical considerations and to enable decision-making in situations where precedents or even legislation does not yet exist.

Skill Shortages & Emerging Legal Specialisations

Queensland is experiencing a talent shortage in several key legal areas, creating amazing opportunities for lawyers who want to future-proof their careers.

High-Demand Areas:

● Construction & Projects Law

This is a continuing area of growth, particularly given Queensland’s infrastructure boom.

● Workplace & Employment Law

Consistent demand as businesses navigate changing workplace regulations.

● Native Title & Cultural Heritage Law

Urban expansion and renewable energy projects are driving demand for specialists in this niche area.

● Renewable Energy Law

As sustainability initiatives grow, so does the need for legal expertise in this space.

Emerging Areas: \

● Cybersecurity, AI & Privacy Law

As businesses become more data-driven, these fields are rapidly expanding.

● Technology, Medical & Health Law

Regulatory and ethical considerations in these industries continue to evolve, creating new legal challenges.

Bridging the Skills Gap

One of the biggest gaps in the market right now is at the senior associate, special counsel, and partner levels, particularly when it comes to business development skills. Many lawyers still don’t fully grasp that their role involves more than just servicing clients—they need to build, nurture and maintain long term client relationships that are portable and can follow them throughout their careers.

Confidence and commercial maturity are key. Lawyers who push past imposter syndrome and trust in their ability to build a practice will stand out. If you’re looking to position yourself for long-term success, focus on building strong client relationships, developing strategic business acumen, and staying ahead of emerging legal trends in your area of industry specialisation so that you can add value to your clients and organisation.

—---------------

The legal profession in Queensland continues to evolve, and lawyers who want to stay ahead must continuously refine and build on their technical, business, and leadership skills. Whether you’re in private practice or considering a move in-house, developing the right mix of expertise, commercial awareness, and relationship management will set you apart in this competitive market.

If you’re thinking about your next career move in 2025 and want to position yourself as a top candidate, then take a moment to define your ideal role . What does it look like? Who are you working for? What type of role puts a spring in your step? Our easy-to-use Legal Career Opportunity find will help you articulate exactly what you are looking for.

At Alex Correa Executive we are committed to helping you define your ideal , whether that be your next step or negotiating your next salary review . With a personalised recruitment approach and extensive networks in the legal industry across Australia, we empower you to consider what your ideal looks like. The legal market is full of opportunities—you just need the right strategy to make the most of them.

Tailoring Your Legal CV: How to Land the Role You Really Want

Wed, 12 Feb 2025 07:04:04 GMT

Tailoring Your Legal CV to the Job You Want — Not the One You Have

A strong legal CV doesn’t just tell your story — it positions you for the role you want next.
Whether you’re targeting an in-house legal role in Queensland, a step up to General Counsel, or your first move into a specialist practice area, the most effective CVs are succinct, persuasive, and tailored to the specific role you’re applying for.

In our work at Alex Correa Executive , we’ve helped countless lawyers secure aspirational roles by reshaping their CVs to focus on what matters most to employers — relevance, clarity, and impact .

Why Tailoring Matters in the Legal Market

Your CV is often the first impression you make with a hiring manager or recruiter. In today’s competitive legal job market, sending the same generic CV for every role can mean being overlooked — even if you have the right skills.

Instead, your CV should:

Highlight your most relevant skills and achievements for that role.
Position your experience in the context of the employer’s needs .
Make it easy for the reader (or Applicant Tracking System) to identify your fit.

Choosing the Right CV Format for Your Goal

1. Employment History CV

This is the most common format — listing your previous roles from most recent to earliest, with responsibilities and achievements under each.
It’s clear and logical but can bury relevant experience if it sits several roles back.

Example: If you’re applying for a construction law role but your construction experience is from three jobs ago, it may not get noticed.

2. Skills-Based CV

This format leads with a brief employment history, then immediately showcases key areas of expertise on the first page.
For each skill area — such as Construction Law, Commercial Litigation, or Leadership — list examples and achievements that prove your capability.

This approach works especially well if you’re:

Changing practice areas.
Moving into in-house legal roles.
Highlighting skills not obvious from your current title.

The “Tailor-Made” Approach

Think of your CV like a custom suit or dress — tailored perfectly for the occasion.
A well-fitted garment isn’t created from scratch every time; it’s adjusted from a base pattern. Your CV should work the same way.

Our recommendation:

Create a Master CV with all your roles, skills, and achievements.
For each application, reorder headings and remove irrelevant details to match the role.
Save each tailored version so future updates are easy.

How Long Should a Legal CV Be?

There’s no one-size-fits-all rule — but here’s our guide:

Early career lawyers: 3–4 pages.
Mid-senior level lawyers: 4–6 pages.
General Counsel and executives: up to 6–8 pages if relevant.

The key is to keep it as concise as possible without losing critical detail .

Quick Checklist Before You Hit Send

✅ Does your CV put the most relevant skills front and centre ?
✅ Have you removed outdated or irrelevant details?
✅ Is the format ATS-friendly (Word or PDF without graphics)?
✅ Have you quantified achievements where possible?

Ready to Position Yourself for Your Next Role?

Whether you’re seeking your first in-house legal job , a move to a leadership position , or a change in practice area , tailoring your CV is the first step to getting noticed. It's your professional fingerprint!

At Alex Correa Executive , we specialise in in-house and government legal recruitment in Queensland . We know what hiring managers look for — and how to position your experience for maximum impact.

For more advice about updating your CV or chasing your aspirational role, you can reach us at info@alexcorreaexecutive.com.au.

Frequently Asked Questions – Tailoring Your Legal CV

1. Why should I tailor my legal CV for each job?
Tailoring ensures the most relevant skills and achievements are front and centre, increasing your chances of passing ATS screening and impressing hiring managers.

2. What’s the difference between a skills-based CV and a chronological CV?
A skills-based CV highlights expertise areas first, making it ideal if you’re changing practice areas or applying for roles where your current title doesn’t reflect your full capability.

3. How long should a CV be for senior legal roles?
For General Counsel or senior in-house lawyers, 6–8 pages is acceptable if the content is relevant and concise.

4. Can I use the same CV for in-house and private practice roles?
You can keep a master CV, but tailoring each version ensures you emphasise the skills most valued in each environment.

5. How can Alex Correa Executive help improve my CV?
We review and refine legal CVs daily, offering tailored feedback and legal-specific templates to help Queensland lawyers secure their next role.

5 Easy Steps to Career Planning for Australian Lawyers

ac@alexcorreaexecutive.com.au (Alex Correa) — Mon, 06 Jan 2025 01:09:22 GMT

In a Friends in Law Podcast interview in 2023, we spoke at length with Marcus Payne a seasoned General Counsel who has spent time with Queensland Urban Utilities and is now at Griffith University. Marcus talked about his legal career to date, including his time as Chief Counsel at QLD Health during the Covid-19 pandemic, his personal highlights (which include his recent swim of the English Channel!) and how he goes about goal setting and planning for his own career. You can listen to the full episode here .

To kick off the new year we are taking the lessons that we have learned from our time with Marcus and combining it with our own tools for career planning success.

In his interview with Alex Correa, Marcus suggests that any lawyer should be thinking two jobs ahead when they are making career decisions. He provides the reasons for this.

It gives you a sense of where you are going and the next job on the path to get there
It gives you a framework to make career decisions when evaluating opportunities
It gives you a manageable timeframe of 2-5 years and therefore does not to feel too overwhelming

Marcus is a big advocate for chunking goals into manageable portions. His incredible recent achievement of swimming the English Chanel has proven this approach works in life, in training and at work.

Keeping Goals Manageable

By splitting up your goals into small achievable tasks, you make them mentally and physically manageable. Marcus says that “Anyone can do amazing things, it is just about having the right approach and not trying to do too much too quickly”

Marcus reminds us that goals and career pathways do not always have a linear progression. Lawyers might need additional skills or training to get to where they want to go. They may need to consider secondments to build on commercial or business acumen or consulting for client relationship skills. Taking a secondment can also give you an excellent perspective on what else is out there and give you the space to reflect on the path you are on. Marcus goes on to say, “There is enormous value in getting out of your comfort zone and learning new things.”

Invest Time to Plan Strategically

Life and work are busy, and the legal profession can be a very reactive business. Marcus advocates taking time out to think strategically about where you are heading and even to project plan this into smaller steps.

Work Should Be Enjoyable

We love this advice! Marcus suggests spending time reflecting on what it is in your career that you enjoy doing. At same time, consider what it is about your job that you are good at. The luckiest of people spend their working lives at the intersection of these two factors. He says “Do not do things that you are not enjoying. Do not stay the course if this is the case”

Marcus goes on to say that “It is enormously important to surround yourself with good people, that you can have fun with, work well with, and learn from. We all spend so much time at work – this is a critical part of life and working.” We could not agree more.

The Alex Correa Executive Individual Career Planning Tool

Of the many potential candidates we talk to, one thing tends to make them stand out from the crowd. Those that spend time and strategically career plan and regularly check back in with their goals to reassess, tend to have well-structured career pathways and exemplary CV’s.

The purpose of the Individual Career Plan (ICP) that you can download below with our complements, can help you to do this for yourself in five simple steps that are easily repeatable at different stages of your career.

Many lawyers embark on their careers without a great deal of planning. They generally undertake many years of study to achieve their qualifications and then follow this up by securing a position in their chosen field. Once this has been achieved early in life, it can be easy to lose sight of the goal setting and milestones that helped them do this. These are important elements that not only bring us professional satisfaction and development but also contribute to our personal lives, which brings satisfaction and even joy.

Having coached many professionals over the years, we have seen first-hand how those who take the time to plan and track their careers achieve their career goals much sooner than many of their peers. The aim of this Individual Career Plan is to provide insight into your personal drivers, areas of potential growth and development, as well as enabling you to highlight your strengths. These factors combined help to provide direction on how to get your career on a purposeful track.

Download Individual Career Plan Here

Now that you have performed a self-assessment, considered your strengths, weaknesses, opportunities, and limitations, and set yourself a career objective and your current career goals, then consider how you are going to keep yourself accountable.

Are you going to share them with a partner, a mentor, or a supervisor? If so, ensure you have regular check-ins to determine where you are at, to celebrate your milestones, correct your course if necessary or even pivot if the goals are no longer relevant. Set some time in your diary to review them yourself quarterly, six monthly and annually to give yourself the best chance of success.

Legal Careers are a marathon and not a sprint, and it is important to remember that help is always available. We regularly provide career advice to lawyers to help them evaluate their next opportunity. By putting in the groundwork now, you provide yourself with the framework to climb the career ladder and into that dream job, one step at a time.

If you would like to discuss your career with one of our specialist legal industry recruiters, please get in touch at info@alexcorreaexecutive.com.au . We are always here to help!

Macroeconomic Trends in Legal Recruitment

ac@alexcorreaexecutive.com.au (Alex Correa) — Tue, 10 Dec 2024 05:57:00 GMT

It has been an extraordinary year at Alex Correa Executive! We have moved offices, refreshed our brand and had a record year for in house legal recruitment. As 2024 heads rapidly to a close, it of course got us thinking about the current market faced by legal candidates and the clients we partner with on their recruitment campaigns.

Understanding the current market trends is always a useful exercise as it will give you insights that can help with bargaining power, timing your applications or campaigns and even talent retention and attraction. Read on to discover what we are observing here in Queensland but also across Australia. We also introduce you to our brand-new career tool – Define Your Ideal!

Regional Variations in Market Demand

Across Australia, the legal recruitment market has seen distinct regional trends. Queensland has demonstrated stability and consistency, standing out against slower activity in New South Wales and Victoria. In Queensland, there’s sustained demand for projects, construction, and infrastructure lawyers, particularly as we see infrastructure initiatives continue to drive strong economic growth.

The latest Seek report describes overall jobs advertised falling nationwide with Queensland being the outlier. Seek advised that legal jobs are down 2.9% overall, however we note that not all roles are advertised on Seek and some roles are advertised by multiple recruiters

Interestingly, the Gold Coast is emerging as a hub for corporate activity, with global businesses like Balter, Gilmour Space Technologies, Retail Food Group and Culture Kings establishing head office operations. This growth has created opportunities for both in-house legal roles and boutique law firms that cater to these dynamic businesses.

In-House Legal Teams on the Rise

Cost pressures and the need for agility have led many organizations to expand their in-house legal teams. Businesses are increasingly opting for internal resources over traditional law firm models, allowing for faster, more tailored responses to legal needs. This trend is particularly evident in industries such as technology, infrastructure, and financial services.

A recent report by ACC Australia in conjunction with Taylor Root found that in-house legal teams are currently navigating reporting line shifts where more senior counsels report directly into CEO’s highlighting increased seniority and strategic positioning to help manage risk and drive business priorities, a likely reduction in middle management, continued headcount challenges, salary pressures, and continued efficiency demands to continue to impact the corporate sector and it’s in house legal teams.

Microeconomic Trends

Shifting Candidate Dynamics

In 2024/2025’s legal industry market, we are finding the candidates that stand out to employers can demonstrate their area of specialisation and career stability. Lawyers who can demonstrate deep expertise in niche areas with evidence such as further study or having taken on a niche specialisation to build a firm’s capability are looked upon favourably. Specialisations such as Mergers and Acquisition or Intellectual property with strong media focus are in demand. Career stability and loyalty, which has become increasingly rare in a job-hopping era, also stand out to employers.

On the employer side, firms and in-house legal teams are prioritising candidates who can balance technical expertise with client development and business generation skills. At senior levels, the ability to nurture client relationships and bring in new business is highly valued.

Challenges in Attracting and Retaining Talent

Retaining top talent has become a pressing issue for law firms. High salary expectations, particularly from candidates transitioning from private practice to in-house roles, remain a challenge. Firms must also contend with the growing demand for flexible and hybrid work models, which can conflict with perceived client and business needs.

Moreover, the “musical chairs” phenomenon—where teams are poached en masse—adds another layer of complexity. Some firms are addressing this by developing contingency succession plans and adding multiple touch points to client relationships to reduce key-person dependencies. Succession planning and team-based client management are becoming vital strategies for long-term stability.

Firms that have a strong focus on employee benefits – such as generous leave policies, opportunities for paid parental leave for both mothers and fathers, further education grants and those that are offering a degree of flexibility are attracting staff. The firms that are doing it well have come to understand that they must really look after their talent pool – care of their people needs to be front and centre of everything they are doing.

Technology and Innovation

The rise of Generative AI and other legal tech is reshaping the industry. Using software for contract analysis and document management are becoming commonplace and we expect this to eventually drive demand for privacy lawyers with expertise in data security. However, many conservative firms are cautious about fully embracing AI due to concerns over confidentiality and a lack of in-house expertise.

For candidates, this presents an opportunity to upskill and position themselves as leaders in the intersection of law and technology.

Diversity and Inclusion

The legal sector is making small steps forwards in relation to diversity and inclusion. We’re seeing greater uptake of parental leave policies by both men and women, enabling lawyers to balance family responsibilities with their careers. Additionally, the option for remote work is allowing firms to retain talent who might otherwise have relocated or left the profession entirely.

Advice for Legal Professionals

Looking ahead, legal professionals should focus on defining their career ideals. It’s no longer just about compensation, candidates are seeking roles aligned with their values, purpose, and lifestyle. Whether it’s flexibility, professional development opportunities, or alignment with an employer’s vision, understanding what truly matters can lead to a fulfilling career.

For those eyeing 2025 as a year of growth, now is the time to act. Many firms recruit in late Q4 to secure talent for the new year, and taking proactive steps during this period can set you apart from the competition who are operating under the misconception it is too late in the year to be looking for a new role now.

We have had several instances this year where firms are reasonably happy to wait for new employees to work out long notice periods, or retention bonuses to be paid to secure talent. Don’t wait around for the timing to be perfect, as the competition at that time for roles just might be fiercer!

The legal recruitment landscape is evolving rapidly, driven by economic shifts, technological advancements, and changing workplace expectations. Whether you’re a candidate seeking your next role or an employer looking to attract top talent, understanding these trends is key to navigating the market successfully.

And now…. Introducing: Define your Ideal

As part of our recent brand refresh, the team at Alex Correa invested some time thinking about what drives us as recruiters. It is now our 15 ^th year in business, and we took a long hard look at why it is that we do what we do. At the crux of it, the greatest level of satisfaction we get is when we partner with a lawyer to find their next role and when we know that the next role that we help them secure, isn’t just meeting a financial goal or need, it is also enabling them to live a personal and professional life that is both full and satisfying and in line with their values and ideals.

We know that candidates are showing a greater desire to understand a company’s values, policies, vision and leadership. Their career decisions are now more than ever being driven by lifestyle, family and purpose. No longer are they purely driven by status, career progression and the financial factors of the past.

For our community, we want you to be able to articulate what is important to you in searching for your own career nirvana. There is possibly no completely perfect role out there, but the closer we get to our ideal, the more satisfied, happy and purposeful we can be. Let’s fill those cups!

We encourage you to take a moment to check in with Define Your Ideal – think about it as a quick career plan. Spend some time pondering your ideal role. Close your eyes and visualise it and then write it down. What does it look like? Who are you working for? What type of role puts a spring in your step? As the Summer Holiday’s approach, invest a moment in your career ideals and get a clear picture of what you want. If you are unsure about submitting your response, print it out, write your answers long-hand and file it! We don’t mind. We just want you thinking about it.

We are committed to helping you define your ideal, whether that be your next step or negotiating your next salary review. With a personalised recruitment approach and extensive networks in the legal industry across Australia, we empower you to consider what your ideal looks like.

Ready to define your ideal next step? Please complete the Alex Correa Executive Legal Career Opportunity Finder .

A Recruiter’s Perspective on when your LinkedIn Profile can Help you Land an Interview

ac@alexcorreaexecutive.com.au (Alex Correa) — Thu, 14 Nov 2024 02:49:03 GMT

In the Legal Industry your LinkedIn profile can and does make or break your chances of landing an interview. Potential clients, employers, and recruiters all actively view LinkedIn making your profile one of the first impressions into your professional brand.

As a leading Queensland-based legal recruitment agency, here’s what we look for in a LinkedIn profile to determine whether a lawyer will get an interview invitation for one of our clients – and what you can do to give yourself the best chance.

1. Specialisation in Your Headline

Your LinkedIn headline is often the first thing our consultants notice. To stand out, be very clear about your specialisation and position/ job title. A headline such as “Senior Associate (Commercial Law)” can instantly clarify your area of expertise. Avoid vague titles or listing multiple roles; instead, tailor your headline to reflect your current job title, specialisation, and employer.

2. Articulate Your About Section with Purpose

A blank “About” section is a missed opportunity. Have a well thought out articulated summary that describes what kind of lawyer you are. This space should capture your professional experience, your unique skills, and the value this combination of skills and experience brings to the table. Think of it as an elevator pitch, detailing your legal expertise, notable clients or industries you've advised, and any relevant in-house experience or secondments. When well-written, your LinkedIn About section demonstrates professional credibility and helps potential employers or clients understand how you could serve them.

Be mindful to stay aligned with your current employer’s messaging; LinkedIn is not just a recruitment platform but also a business development and professional networking tool. Many prospective clients check profiles after a proposal or tender submission, so ensure your About section is polished, relevant, and on-brand.

3. Professional Headshot

A professional headshot is non-negotiable for creating a positive first impression. A clear, corporate-style headshot conveys professionalism and signals that you take your career seriously. Remember, it’s not about looking glamorous, rather aim to look both credible and approachable!

4. Keywords in Headline and Summary

Using relevant keywords in both your headline and summary sections can increase your profile's visibility to recruiters and hiring managers. Include terms such as “commercial law,” “litigation,” or “construction law,” based on your specialty. This approach also signals to recruiters searching specific skills that you are a match. Keep your language straightforward and accurate to ensure that your profile aligns with the roles you’re aiming for.

At Alex Correa Executive we often recommend to candidates that they position their LinkedIn profile to attract offers for the job they want, not the job they currently have! So, whilst you need to keep it accurate, emphasise skills, experience and key words that are relevant to the next role you are aiming for.

5. Complete the Experience Section

Your experience section should reflect your career path accurately, without omissions. Avoid skipping previous employers, even competitors, as this career history builds your credibility. Include when you have shifted laterally from one area of a practice to another.

If you’ve worked for smaller firms, consider adding a brief description (one to two sentences) about the firm’s niche, founding background, or notable clients. This detail helps recruiters understand your background in context, especially when they may not be familiar with your past employers or are looking at your profile with a view to overseas opportunities.

6. Professional Development and Education

Your educational background, including university and postgraduate studies should be up to date. Include only relevant certifications; this shows your commitment to continued professional growth. Recruiters often check this to gauge your dedication to keeping your skills current in your field.

7. Strategic Use of the “Open to Work” Feature

While the “Open to Work” feature can attract recruiter attention, use it carefully. Many professionals find themselves inundated with unsuitable roles.

We have heard stories where recruiters have reached out based on the open to work status and then shopped candidates around to unsuitable employers without their consent.

Instead, consider identifying specialist recruiters you trust, reaching out directly for a confidential chat, and discussing your career aspirations. Just like any service provider, researching and doing your due diligence on the recruiter you are going to develop a relationship with is an investment in your career. Finding a recruiter or specialist agency that aligns with your values, and you are proud to be associated with over the long term can make a significant impact on your career trajectory.

By aligning with a trusted industry specialist recruiter, you maintain control over who advocates for you and avoid multiple, duplicate job submissions and being put forward for roles you have absolutely no interest in.

8. Professionalism in Engagement

Your LinkedIn activity reflects your brand. Posting relevant content, commenting on legal industry updates, and maintaining a professional tone are all noticed by recruiters. I recommend avoiding rants or overly personal topics; professionalism in your interactions enhances your profile’s appeal and reinforces your standing as a serious legal professional.

9. Recommendations, Endorsements and Skills

While recommendations may not always be the deciding factor, endorsements from senior professionals in your field lend credibility to your profile. It’s valuable to have endorsements for skills central to your area of expertise. Just remember, these should complement, not replace, a strong summary and experience section.

LinkedIn allows you to add skills to each of your roles. In some instances, it may have pre-populated these for you based on your description of the job. Check these are accurate and representative of your abilities. Ensure if you have language skills these are included as they are highly desirable by clients and employers.

10. Be Aware of your Interests

A visitor to your profile can see your interests, which includes the companies you are following and the “Top Voices of LinkedIn” you are following. Ensure that these reflect your professional focus.

Common Mistakes to Avoid

We often see lawyers making mistakes on their LinkedIn profiles and these are the ones we suggest you do your best to avoid!

Unclear specialisation

Be clear about your area of legal focus.

Gaps or omissions

Include a full work history for transparency.

Frequent job changes

Job-hopping can raise concerns. If you have several positions under 12-18 months, then you may need some longevity in your current role to demonstrate stability.

Location settings

Keep your location accurate and specify if you are open to relocation or remote work.

We recommend thinking of your LinkedIn profile as a preview of your CV. It should capture career highlights but not serve as a substitute for a full resume. A strong profile indicates to recruiters that you understand the legal industry’s nuances and are intentional about your professional brand.

In the booming Queensland legal market, your LinkedIn profile can indeed make the difference between receiving an interview request or not. By keeping it updated, targeted, and professional, you’ll enhance your chances of connecting with recruiters and standing out in your field.

Ready to discuss your ideal next step ? Please get in touch here .

Is a Career In-House Right for You? A Guide for Private Practice Lawyers

ac@alexcorreaexecutive.com.au (Alex Correa) — Wed, 16 Oct 2024 05:02:30 GMT

The Key Differences: Private Practice vs. In-House Counsel

1. Work Environment and Culture

The transition from private practice to an in-house counsel role involves a significant shift in both work environment and organisational culture. In private practice, your days are often filled with billable hours, focusing on one type of work for numerous clients. Law firms (speaking generally) tend to be hierarchical, structured, and supported by (much needed) extensive processes, procedures and technology.

An in-house role in a corporate organisation means handling a diverse range of legal matters for one client. You might find yourself dealing with everything from contracts and leases to industrial relations and HR issues. Resources can be more limited, and you may need to draft documents from scratch, relying on outsourcing either high volume or specialist tasks to law firms. Resourcefulness is very much a key skill in this setting.

Good questions to ask yourself when considering making the move from private practice to in-house counsel is “Am I a generalist? Do I prefer working for one client or many?” Your answers may provide insights into your future career path.

2. Career Progression

Career progression in private practice is typically well-defined: junior lawyer, associate, senior associate and eventually, for some special counsel or partner. In contrast, in-house roles may offer less structured pathways, with title progression along the lines of legal counsel, corporate counsel, senior legal counsel to general counsel. The progression can vary significantly based on the size of the team, staff retention levels and the size of the company.

In-house, the focus is more on the depth and quality of experience rather than a clear-cut progression path. You might find opportunities to build commercial skills, move across industries, or even transition into executive roles such as COO or CEO.

3. Motivations for Moving In-House

Many private practice lawyers consider moving in-house for various reasons, including the pursuit of a better work-life balance, escaping the demands of billable hours, and the desire to be more integrated within a business. In our experience, the reality of work-life balance in-house can be a myth, depending on the corporation and the lifecycle stage of the organisation.

4. Work-Life Balance: Myth or Reality?

While some in-house roles do offer better work-life balance, this isn't always the case. The balance depends on the corporate environment, the size of the legal team, and the organisation level of business activity. During high-demand periods, such as project development phases, longer hours might be necessary. In more stable, business-as-usual times, a better balance might be achievable. Expecting this as a given, could potentially lead to disappointment.

5. Valuable Skills from Private Practice

Many skills gained in private practice are highly valuable in an in-house role, including contract drafting, commercial litigation and managing disputes, client relationship management, communication, collaboration, strategic thinking, and problem-solving. If you are considering making the move in-house over the course of your career, consider focusing on developing these skills and your knowledge and experience in specialist areas that you can add to your toolkit.

6. Salary and Benefits Comparison

Salaries and benefits between private practice and in-house roles can vary widely. While private practice, especially at the partner level, often offers higher long-term earnings potential, some in-house positions provide competitive salaries and strong bonus structures based on performance, without the weight of billable hours.

Common Challenges in Transitioning to In-House

Transitioning to an in-house role comes with its own set of challenges. You may face a lack of administrative support and need to adjust to being a cost base rather than a fee earner. Building trust and relationships within the organisation is important. Some in-house lawyers are perceived to be blockers of progress until trust has been adequately built! Unlike private practice, where legal issues come to you, in-house lawyers need to be proactive, visible, and involved to pre-empt and manage problems effectively.

One in-house counsel we placed recently spent the first two weeks of their role introducing themselves to everyone and building her knowledge about what each team member did and what support they needed. They made it clear that they were there to help them and the business, rather than being “a handbrake to happiness”. It was an investment in not only building relationships but also avoiding future issues.

In-house lawyers must be versatile, handling a wide range of legal and business issues. Strong interpersonal skills and the ability to communicate complex legal matters in very simple or layman's terms are essential. An in-house counsel can expect to answer the same questions repeatedly and will play a significant role in training and educating colleagues and the business more broadly on relevant legal issues and how these impact on the commercial realities.

Our Advice for Private Practice Lawyers Considering In-House Roles

There are several ways you can make yourself more valuable to a corporate employer:

Network and Learn

Speak to other in-house counsels, clients, and reputable recruiters to understand the realities of in-house roles across different industries. Get a clear understanding of a day in the life of the role you are considering so that you understand the ins and outs, warts and all.

Self-Audit

Consider objectively whether you are a people person who enjoys interacting with various professionals or if you prefer a more solitary work environment. Also, think about whether you are comfortable with working with uncertainty in relation to what issue might pop up next, as this is the reality of working in-house. Also consider whether you fancy the less structured career path or a clearer linear progression.

Gain Experience

If possible, take on legal secondments at clients to gain insight into in-house life. Start building a network in industries that interest you.

Mentorship

Find a mentor who can guide you through the transition and help you understand what you need to succeed in-house.

Make an Informed Decision

Look at the industries that interest you and consider what skills and knowledge you need to have if that is the path you are on. Always start with the end role in mind. If you consider your long-term career goals and the type of work environment where you will thrive, then you can target the industries and organisations that will suit you.

As with any career move, if you carefully consider the pros and cons, and prepare effectively, you can make an informed decision about moving from private practice to an in-house role, setting yourself up for a successful and fulfilling career.

If you have decided in-house is for you - please reach out. The Queensland legal industry is booming and in-house counsel roles are very much in demand.

If you would like to discuss your career with one of our specialist legal industry recruiters, please get in touch. We are always here to help!

Understanding Your Value Beyond Salary Surveys: A Guide for Disappointed Lawyers

ac@alexcorreaexecutive.com.au (Alex Correa) — Thu, 19 Sep 2024 03:27:06 GMT

As specialist legal industry recruiters, we often hear from lawyers who are dissatisfied with their most recent salary reviews. Whether you're in-house or in private practice, it's important to understand your value in the Queensland legal market beyond what salary surveys might suggest.

The Reality of Salary Reviews

Many lawyers are left feeling undervalued after a salary review. In a perfect world, firms would provide clear economic justifications and recognise individual performance, but the reality of how these conversations go often falls short. We often hear tales of lawyers receiving a generic letter with no opportunity at all for discussion. This can leave you questioning your value and the rewards for your efforts. We’ve also heard tales of lawyers who have not had a salary review for up to 8 years!

Preparing for the Follow Up

If you’re unhappy with your review, it’s important to be prepared for a follow-up discussion. Research your market value, document your achievements, and be ready to articulate how you have contributed to the firm. Reflect on your performance, identify areas for improvement, and be clear about your expectations.

Effective salary negotiation requires thorough preparation. Highlight metrics like business development achievements, successful client outcomes, and contributions to the firm’s profile. Use this evidence to present a compelling case during salary discussions.

We have created a tool that you can use to prepare for this conversation and you can download it here.

Understanding Employer Constraints

Any salary conversations need to be two-way and you will also need to be aware of the economic factors and constraints that your employer is currently facing. These limitations may impact their ability to offer you a higher salary. Being thoroughly researched and commercially minded can help you manage both your expectations and strategy.

The Many Limitations of Salary Surveys

Many lawyers base their preparation for a salary review or even a job offer on an industry salary survey without considering the limitations. Salary surveys often rely on averages and medians, which can be very misleading. The legal profession is diverse, with variations in practice areas, firm sizes, and geographical locations. A lawyer with three years of post-admission experience (PAE) in construction law might have vastly different compensation expectations compared to one with similar PAE in commercial law. Surveys can't capture these individual circumstances, and this may lead to either an undervaluation or overestimation of your worth.

Regional Differences and Practice Area Impact

Salary expectations can vary significantly based on region, firm size, and area of specialisation. For instance, a firm in a region with a high demand for construction lawyers, like Queensland, might offer higher salaries compared to other states. Also, firms that emphasise work-life balance may offer lower salaries but provide additional non-monetary benefits.

Market Demand and Industry Trends

Current legal industry trends also influence salary levels. For example, the construction and infrastructure boom in Queensland has driven up salaries for construction lawyers, whereas the cost-sensitive insurance industry tends to offer more conservative compensation packages.

Experience and Performance

Firms often categorise early-career lawyers into bands based on years of experience. However, those who excel in client development, practice management, and other areas can break away from these bands and achieve higher compensation at a faster than usual pace. Highlighting your unique contributions and successes is essential when discussing and negotiating your salary.

Alternative Compensation and Benefits

We encourage you to consider the full spectrum of your compensation beyond base salary. Benefits such as paid parental leave, career development programs, and flexible work arrangements can significantly enhance your overall package and wellbeing! These non-monetary benefits often hold substantial value and can impact your long-term career satisfaction.

Benchmarking Without Salary Surveys

While salary surveys provide a starting point, they shouldn't be your sole reference for a salary conversation and could actually be setting you up for disappointment. Building a relationship with a reputable legal recruiter will help you gain insights into the current market including areas of specialisation in demand, the types of firms that are recruiting and upcoming relevant roles not yet on the market. A trusted recruiter can help you understand industry trends, average salaries for similar roles, and realistic salary expectations based on your unique skills and experience.

Long-Term Career Value

When assessing your career path, consider the long-term value of a role beyond your immediate salary. Professional development, challenging work, and growth opportunities are crucial. A high salary might not be beneficial if the role doesn’t allow you to develop valuable skills and progress your career.

Ongoing Professional Development

Continuous skill enhancement can increase your marketability and earning potential. Realistically, most lawyers develop their skills with on-the-job experience. We have found that further education along the lines of the Governance Institute of Australia GAICD qualification is often more useful than a general MBA, particularly if you are considering moving in-house.

Advice for Disappointed Lawyers

If you’re disappointed with your salary review, reflect honestly on your achievements and performance. Take ownership of your career by proactively seeking feedback and setting goals for improvement. Consult with industry specialists or mentors to get a clearer picture of your market value and plan your next steps strategically.

Understanding your value in the legal market requires looking beyond salary surveys. By focusing on your unique skills, industry trends, and long-term career goals, you can better navigate salary negotiations and work towards achieving a compensation package that truly reflects your value.

If you would like to discuss your career with one of our specialist legal industry recruiters, please get in touch. We are always here to help!

*This article first appeared on the Alex Advocates Newsletter on LinkedIn - Subscribe here

Celebrating 14 Years of Legal Recruitment with Alex Correa Executive

Mon, 22 Jul 2024 04:28:05 GMT

Fourteen years ago, amidst the uncertainty of the 2008 the Global Financial Crisis, Alex Correa Executive (ACE) was born. The economic downturn had triggered a wave of redundancies, restructures, and a scaling back of legal roles across many law firms in the QLD legal industry.

At the time Alex was employed as a recruitment consultant for a Brisbane CBD consultancy and this period of instability sparked numerous conversations with lawyers about career progression, the need for specialisation, the challenges of coming back to work after maternity leave and the struggle to find good part time roles. Alex was a working parent herself and wanted that same flexibility that her lawyer candidates wanted, and she wondered what the future might look like.

With a background working in law firms and recruitment Alex noticed a gap in the market for a recruitment agency focused solely on talent development and acquisition. This realisation, born out of reflecting on her candidate’s dissatisfied workplace experiences, combined with her desire for flexibility, inspired her to take the plunge and start her own business.

Initially, ACE was a one-woman show designed around flexible working hours to fit around her responsibilities as a parent to two teenagers. Alex operated from a tiny shoebox home office and made use of a serviced office in Brisbane for candidate interviews. Her early days in business involved a lot of travel across the Sunshine Coast, Gold Coast and the coffee shops of Brisbane suburbs delivering a very personalised recruitment experience to both clients and candidates.

Early Challenges

When Alex left her former employer, she had to launch her business whilst working under a 12-month restraint of trade. She respected this hurdle as a cost of doing business, but strategically named her recruitment consultancy Alex Correa Executive to help future candidates, clients and her well established network easily find her.

From the outset, Alex envisioned a small, boutique firm that would offer highly personalised services including career advice for lawyers and recommendations for organisations to assist them in attracting legal talent. However, within nine months, word of mouth had already spread, and the workload had become overwhelming. Alex’s long wished for flexibility found her working on weekends to manage the volume of roles she was recruiting. This led Alex to add additional resources much earlier than expected to the ACE team. It is this expansion, and her reputation for being honest, authentic and transparent that has meant ACE regularly acts for law firms of all sizes, government and corporates and for lawyers of all levels.

Over the 14 years, Alex and her organisation have become an advocate for working parents, women in leadership, diversity and inclusion and mental health awareness in the legal profession. They proudly partnered with the Tristan Jepson Memorial Foundation when it was first established, to help bring awareness about mental health issues among lawyers to Queensland.

The early challenges in founding, launching and running a company were significant. Alex explains that it was difficult at the time to find family-friendly workplaces for her outstanding lawyer candidates. They had to rely on cost effective marketing in those early days and so were early adopters of LinkedIn, leveraging social media to build their brand, network and online community.

Alex found a voice she didn’t realise that she had, taking an advocacy role relating to the lack of women in leadership in law firms, talking to the media about the mid-career drop off and playing a small part in influencing clients to change workplace arrangements to allow flexibility and increase female industry participation. She was interviewed by the BRW and Brisbane Lawyer often in those early days.

What has Changed and What has Stayed the Same?

Alex tells us that there has been one constant over time in the evolving legal industry recruitment landscape. That is the demand for specialised legal talent has remained constant. The importance of building and nurturing relationships and the delivery of personalised service is ACE’s secret to longevity and success.

Alex and her team still take the time to read every single application and CV that is sent to them. They also reply to every single applicant. They understand the importance of responsiveness and feedback in the recruitment process, recognising the time and effort that candidates invest into their applications. This is highly unusual in the market and has helped deliver a network of clients and candidates that trust ACE for career advice, recruitment advice and market insights.

ACE has achieved remarkable milestones over the past 14 years. Alex is still humbled and thrilled to have been entrusted by international and Australian companies and partnered with major organisations like QLD Local and State Government, QLD Treasury, QLD Hydro, to Hitachi Construction Machinery, Transurban and Brisbane Airport.

Advice for Recruiting Firms

Alex advises employers to be responsive to applicants. She notes that there is still a lack of feedback when firms advertise a role themselves. There are some who openly tell applicants that they will only hear from them if they are successful in moving to the next stage. They forget that there is possibly a future client or decision maker at the end of an application.

Taking 2 minutes to provide feedback and acknowledge their efforts in putting themselves forward can go a long way towards building relationships and networks even if the candidate is not suitable for a role. It also helps build a talent pipeline of people that have had a good experience when applying for a role at your company.

She also suggests that hiring managers act quickly and to be responsive to an outstanding candidate. Sometimes if you see someone amazing, you shouldn’t wait for a comparison, if you’ve interviewed them and you believe in their skills then you should just offer them a job! Delays may just mean you will be duelling with competing offers and having to entice them away from a competitor.

Alex says she has had many experiences where people in senior positions such as General Counsel won’t appoint a firm to act for them or advise them because they have had such a bad experience historically when applying for a role. Unbeknown to the firm, a poor candidate experience could literally be worth tens of thousands of dollars in future legal fees.

14 Years – The Highlights

Alex loves the fact that Senior Lawyers that she now deals with she once recruited as an Articled Clerk. Her network returns to her repeatedly over the course of their career. One lawyer last week came back after a 10-year stellar career at a firm ready for their next role and wanting the same great experience and outcome as the early 2010’s!

Alex says that the growth of the in-house legal market has been particularly exciting with it now making up more than 50% of ACE revenue. She still gets a thrill in finding a hardworking, undervalued, much deserving lawyer with “job lotto” that is, a dream job that pays well, offers them a great culture, some work life balance and a challenging and satisfying role.

At ACE their core values of transparency and authenticity guides their daily operations, ensuring that they provide the highest possible level of service to all that they deal with.

When reflecting on the founder’s journey Alex says she is most proud of the high-profile clients that have sought our services and the trust placed in her company by individuals at crucial points in their careers. Memorable moments include helping candidates secure their dream jobs and mentoring Jennifer, who has grown her career at ACE while balancing her role as a working mother.

Jennifer started out managing social media in the early days of ACE and now some 12 years later is a talent resourcer and looks after client service. It is most likely to be Jennifer at the other end of the phone when you call ACE to discuss that new dream role.

Alex wants to take a moment to thank Jennifer for all that she has done in helping her build Alex Correa Executive. She loves the fact that her role delivers the flexibility that Alex once wanted so dearly and celebrates her success in her role.

As a leader and entrepreneur, Alex learned early on the importance of empathy, delegation, and continuous learning. Building a strong team has taught her valuable lessons in leadership, and she strives to put herself into her team’s shoes daily.

Looking ahead, ACE aims to continue to honour their mission, broadening their scope in the corporate space, and continuing to offer development opportunities for their in-house team. They remain committed to supporting lawyers in building their careers and achieving their aspirations.

ACE's legacy will be one of industry impact, and a solid reputation for transparency, and authenticity. They are not a transactional recruitment firm; they are a partner in career development, supporting lawyers at different stages of their career, whether they find them a job or simply offer advice. Alex’s succession planning will ensure that the business will continue to thrive and support the legal community long after she steps down. Not that she is thinking about that yet! There is still too much to do and achieve. As ACE celebrates 14 years, they look forward proudly and gratefully to many more years of success and positive impact in the legal recruitment industry.

If you need are looking to recruit legal professionals within your organisation and need advice as to available talent and current market rates, then get in touch. We can help you find your next high performer. Contact Alex or Jennifer here .

10 Expert Legal Resume Tips to Secure Your Next Role in Queensland

ac@alexcorreaexecutive.com.au (Alex Correa) — Sun, 14 Jan 2024 22:38:53 GMT

Your resume or CV is more than a career history — it’s your first opportunity to impress a potential employer and show why you’re the lawyer they’ve been searching for. In a competitive legal market like Queensland’s, where standout opportunities for General Counsel, Legal Counsel, and senior in-house lawyers are highly sought after, your resume needs to capture attention quickly and communicate value instantly.

At Alex Correa Executive , we review hundreds of resumes every month from lawyers at every stage — from junior solicitors to General Counsel. Even the most talented legal professionals can struggle to present themselves on paper in a way that’s clear, compelling, and relevant.

The key? A resume that is professionally written, easy to read, and tailored to the role you want next .

In this guide, we share our top 10 resume tips for lawyers and legal professionals, honed from years of experience recruiting for Queensland’s most respected in-house legal teams, government departments, and law firms.

1. Make It Easy to Scan

Recruiters and hiring managers typically give your resume 6–10 seconds in the first pass. If it’s difficult to navigate, your opportunity may be lost.

Use dot points , bold headings , and clear sub-sections .
Stick with professional fonts like Arial, Calibri, or Times New Roman .
Keep formatting consistent from start to finish.
Only include a photo if it’s specifically requested.

2. Start with a Professional Summary

Open with a concise statement that captures:

Your legal expertise and areas of specialisation.
The problems you solve and the value you bring.
Relevant keywords from the job description.

If you’re changing practice areas, include an aspiration statement that explains why you’re making the shift and what transferable skills you bring.

3. Keep It Succinct

Aim for 3–4 pages . Focus on the most relevant matters for the role you’re targeting.
When listing cases or projects:

Give the date, your position, and a short description.
Include matter size, complexity, and your contribution.
Maintain client confidentiality by describing the type of client rather than naming them.

Example:
2023 – Senior Associate, Litigation Team, ACME Law Firm
Acted for co-owners of a multi-million-dollar commercial property in relation to structural defects and delays.

4. Maintain Consistency

Don’t mix tenses. Choose either:

Past tense (acted, advised, negotiated), or
Past continuing tense (advising, representing, preparing).

5. Quantify Your Achievements

Hiring managers want to see results. Where possible, include:

Dollar values (secured $5M settlement).
Percentages (reduced contract turnaround time by 30%).
Notable clients or publications (where permitted).
Courts or tribunals where you’ve appeared.

6. Show Career Progression

Employers like to see a logical career path. Include:

Dates of employment.
Firm or organisation size.
Areas of specialisation.
Leadership responsibilities (led a team of 3 solicitors).

7. Highlight Your People Skills

Technical expertise is essential, but so are interpersonal skills. Include at least four relevant soft skills such as:

Stakeholder management
Complex problem-solving
Team leadership
Business development

Match them to the skills listed in the job advertisement.

8. List Qualifications & Memberships

Demonstrate ongoing commitment to the profession by listing:

Post-admission study.
Practising certificates (with date and jurisdiction).
Memberships (Law Society, professional committees).

9. Include Volunteer & Community Experience

Pro bono work and community involvement show alignment with employer values. This is especially important for government and in-house roles with a strong corporate social responsibility focus.

10. Make Contact Easy

Include:

Mobile number.
Personal email address.
LinkedIn profile link (ensure it’s up to date).

Check these regularly so you never miss an opportunity.

The Bottom Line

A well-structured, tailored resume significantly increases your chances of making the shortlist. Avoid overly designed formats that can’t be read by Applicant Tracking Systems (ATS) — particularly important for government and large corporate legal roles in Queensland. A clean, professional Word or PDF format is still the gold standard. Think twice before using Canva or Powerpoint - your skills and experience can't be read by most ATS's and it is highly likely your talent will be missed from the longlisting process. It's just not worth risking.

If you’d like access to our legal-specific resume templates (skills-based and chronological formats) or a confidential discussion about your career, contact Alex Correa Executive today.

We’ve helped lawyers across Queensland — from junior solicitors to General Counsel — secure roles in top-tier law firms, government legal teams, and leading in-house legal departments. Your next career move starts with a resume that works as hard as you do.

Lawyers: 9 Essential Steps to Sail Through Your Next Job Interview

ac@alexcorreaexecutive.com.au (Alex Correa) — Thu, 22 Jun 2023 03:21:48 GMT

When it comes to landing your next dream job the interview process is a nerve-wracking but necessary step towards winning the role. The Queensland legal industry is a highly competitive sector, and it is important to stand out from other candidates by showcasing your skills, knowledge, and experience in a way that impresses your potential employer. Whether you're a new graduate or a seasoned lawyer with years of experience, preparing for a job interview requires careful planning and practice. Read on for our tips and strategies for preparing for your next job interview and increasing your chances of making the law firm, government, or corporate short-list.

1. Always Be Prepared

We recommend that practicing lawyers who are serious about career progression should always have a ready-to-go folder prepared with original academic transcripts and relevant samples of work. By scheduling annual updates to your resume, you can seamlessly capture achievements, matters and key changes in responsibilities.

Don’t forget to ensure that you have referees ready to sing your professional praises and that these need to be updated regularly. Having a basic cover letter saved on file can also be a handy template to tailor to opportunities that arise.

When you apply for a role, ensure that your cover letter and resume are meeting the key position requirements, responsibilities, and most of all the expected skills profile. The job advertisement is often full of key words, and hints about what you are likely to be asked at your interview. Keep this handy to refer to for your preparation.

2. Being Well-Researched is Impressive

Ensure that you know all that you can about the organisation you are interviewing with. Understanding it's hierarchy, corporate structure, key people, company leaders, the company mission and values and even a little of it’s corporate history will make a good impression. Take the time to learn what you can about the person or people who will be interviewing you and about the role that is being filled.

Some of this information can be found on company websites, LinkedIn company pages, or by talking to your connections or peers that are working for your target firm.

3. Practice Makes Perfect

Especially if you have not been interviewed in some time, we recommend rehearsing your answers to likely questions. Even for the most confident lawyer, talking about yourself can be uncomfortable. Consider practicing answers to the questions you are likely to be asked such as:

Can you tell us a little about yourself?
Why did you choose a career in the law?
Tell us how you have handled a challenging client.
How do you go about handling stressful situations?
Tell us how you manage your caseload?

Don't ignore the technical questions. It can be hard to know just how much emphasis the interviewers are likely to put on the technical aspects of a role, but thinking through likely areas that may be explored is key. Make sure to review relevant and key legislation as it may come up and not being across this can impact on your candidacy. You may also want to consider practicing a mock interview with a helpful friend or even recording your responses on video to review them yourself. We also recommend that you take the time to craft a personal statement that is a quick summary about what is unique about you, your skills and why they should hire you ready to deliver if necessary.

4. First Impressions

It should go without saying that you should be punctual and well-presented. At Alex Correa Executive, we discuss with our candidates the format of any interview with our clients. It is important to know whether it is over the phone, online or face to face. If it is an in-person interview, ensure you know the location of the interview and allow enough travelling time to get there and a little extra for contingencies. Be friendly to everyone you encounter in the company office and work on establishing a rapport with the person interviewing you. Eye contact and using their name often can help with building rapport.

Remember to speak clearly, at a sensible volume and pace that can be easily understood. Listen carefully to what the interviewer says and ask them to repeat a question if you are unclear. A methodical and considered approach to how you respond to questions and speak is likely to be viewed as an asset by most hiring managers.

We also recommend keeping a close eye on your body language and ensure that you keep this positive throughout the interview.

5. Video Interview Tips

Video interviews are increasingly used by firms as part of the interview process. Treat these just like a face-to-face interview and dress the part. Don’t forget to consider details such as the background you are presenting, the lighting, the screen angle. We recommend that your camera is aimed at face level and that you are looking at the camera rather looking at yourself on the screen. Make sure you are familiar with the video interview software being used (such as Skype, Webex, Zoom or MS Teams) and that you have a good microphone and audio set up. Avoid using your phone for video interviews. No one likes a shaky video or one that is poorly positioned showing more of your nose than your eyes.

6. What the Interviewer is Looking For

The purpose of the interview is so that the hiring manager can gain a greater understanding of your relevant work experience and personality and how well you are suited to the firm’s organisational culture. They may wish to know about your interests and career goals and will ask a series of questions designed to explore your resilience, motivation, and how you respond to stressful situations. They will be keen to understand your organisational skills, management style, and approach to working with colleagues and solving problems.

Depending on the type of legal role you are applying for your financial and analytical skills, negotiation, communication and presentation skills will also be areas they wish to explore. Many experienced interviewers have great people skills and a good ability to read between the lines. Try and relax and demonstrate as much of your true professional self as you feel comfortable showing.

Answer questions using the STAR method, which helps you structure your responses and helps the interviewer get a deeper understanding of your skills and professional approach. The STAR method is an interview technique that gives you a straightforward form that you can use to tell a story by laying out the

Situation, Task, Action, and Result. (STAR)

Situation : Set the scene and give the necessary details of your example

Task : Describe what your responsibility was in that situation

Action : Explain exactly what steps you took to address it.

Result : Share what outcomes your actions achieved.

Don’t forget that a job interview is also your opportunity to learn more about the organisation and the role and to make sure you are a good fit for them and vice-versa. This leads us onto our next point, the importance of asking questions of your own during the interview.

7. Ask Well-Informed Questions

The research that we recommended you do prior to the interview will help you develop a list of suitable questions to ask at an appropriate time towards the end of the interview. Some questions you might like to consider asking are:

How does your employee evaluation work?
What would you say is currently the team’s biggest challenge?
Can you tell me about the training and career development opportunities within the organisation?
Should I be successful, what would you expect that I would have achieved within the first 90 days?
What would the likely work/mix look like within the first 3 months, 6 months and then in 12 months? (This too will give you an understanding of how the role is likely to evolve.)
How would you describe the culture of your team and what keeps people here?
Can you walk me through the next steps for this role?

Having these questions noted down ahead of time makes you look well-prepared and shows that you have considered the challenges and opportunities involved in the role. Don’t be afraid to refer to your notes here, but avoid at all costs taking any notes in the interview. In our experience, this doesn't go down too well with some interviewers.

8. After the Interview

Always send a follow up e-mail to thank the interviewer for their time. Offer to make yourself available if they have any further questions. Ensure they know that you continue to be enthusiastic about the potential opportunity and are looking forward to hearing from them.

For a lawyer, preparing for a job interview requires a combination of careful research, thoughtful planning, and effective communication. By taking the time to learn about the company, the position, and the interviewer, you can tailor your approach to fit the company values, culture and requirements and demonstrate your value as a potential employee.

Additionally, practicing your interview skills, including your ability to answer questions confidently and articulately, can help you stand out from other candidates and leave a lasting impression. With these tips in mind, you can sail through your next job interview with confidence and increase your chances of landing the legal job of your dreams. And do not forget, as legal industry specialist recruiters with many years of experience interviewing candidates we can help!

If you would like to discuss your career with one of our specialist legal industry recruiters, please get in touch . We are always here to help!

Graceful Goodbyes: 7 Tips for Resigning from Your Law Firm Professionally

ac@alexcorreaexecutive.com.au (Alex Correa) — Tue, 28 Mar 2023 01:52:54 GMT

For any lawyer, concluding that your time is up at a firm you have given your heart and soul to is never an easy process. Career progression cannot always keep the pace you might like at a single company, and many lawyers will work at several firms over the course of their careers.

Once you have made the tough decision to move on and landed yourself an alternative role at a different organisation, there are delicate situations to navigate. How do you go about resigning gracefully, whilst also keeping the respect of your colleagues? And how do you work your way through the transition phase of saying goodbye and starting fresh elsewhere?

Our 7 tips based on many years of assisting successful candidates through this exact process are below:

1. Be Prepared

When you are in negotiations for a new role, make sure you are fully aware of any provisions, obligations or clauses in your existing employment contract relating to notice period, gardening leave, or anti-compete clauses. Negotiate your start date accordingly whilst being respectful of both businesses.

Ensure that you understand any claw-back provisions relating to educational expenses, relocation expenses or similar so that you understand whether your final salary will be debited for any amounts owing. In some cases, but not all a new firm may offer to cover some of this for you however, a word of caution, expecting that to be the case could put a dampener or jeopardise your negotiations. Your approach in this regard will be key!

2. Dot Your I’s and T’s

Do not resign from your current role until you have an employment contract that has been signed by the hiring organisation, yourself and then returned to them. Up until this stage – an offer can be withdrawn up until the point it has been accepted for all sorts of reasons. An offer can be made subject to “satisfactory” references, or withdrawn due to sudden head count freezes, restructures or key people leaving during hiring negotiations. We have even seen offers withdrawn from candidates that took too long to consider an offer! Ideally, you want a signed letter of offer or contract in your hand and a start date finalised. It is only then that your next role is confirmed.

3. Write and Sign your Resignation Letter

We recommend having this written, printed and signed and in your hand when you have your “I’m sorry, but I’m resigning conversation” with your boss. If they can see that you are at this final stage, they are much less likely to think that they can convince you to stay. (Beware of entertaining a counter-offer! If you haven't read our blog post on this very topic " Why you Should Say Thanks but no Thanks ", it's a must!) Now back to the resignation letters, keep them simple and professional. Consider expressing your gratitude for any opportunities afforded to you in your role and an offer to assist with the co-ordination of handing over your responsibilities. Ensure that you have included your departure date in this letter.

We have included several complimentary resignation letter samples in this downloadable resource here for your convenience.

Once you have resigned in person to your direct manager, it is useful to have a list prepared of other people you need to notify in person. This might include a mentor, a former boss who has invested in your career, or important stakeholders of your current role. These are the colleagues that should hear the news from you and not on the company grapevine. Express your gratitude to these colleagues for their investment into your career whether it be related to training, career highlights, or project involvement.

We cannot impress enough that you do not resign by text, or by telephone, or whilst you are on holiday. It is best practice to be done face to face, whilst handing over your resignation letter in writing and in a professional manner.

We should mention at this point that we do not recommend talking with your current employer about a counteroffer. There are many reasons for this and we talk about them in this article at length here . A counteroffer is extremely unlikely to resolve the reasons you have for leaving the job that you are in.

4. Do you Disclose your New Employer?

We often get asked by candidates that we are placing in a new role whether they are required to disclose their new employer to a current employer. It is not required for you to do so, but may be a matter of judgement for you. Are you going to a direct competitor? Will the firm you are going to have implications according to your contract and mean your notice period will be spent on gardening leave. Can you make a judgement call about whether you departing for your new employer will have any negative ramifications for your existing firm? If you are going to an In-house legal role where you are likely to be a client in the future – your resignation will most likely take an easier path.

If you are going to a competitor’s firm, be prepared for some uncertainty, angst, and concern that you will need to manage. It is however, up to you whether you choose to disclose where you are going. This is the time to reassure your current employer that you understand your obligations as per your employment contract and that they have no need to be concerned about you taking any of the firms IP or poaching clients!

5. Do Not Burn your Networks

The legal industry is a small place. Your current boss and colleagues can become bosses or colleagues at different organisations or even future clients. Maintaining a good working relationship with former colleagues says a lot about your professional standards, work ethic and class.

We have also seen many instances over time of lawyers that returned to the fold of their original employer over the course of their careers. It is much less grief for you to be able to return at some future date to welcoming open arms!

6. Be a Transition Superstar

Be helpful during the transition out of your role. This might mean that you need to complete any outstanding matters or handover files to a colleague. Offer to assist with training your replacement if this is possible. Ensure any outstanding projects are complete or handed over.

Keep your A-game going during the transition and gain the respect of your colleagues and set an example for those that follow. If it does get quiet, make yourself useful and put your hand up to help your team out.

Given the current state of the market it is highly likely that your new employer may ask about an early start date. The most professional approach is to be considerate and meet your contractual obligations at your current employer. If you are going to ask for an early exit date (and be conscious about how this might be perceived)– be very mindful of current workloads and resourcing availability.

7. Celebrate Your Time

Take a moment in your last days to network with colleagues and consider what it is you have achieved at the organisation you are leaving. Ensure you have contact details or are connected on LinkedIn with those you want to stay in touch with. Thank people who have contributed to your career success and ensure you wish them well in the future.

Your next career adventure is around the corner and keeping the bridges intact to your former employer smooths the way to a new role and contributes to your professional reputation. By ensuring you resign gracefully and in a professional manner, and by making an effort to help in any way you can during your transition out of a role, you give yourself the best chance of maintaining good working relationships for the future and beyond.

To download our sample resignation letter template , click here

If you would like to discuss your career with one of our specialist legal industry recruiters, please get in touch at info@alexcorreaexecutive.com.au.

We are always here to help!

Thinking Two Jobs Ahead and One Challenge at a Time with Marcus Payne

ac@alexcorreaexecutive.com.au (Alex Correa) — Wed, 21 Dec 2022 01:42:15 GMT

“I wouldn’t take it back for all the money in the world.”

That’s how Marcus Payne chooses to reflect on his role as Chief Counsel for Queensland Health during a global pandemic.

“It was a wonderful experience in terms of the pressure and what I learnt but would I choose to go back and do it again? I’m not sure!”

Now Head of Legal at Urban Utilities, Marcus clearly likes a challenge - in September he completed a bucket-list goal, swimming across the English Channel in 14 hours and 29 minutes.

“I’m a pretty firm believer that anyone can do amazing things, it’s just about having the right approach and not trying to do too much too quickly.”

The “right approach” to something as difficult as swimming The Channel includes training in the cold and dark from three in the morning, ahead of a busy work schedule. But most importantly, it involves a team of motivators.

“You’re not allowed to wear a watch either so I very quickly found myself surrendering to the fact that I didn’t know where I was, I didn’t know how long I’d been out there, I didn’t know how long to finish - I just resigned myself to be very present in each moment.”

In this final episode of Friends in Law for 2022, Marcus explains the lessons such a huge physical challenge share with the daily challenges of life and career, the role senior lawyers must play in a post-pandemic office and the slowly tipping scales of work/life balance that can only come when you truly enjoy what you do.

TOPICS

LinkedIn for Lawyers (and all other professionals)
Corporate Athlete
Career planning
Goal Setting
Legal careers
In-house legal career

Enjoyed the podcast? Share and Enjoy!

Please don't forget to leave a rating via Apple Podcasts
Never miss a drop by subscribing on Apple Podcasts or Spotify
If you want to talk about your career in law reach out to us here
Or why not connect with Alex on   LinkedIn

Credits

Host: Alex Correa - Career Coach in Law

Brought to you by Alex Correa Executive

With thanks to our guest : Marcus Payne

Friends in Law is edited and engineered by Cold Ghost (aka Fletcher Babb) Produced by Bern Young

Getting Comfortable with LinkedIn - Your Professional Ambassador

ac@alexcorreaexecutive.com.au (Alex Correa) — Fri, 25 Nov 2022 05:14:11 GMT

Some lawyers we have come across in our time as a specialist industry recruiter have expressed a reluctance to have a presence or to be active and take part in conversations that are happening on LinkedIn. In our recent Friends in Law podcast interview with Karen Hollenbach, LinkedIn training specialist and founder of Think Bespoke, she explains how that can be short sighted when it comes to your career over the long term.

Karen says, “We often collaborate with Lawyers who have seen colleagues who are not as competent as them, shining brighter on LinkedIn than they do. Under-representing yourself online can be a career limiting move. Whilst comparisons are not necessarily helpful, you are doing yourself a disservice if you do not at least have a presence on the biggest professional networking platform in the world.”

By optimising your profile, which means keeping it up to date, including relevant keywords and ensuring you are correctly linked to your current employer and historical employers, it acts as your 24 hour a day, 7 days a week personal brand ambassador. Some lawyers say that their work should speak for itself- but people will always research you online when they are considering working with you, connecting with, or hiring you. Wouldn’t you rather control what it is that they find about you online?

In this day and age, your next employer, your next client and potentially even your next dream job will find you online, and in most instances, this will be either via your company website or LinkedIn. Whilst putting yourself online can feel uncomfortable, it is a valuable investment of your time and energy. Karen suggests getting comfortable with the uncomfortable. The reality is that humans connect with humans and seeing an image of someone they know on LinkedIn tends to get a positive response.

By having an accurate and up to date profile, you help reduce the risk for someone in their journey to work with you or to buy your services. They are able to do part of their due diligence online and understand your values and how you conduct yourself by researching your profile. This ultimately helps prospective employers, suppliers and even clients understand if you are for them and saves you time convincing them in the long run!

Getting Started

The first thing to do when you are getting comfortable with LinkedIn is to consider your goals for the platform. Once you understand your goals, LinkedIn can really help you get there faster. Karen tends to ask attendees at her LinkedIn workshops two questions.

What do you want to be known for?

This might be your topic of subject matter expertise, or the type of law you specialise in. It also factors in how you conduct yourself professionally.

2. Who do you want to influence on LinkedIn?

This relates to who you are connected to, and the conversations you engage in on LinkedIn.

Once you have answered for yourself these two questions, then you are ready to delve into your LinkedIn personal profile.

Profile Basics

Your profile should be connected to your personal email address. This is so that when you no longer work for an employer, you still have the ability to access and edit it. Should you end up with multiple or duplicate profiles connected to old work email addresses, reach out to LinkedIn to have them merge them for you. If you are worried about having a personal email address on your profile for privacy reasons, you can select settings in LinkedIn that make it private . Instructions on how to do so are here.

At a minimum, your profile should have:

A professional looking photo . (Not a holiday snap, no wedding pictures, and no pets included please). You will get between 14-20 more profile views with a photo.
A headline that details your current role, where you are working, the industry you specialise in. If you are an advocate for a cause, include this in your headline. You get 260 characters to tell your story and what you stand for.
An about section that includes details around who you help, the problem you solve and what action people should take once they have read your profile. You get 2600 characters to do this in an engaging way written in the first person.
Featured section : This allows you to link back to articles you have published, PDF resources, podcasts etc.
Education : Include any degrees and post graduate qualifications
And then the chronological history of your employment which should reconcile back to your CV.

For Employers – how to test accuracy of a profile

For some employers, a LinkedIn profile of a prospective employee can sound too good to be true. You are after all the author of your own headline, summary and about section and have free reign to include what you like.

Having said that, profiles are easily fact checked back to CV’s, company website. Common connections can be investigated, and skills and experience can be verified.

Karen suggests prospective employers should be wary of profiles that have scant employment history and little or no endorsements, connections, or recommendations.

What does it mean to be active on LinkedIn?

Karen says, whilst this is not for everyone, if you plan your activity strategically and in line with your goals it can help you get into conversations with those you want to influence. When deciding your activity levels, you should consider your capacity and ability to be consistent.

At the very least, consider being an unofficial cheer squad. Cheer your colleagues from the sidelines when they post updates and share news. You can move causes forward by liking, sharing and even sharing posts privately to your connections via LinkedIn messages.

The LinkedIn algorithm means that you connections will not see all your updates.

Curate Your Newsfeed

You will get more out of LinkedIn if you keep it relevant. Review the companies, groups, and connections you are following. Are they all relevant and of interest? Cull those that are not adding value to your LinkedIn experience. This curation of your news feed will help keep you informed about the things that you are interested in and remove some of the noise.

Ensure that your notification and communication settings are as you want them to remove any unnecessary e-mails or distractions.

Thought Leadership

An active presence on LinkedIn does lend itself to the concept of thought leadership. This is for the braver among you, who are prepared to express an opinion, add value and share relevant industry updates. This is an optional extra and entirely up to you based on your comfort level.

You do not have to be a published author to be a thought leader on LinkedIn. Karen suggests that society is moving away from believing the “organisational voice” and is instead more interested and convinced by the crowd sourced voices of employees, connections, colleagues, and friend. More interested in the “word of mouth”

If thought leadership on LinkedIn is of interest to you, you could activate creator mode on your profile. This allows you to select and to be known for the 3 or 4 topics you are interested in. These topics are then served up to you to comment on in a value adding manner via your news fee.

And for those of you who are actively job searching…

Ensure that your resume and LinkedIn profile tell the same story. They need to be consistent but are not the same things. Your resume or CV is a formal document that is specifically related to the job you are applying for. Your LinkedIn profile is a more general statement of professional purpose. It should give a reader an overall sense of you as a legal industry professional and a chronological order of where you have worked.

Having a professional, current and compelling presence on LinkedIn is the modern version of having an accurate business card. It helps you be discovered online and works for you even when you are otherwise occupied. Getting comfortable with having an online presence is as important as having a current CV and a good reputation.

This interview was first published in our #FriendsInLaw podcast. To hear more episodes of this series that brings your career stories, challenges and highlights from the legal profession, you can subscribe here .

Your 24/7 Ambassador | Make LinkedIn work for you with Karen Hollenbach

Thu, 03 Nov 2022 05:09:02 GMT

What’s your first thought when you get a notification from LinkedIn saying “You appeared in X searches this week”?

Do you want to know immediately who they are, why they’re interested in you?

Perhaps a more pressing question is - what did they discover when they searched for you?

As a LinkedIn specialist, Karen Hollenbach says the platform is so much more than Facebook for professionals and refutes that it’s even part of the social media cohort.

“It can be a fantastic source of information, a place to learn, a place to stay connected, a place to be found and a place to manage your online reputation.”

Karen is the first non-lawyer to feature in the Friends in Law podcast because her insights into this powerful platform are helpful no matter what age or stage your legal profession is at.

From thought leadership (“is not for everyone”) to the basics of using good photos (“you wouldn’t walk into a room with a paper bag on your head!”) to cheering others on from the sidelines even if you’re not ready to commit the time to regular posts.

“The reason why a lot of people approach myself and my team is because they see people who aren’t as competent as them, shining brighter on LinkedIn.”

“I don’t like comparison, I think it’s really dangerous but the reality is most of the clients we work with have completely under-represented themselves online - that’s a career limiting move.”

TOPICS

LinkedIn for Lawyers (and all other professionals)
Personal branding and marketing
Career planning
Managing your personal online brand
Legal careers

Enjoyed the podcast? Share and Enjoy!

Please don't forget to leave a rating via ApplePodcasts
Never miss a drop by subscribing on Apple Podcasts or Spotify
If you want to talk about your career in law reach out to us here
Or why not connect with Alex on  LinkedIn

Credits

Host: Alex Correa - Career Coach in Law

Brought to you by Alex Correa Executive

With thanks to our guest : Karen Hollenbach

Friends in Law is edited and engineered by Cold Ghost (aka Fletcher Babb) Produced by Bern Young

6 Vital Things to Remember in your Strategic Job Search

ac@alexcorreaexecutive.com.au (Alex Correa) — Tue, 25 Oct 2022 01:01:48 GMT

There is a commercial reality to consider when job hunting, even in a candidate tight market. That is that law firms have budgets set for salaries, and these are generally based on charge out rates as well as ensuring principles of equality and transparency are built into their salary banding and remuneration policies. We have had several instances of late, where candidates are forgetting this when sharing their salary expectations.

The six tips below are vitally important to remember when applying for a new role in the legal industry, no matter the state of the market. They are based on our many years of specialist legal industry recruitment experience.

1. Take a Long-Term View

One thing we discuss regularly with our candidates is their long-term career goals. We ask them where they see themselves in 5 or 10 or 15 years. We discuss whether a particular role is taking them one step closer to that desired future role. We consider whether the move make logical sense on their CV. Any change in role should clearly be a move for more responsibility, broader experience or to work with chosen experts in your field.

If you apply long-term strategic thinking and work backwards, it is much simpler to consider what it is that you are trying to achieve. It may be that you want to move overseas with your career, or eventually take your skills in-house. Carefully consider the career long game – what are you trying to achieve overall? Does this next move get you that step closer to your desired end-state? If it does not, then there is no point in making the move.

This long-term view can also be applied to your starting salary. Often if an employer is having to negotiate and deliver an increase, it can come back to bite you in terms of your next salary review and even out over time.

2. Understand All of your Reasons for Looking for a New Job

Often, we say to candidates, that if you are just looking for a salary increase, then you should ask for one from your current employer and stay where you are. If there are other reasons involved, such as wanting more training, development opportunities, or exposure to more prestigious clients, then these are well served by acting on the next strategic step on the career ladder.

3. Have Realistic Salary Expectations

These should be based on your years of experience and skills, as even in a candidate short market, salary banding in top tier firms is here to stay. Salary guides should be taken with a grain of salt as they do not consider individual circumstances, areas of practice experiencing high demand or geographic factors. They tend to factor in the extremes and not give you an average. If you are needing a figure for comparison, use the data carefully, and round your years of experience down and not up. Do not get caught up in inflated high-end figures! A specialist legal industry recruiter can help you ascertain what you are worth in the current market.

Take time to also consider the non-monetary benefits of moving to a new role. Price in the investment in your training and personal development, and the expertise of the colleagues and partners at a new firm. Often this can be priceless.

4. Negotiate Respectfully and in Good Faith

Negotiating a starting salary needs to be done carefully, respectfully and it is not something that everyone is necessarily good at. If you need help doing this, then a legal industry specialist recruiter has the skills and experience to help with this. At Alex Correa Executive, we can also advise you as to whether your salary expectations are realistic and meeting the market. It is especially important during this process to be respectful of people’s time. Firms expect you to have done your research into their values, programs, and policies up front as part of your due diligence. After you have received an offer is not the time to be dragging your feet and investigating and comparing HR policies.

5. Understand that you are Being Assessed at Every Step of the Process

Making a good impression goes way beyond your CV, covering letter and interview skills. You will be assessed by all parties involved at every stage of the hiring process. This includes how responsive you are to an invitation to interview, how quickly you make informed decisions, and your written and verbal communications skills. If it takes you a week to provide an updated CV or academic transcript, you demonstrate poor administrative and client services skills. If your CV is poorly drafted with spelling errors, then it suggests your drafting skills and attention to detail needs work.

We also suggest that our candidates send a thank you note to an interview panel, thanking them for their time. This helps keep you front of mind, exudes professionalism, and demonstrates both gratitude and good relationship skills. The little moments in the hiring process add up and demonstrate how you will go on to behave as an employee and with their client base.

How you behave through the hiring process reflects who you are, what you are about and demonstrates your character, honesty, and integrity. Poor behaviour will adversely affect your reputation in the market.

6. Be Transparent

If you are interviewing with other firms, or dealing with other recruitment consultants, you should be honest about it. Nobody enjoys being surprised by this at the offer stage. You do not need to divulge the names of the companies, but it does help to know that there are other opportunities that you are considering. You will not be penalised by this; it can help manage expectations. It also demonstrates your ability to manage competing demands on your time professionally. We will understand that you are making a considered and informed decision based on your career goals and values.

Job searching and applying for new roles can be a stressful process. Alex Correa Executive is one of the few firms in Brisbane that will hold your hand through this process and really help you understand and plan for what it is that you want to achieve long term from your career. We help with career advice and have decades of industry experience and expertise to draw from.

If we feel a role is not right for you – we will tell you! If we think you are better off where you are we will tell you ( and have done so! ) We have even been known to help a potential candidate negotiate a salary increase to stay at their own firm! We take the long- term view on your career and are already a respected career sounding board for many Queensland based legal professionals.

If you would like to discuss your career with one of our team, please get in touch. We are always here to help!

Ep 16 | Being Alive to the Conversation with Bill Ash

Tue, 20 Sep 2022 03:31:25 GMT

Having a conversation with someone who’s literally written the book on conversations should be daunting, shouldn’t it?

Bill Ash’s professional experience is nothing short of impressive, from globetrotting corporate lawyer to highly respected counsellor/coach and now author of “Redesigning Conversations - A Guide to Communicating Effectively in the Family, Workplace and Society.”

But what’s truly impressive is Bill’s own mood contagion - one of generosity, observation and insight.

In this episode of Friends in Law, Bill Ash shares some of his own work and life experience, his thoughts on leadership and seniority and navigating personal and professional relationships.

He chalks it all up to “taking notice”.

“When I look back on my career, the important things have been the relationships I’ve had in that career - you know I’ve done this, that and the other projects but it’s the relationships (that are important).”

“I’ve been very lucky with the leaders I’ve had, they’ve probably never been to a leadership course in their life but they’re fabulous leaders because they’re human, experienced and relational.”

“I just encourage everyone to make those requests .. senior people love to be asked.”

Topics

Leadership
In-house lawyers
Alternative careers
Effective communication for life, work, and family

Enjoyed the podcast? Share and Enjoy!

Please don't forget to leave a rating via Apple Podcasts
Never miss a drop by subscribing on Apple Podcasts or Spotify
If you want to talk about your career in law reach out to us here
Or why not connect with Alex on  LinkedIn

Credits

Host : Alex Correa - Career Coach in Law

Brought to you by Alex Correa Executive

With thanks to our guest : Bill Ash

Friends in Law is edited and engineered by Cold Ghost (aka Fletcher Babb) Produced by Bern Young

Lawyers, Sunny Queensland is Calling!

Sat, 20 Aug 2022 04:18:30 GMT

There is no doubt that there is a current shortage of legal talent in Australia. Vacancies are taking longer to fill, and almost every role we recruit for involves an element of head hunting and search. In the interests of widening our network even further and the available talent pool for our clients, we are sending our founder Alex Correa to engage in some career discussions with qualified lawyers with industry experience in late August 2022 in London.

As the English summer comes to an end, many expat thoughts turn to whether they can make it through another dark and dreary London winter or whether it is time to pack up the coats and hats and return home to Oz.

There are some amazing career opportunities for legal talent sprouting up in Australia at the moment and particularly in Brisbane. The impending Olympics has meant that firms are seeking talented transactional lawyers with international experience to help with construction contracts, infrastructure, media rights, technology, transport matters and land acquisition.

We also have clients at the cutting edge of intellectual property law dealing with matters of national significance, and government clients making deals in the billions of dollars. The Queensland population is growing and there are many legacy infrastructure projects on the go that would add value to any legal CV.

Practice Areas in Demand

The Queensland legal industry has huge demand at the moment in the following areas of law:

Commercial
Construction
Intellectual property
Banking and finance
Mergers & Acquisition
Transport

For any lawyer thinking that they might have outgrown the Australian legal landscape, it really is time to reconsider that position. Opportunities are available in Australia from Associate level all the way up to Special Counsel.

Our top tier clients are offering reasonable and generous relocation packages including flights for yourself and dependents, the shipping of belongings and interim accommodation on arrival.

Reasons to return to SEQ

For anyone still on the fence, have we mentioned the lifestyle benefits of returning to Australia? Just have a think about the following:

Brisbane boasts of having 253 days of sunshine a year on average (hard to beat!)
The potential to live in a family home (maybe even with a pool) (larger than 80sqm)
Competitive salaries
The Brisbane Olympics in 2032
Improved quality of life (just ask your friends.)
Safe and great schools (you know that)
Warm and temperate climate (far warmer than London!)
Friendly and welcoming people (the warmer the climate the friendly more sociable…it’s true!)
The opportunity for an outdoors lifestyle (that can be enjoyed!)
Live riverside or beachside (only 69kms from Brisbane to the closest surf beach)
Raise your children amidst a laidback lifestyle (yes the kids could do nippers!)
Plus, the opportunity to reconnect with family and friends (no more FOMO)

At Alex Correa Executive, we have worked with many lawyers, including partners of global firms that have returned to Australian shores having served their time overseas. They return for the lifestyle benefits yet still find challenging work, premium clients and career making deals. Having invested several years in the trenches in a London or international firm, the value and transferability of your work experience is well sought-after.

By booking a conversation with Alex she can help you understand the opportunities on offer, relocation packages available now and the state of the legal industry in QLD (and Melbourne and Sydney). She will give you an honest and transparent discussion of the landscape of salaries available in private practice, government and in-house. If you have the right skills and the right experience, the world is your oyster and salaries in the mid $200k’s are not out of the question.

It is also worth booking a meeting with Alex if you are considering your options for a return to Australia later in 2022 or even 2023. If you want to understand how returning home is likely to impact your career and what potential opportunities are likely to come about, you need a specialist legal industry recruiter in your corner. Alex can help you understand the areas of law that are most in demand and even the areas you may need to upskill in.

Alex is even happy to help if you are in a position where you have competing offers in Australia and want to understand them in the context of the Australian legal landscape

Alex Correa Executive is partnering with top tier firms to expand their talent search beyond Australian shores. Don’t miss this opportunity to return home in an easy, strategic, and highly supported manner.

You could even be home by Christmas.

Alex will be in London from 29 ^th of August to 2 ^nd of September . You can book an appointment by contacting her at info@alexcorreaexecutive.com.au to book a coffee meeting. Should these dates have passed you by, contact us to arrange a chat online.

The Great Realignment and Intergenerational Change in the Legal Industry

Mon, 18 Jul 2022 09:32:47 GMT

Earlier in the year, our Founder and Director Alex Correa sat down with Ann-Maree David who is the Executive director of the College of Law based in Brisbane. During their time together they spoke about Ann-Maree’s career and the path she has taken. In her role at the College of Law, she is witness to much industry change, particularly as she sees new generations take charge and in the wake of the pandemic which has forced changes to our industry’s traditional way of working.

Ann Marie describes herself as a life-long learner. She has been at the College of Law for more than 20 years. She says that none of her career pathways were very deliberate, she has simply followed her passions, seeing where things take her, just putting one foot in front of the other.

Ann-Maree started her career at the Department of Justice which was followed by part time roles at the Supreme Court. These roles were intended to fund her arts degree towards becoming a teacher. She enjoyed her time there and soon added law to her arts degree workload.

When she finished her law degree, she went into private practice like many other young and enthusiastic graduates. At this time, during the recession, she had a 17% interest rate on her mortgage, and a rather small income as a first-year lawyer. It was then that she started to reassess. She returned to school to do her master’s in law. She went on to land a 12-month contract role at the Queensland Law Society where she stayed for 8 years. She discovered happily that legal education was her calling – a real chance to combine her early ambitions to teach with her law degrees. Ann-Maree says that “Legal education was where I was meant to be. I Love the reach of education. I am as happy as a pig in mud. I have the job I always wanted if I could have crafted my own career.”

One thing that stood out in our interview with Ann-Maree was that she will always stand up for what she believes in – she has a real sense of social justice. She is also a born connector and networker and driven by curiosity. She will happily sit and listen and absorb a new connection’s life story for as long as they will talk to her.

Diversity and Inclusion

Ann-Maree is also a huge advocate for diversity and inclusion – she thinks that this spark came from having 3 brothers and going back to her childhood. In their family growing up, if money was tight then the females tended to miss out. Her mother would say things like, “Girls don’t have bicycles.” As Ann-Maree became more empowered, she started to, and then and kept asking “Why?”

Ann-Maree is pleased that diversity has now broadened in scope beyond gender into cultural diversity and knows very well that Diversity is NOT just a buzz word. She says that it is the biggest proven lever at the disposal of organisations to be successful in business. This is supported by all manner of research, demonstrating that if you invest in diversity and inclusion, you will get a return on your investment and increase your company profits. As a bonus of this investment, at a law firm, you also reflect the diversity of your clientele.

Many firms are now struggling to find legal talent in this candidate short market. Ann Marie says that there is still a fear of the unknown and people with different experience or backgrounds. Some discrimination still goes on. She is confident that this will eventually change as the millennial generation come through the ranks. They have had a very different upbringing to the baby boomers or the generation X’ers, in that they are the first generation to witness their mothers return to work in a full-time capacity. Millennials tend to have different career drivers and are looking for transparency, justice and an organisation that reflect their values.

The Quest for Work Life Balance

The legal industry will be doing things differently when the millennials become managing partners. In Ann-Maree’s experience she has found them to be driven by work life balance, and they work to live rather than living to work. This generation have always championed remote work and understand that productivity is not sacrificed by working from home.

The pandemic has proven this, with technology enabling us to be more fulfilled as both employees and people. If you can work from home and do the things you enjoy outside your workday, you become a better leader, a better person, and a better lawyer.

Ann-Maree asks, “Why sacrifice that now? Now we have made that cultural advance where people can have a life as well as a career, there is no downside, why would you sacrifice that now?” She knows that some firms have had their highest levels of productivity during covid and working from home. Yet, other firms want their people back in the office – push and pull happening.

When Ann-Maree started in the industry lawyers career motivators tended to be related to salary. This has changed over time and flexibility is the main motivator. Law firm staff want to be able to choose to work from home, maybe a day a month, maybe more. They don’t want it dictated to them, or structured. They just want to be treated like an adult. They want to choose working arrangements that work for then with respect to client demands.

The Great Realignment

Ann-Maree isn’t seeing the “Great Resignation”, but rather the Great Realignment. Where employees are being driven by values and purpose – if an employer cannot clearly demonstrate this, then they are unlikely to stay.

Ann-Maree advocates for bringing your authentic self to the workplace, which has changed during her career. Where once lawyers felt the need to wear a protective armour at work, to prove themselves and pursue perfection. Where you once had a distinct professional identity and a personal or family life, this is slowly changing. Particularly, as the industry has realised that living and working in that way creates challenges for your mental health. Mistakes will happen during your career, and the important thing is to learn from them.

Advice to the Next Generation

And Ann-Maree’s advice to the next generation of lawyers. That they should “Keep an open mind as to what else is out there – a legal degree can be used in many different ways. They should consider what they like to do. Are they a people person? A numbers person? Find your passion and then combine it with your law degree.

Ep 15 | Kara Cook, The Little Engine That Would

Mon, 04 Jul 2022 00:23:14 GMT

How many times have you said or heard, everything happens for a reason?

When Kara Cook was a Judge’s associate, sitting through highly detailed cases before the Planning and Environment court, she couldn’t have foreseen that one day she’d be part of making the very decisions developers appeal.

At that time, early in her legal career, she was more concerned about matters of social justice like domestic violence and fair representation for women who’d lost their power and their voice.

Now a Brisbane City Councillor, Kara Cook’s path to politics was not via the well-worn journey of student politics or volunteers and advisors, which is one reason she wasn’t ready for the brutality.

But as you’ll hear, her legal career readied her for the fight.

“I constantly remind people around me that the political environment is not the real world and how people behave and act in that environment is not what would happen in a regular organisation.”

“You can be empathetic and still be a good leader.”

“I was never the smartest kid in the class but my husband jokes to me, that I’m like the little engine that could.”

TOPICS

Women in politics
Alternative careers in the law
Agents of change
Social Justice

Enjoyed the podcast? Share and Enjoy!

Please don't forget to leave a rating v ia Apple Podcasts
Never miss a drop by subscribing on Apple Podcasts or Spotify
If you want to talk about your career in law reach out to us here
Or why not connect with Alex on  LinkedIn

Credits

Host : Alex Correa - Career Coach in Law

Brought to you by Alex Correa Executive

With thanks to our guest : Kara Cook

Friends in Law is edited and engineered by Cold Ghost (aka Fletcher Babb) Produced by Bern Young

The Top 5 Key Things You Can Do in your Workplace to Manage your Own Mental Health

Mon, 23 May 2022 03:02:33 GMT

Lawyers are some of the most highly stressed professionals in the world. The mental health challenges faced by lawyers are unique and often compounded by other stressors such as long hours, client demands, perfectionist tendencies. It is crucial for lawyers to take care of their mental health to be effective both professionally and personally. In this article, we will discuss five key things you can do in your workplace to manage your own mental health.

The work-related stress faced by lawyers tends to involve working in a high-pressure environment and managing demanding billable hours. Such intense corporate culture and relentless working conditions can lead to problems such as burnout, anxiety, and depression.

Our time as advisors to and recruiters for the legal industry have given us a unique insight into how legal professionals that thrive look after their own mental health. They tend to be self-aware and not have any expectation that someone else will look after it for them. These are our top 5 insights:

1. Bring your Authentic Self to Work

In our recent Friends in Law podcast interview with Ann-Maree David, she shared the idea that in earlier generations, lawyers were trained to bring their fictional protective armour to work. They were advised to keep themselves separate and professionally distant from their clients as a self-protection mechanism. Having a professional identity and not necessarily bringing the ins and outs of your home life to the office was the way things had always been.

According to Ann-Maree, this is now changing as millennials become managing partners and technology and flat management structures are also having an impact. It is a much richer experience to bring your whole authentic self to the workplace. This includes your outside-of-work interests, your true personality, and the diversity of your family environment or lifestyle to work. People connect more to authenticity, and you are more likely to develop honest and mutually beneficial relationships with colleagues, bosses, and clients if you are not busy pretending to be something you are not. It is exhausting and stressful to put on a front and it never works in the longer term.

2. Choose a Growth Mindset Over Perfectionism

It could be said that many lawyers tend to have some perfectionist tendencies. The profession, as a rule tends to attract a type of person that has excellent attention to detail who were high achievers at school. The pressure that they put on themselves in their legal careers to always be perfect can have an enormous impact on their mental health. Human beings are fallible and will always make mistakes during their lifetime and career. Lawyers are not robots. The important takeaway from any mistake is a clear understanding of what it taught you. Learning from mistakes and adopting a growth mindset as opposed to attempting to achieve perfection is a much less stressful approach.

3. Practice Self-Care Often

There are many ways to practice self-care, and this might be different for every individual based on what makes them happy or clears their mind. One type of self-care is to get some positive endorphins via exercise. Our founder Alex Correa pictured above, has set herself the goal of walking Coastrek in July raising money for Beyond Blue. Training for the 30km walk will certainly raise those endorphins and raise money for a very relevant and worthy cause. You can donate to Alex's team here.

For other individuals, self-care might involve connecting with family and friends. It could even be meditating mindfully. It could be practicing gratitude via a gratitude journal. It could be volunteering and connecting with your community, or it could be as shallow as a touch of retail therapy. Self-care is highly individual, subjective, and relates to looking after yourself, investing in your mental health, making time for yourself, and doing things outside the office that you enjoy.

4. Set Boundaries and Realistic Expectations

One thing you learn over a long career is how to say no. It is currently a challenging time for the legal profession, and many lawyers are working very long hours. The current talent shortage is not helping to alleviate this. For the clients and lawyers we speak to, it feels like everyone is working too much and are completely exhausted. The shortages aren’t just in law it doesn't matter if you are looking for a Barista or a Barrister, everyone is at full-capacity and for those knee-deep in work it can sometimes feel like there is no end in sight.

As we approach the end of the end of financial year, it is a good time to regroup and have an honest conversation with yourself. Is there anything you can do to rid yourself of excess stress? Is there anything you can stop doing?

Many lawyers set career goals at the beginning of the year, and for some the pandemic and its associated chaos has meant those goals may have stalled. It is ok to be kind to yourself and accept that your path may have been blocked by extenuating circumstances. Career goals are useful, but they are not etched in stone and the path to achieve them can sometimes be winding. Missing a milestone can make you feel disheartened but as they say the sun will still rise tomorrow.

Regroup! Reassess those goals and reset them based on what you know now. Do they need to be tweaked? Do your deadlines need to be extended?

5. Vote with your Feet

Many lawyers stayed in roles that were perhaps too demanding in difficult circumstances during the pandemic, in the hope that having and keeping a role was better than the fear of the unknown. The current unprecedented levels of extraordinary demand for legal talent have tipped all the power into the hands of jobseekers. In our experience, it is not likely to change over the coming months. If self-care, setting boundaries, and being authentic are not working for you.... give yourself some time and space to reassess what it is that you want in your career.

We are always here for a confidential career discussion!

Looking after your mental health is a vital requirement of having a career in law. Over time you will develop skills, strategies, and a toolkit to manage your own stress levels. You will learn who you can lean on and the relationships that are important, whether they are in your workplace, or are a supportive partner, friend, or mentor. Sometimes it can be as simple as sharing the problem to reduce the feeling of overwhelm.

And of course, always ask for professional help if you need it. If you or someone you know needs support, please call Lifeline on 13 11 14 or Beyond Blue 1300 224 636. You can also access law care via the Queensland legal society here.

These are unprecedented times, and we need to look after ourselves and each other. No one is immune from mental health issues, even lawyers. We hope these tips will help you to consider and manage your own mental health in your workplace.

If you have any questions or would like to discuss your career with one of our team, please get in touch. We are always here to help!

Ep 14 - Ann-Maree David - The Great Resignation...or the Great Realignment

ac@alexcorreaexecutive.com.au (Alex Correa) — Sat, 07 May 2022 04:10:10 GMT

Philosopher John Dewey said, “Education is not preparation for life; education is life itself.”

For Ann-Maree David, who once imagined she’d be a teacher, studying law is how she discovered her outlet to educate.

The 2018 Agnes McWhinney Award winner is Executive Director at The College of Law where she has dedicated the past two decades to other lawyers’ career paths.

From the danger of perfectionism, to the nuances of networking, Ann-Maree tells Alex Correa about her own non-traditional legal career, her drive to boost equality and how the current generation simply won’t follow the mistakes of the past.

“We can actually be humans at work, that’s a big lesson for people to learn and if you’ve been a career lawyer for 30-50 years that’s not something you’re going to give up readily because it’s what you know.”

“That armour still exists .. We’ve seen a lot of people leave the profession over the last few decades because they couldn’t maintain that armour, it was too heavy.”

“We can be very good at our jobs but we can also accept that we are fallible humans.”

TOPICS

Career alignment through values and purpose
Perfectionism in the workplace and the shift toward being our authentic selves
Cultivating the next generation of legal talent
Diversity & Inclusion
Alternative careers in law

Enjoyed the podcast? Share and Enjoy!

Please don't forget to leave a rating via Apple Podcasts
Never miss a drop by subscribing on Apple Podcasts or Spotify
If you want to talk about your career in law reach out to us here
Or why not connect with Alex on  LinkedIn

Credits

Host : Alex Correa - Career Coach in Law

Brought to you by Alex Correa Executive

With thanks to our guest : Ann-Maree David

Friends in Law is edited and engineered by Cold Ghost (aka Fletcher Babb) Produced by Bern Young

HR Roundtable: Building Resilience and Addressing Talent Shortages

Wed, 27 Apr 2022 02:21:08 GMT

One of the programs that we run quarterly here at Alex Correa Executive is our regular HR round table. At these events, trusted client recruitment partners share information and challenges about the Queensland legal industry. We share insights and provide an understanding of the current talent markets, the extreme shortage of legal industry talent as well tips on how their organisations could approach the recruitment process to get their desired results when hiring someone new!

This was just the second time we had managed to get together post Covid times, and we unbelievably had to postpone our March event due to the catastrophic rain event that caused so much flood damage in Queensland. By our rescheduled date, Russian troops had invaded Ukraine. If nothing else, the times we have found ourselves in lend themselves firmly to our main theme for the day…. Building resilience.

We love the energy of getting these industry leaders into a room, and our discussion remained positive because of the commonly held view that despite all the challenges and curve balls that the world was throwing at us, these conditions were helping to build further resilience in the legal industry. Some notable examples of community spirit were shared in relation to the recent flood events, where some firms even set up their own mud armies to go and help neighbours, colleagues, and friends.

Building Resilience

Law firms need to have the right culture within their business structure if they want to be resilient. This means that overall HR strategies and not just ad hoc "are you ok?" days. A strategic approach is important for promoting resilience among employees of all levels, from top management down through team members.

An insight shared by one of our attendees related to the added business benefits of investing to improve employee resilience. These included lower Workcover costs relating to stress leave, lower absentee rates, reduced staff turnover rates and a positive impact to productivity.

There are resources available to the industry to help build resilience, and we need to raise awareness of these. An example of this is Law Care, a Queensland Law Society initiative which provides confidential personal and professional support. Law Care offers a range of services from career advice to conflict resolution and access to financial advice. Their online portal has health and wellbeing resources including tools, videos, podcasts, and self-assessment tools. If you are a QLS member you can head here for more information.

We unpacked the idea that leaders need to get to know their team members at an individual level to be able to better support them in their career (and their lives.) Historically, this style of emotionally intelligent leadership has not been quite as visible in the legal profession, but with new generations of leaders coming through each year we are hopeful that individuals will feel more valued, connected, and understood.

Pandemic Fatigue

One of the key themes of the day was the concept of grief that was being felt by Australians as we transitioned away from pandemic and into the endemic stages of Covid-19. Whilst this might be actual grief for a loved one lost during that time, there is a sense of grief felt by many about events and milestones that were missed, career goals that were not achieved, promotions that were delayed and celebrations that were postponed. Pandemic fatigue is also a commonly felt emotion and we shared tips for organisations to help staff work through it. You can read more on dealing with pandemic fatigue here.

Adapting to Change

One thing is certain in the legal industry, and that is that it will continue to change at a rapid pace. Legal services employees need to be adaptable to constant change, whether it relates to technology, hybrid working, or process improvements. Law Firms need to ensure that their communication is world class – ensuring first class communication plans at every stage of the journey to advise staff that change is coming, what it is, who it involves and when to expect it. Such clear messaging takes the uncertainty out of situations and may prevent key staff members resigning in the face of uncertainty. Given the current legal skills shortage, this is a huge takeaway.

Recruiting Amongst Talent Shortages

At Alex Correa Executive, our team have been involved in the legal profession for more than 26 years. We are currently seeing more work for lawyers than ever before, and greater demand for legal skills and talent. It is a sad industry statistic that over the years we have been eroding the talent pool because we have not provided the right workplace culture or landscape for people to thrive in their careers and their lives.

HR leaders have long understood the need to look after their staff not just professionally but personally too – whether that be in relation to mental health issues, well-being programs or offering flexibility to help them find some work and life balance. Unfortunately, it has been the disconnect between policy and practical application of these types of initiatives which has been the problem. We all know of award-winning firms who have been publicly praised for their initiatives on mental health for example, with lawyers who continue to suffer in silence and are on the verge of burnout. It is because of this that we continue to see a drop off in experienced lawyers year after year. With so many opportunities available to qualified lawyers across government, in compliance, policy or business it is no wonder the choice to leave a career in private practice behind becomes so much easier.

We are also seeing similar shortages of talented lawyers in the UK and USA, and their recruiters have started to come looking for Australian lawyers. They are offering above market rates and global opportunities.

The message for leaders and law firm partners is that the legal profession needs to take action to replenish the talent pool and to address the issues that has experienced lawyers leaving traditional practice. Taking positive action now to build future career pipeline could still take up to 5 years to come to fruition but it involves keeping your graduate lawyers happy with all their enthusiasm and positivity about the future. We need them not be jaded at the end of their first year and making genuine investments in improving staff engagement levels will most certainly give you a competitive edge over time.

Our key takeaways from our HR round table discussion related to building trust between employer and employees, building awareness of mindfulness as a useful tool to help build resilience and that immediate action by firms on the shrinking talent pool was required. We always walk away from these round tables with a sense that the industry is in safe hands with professionals who care and want to make the legal industry the best it can be.

If you need to fill legal roles within your organisation and need advice as to available talent and current market rates, then get in touch. We can help you find your next high performer. Contact Alex or Sophie on 07 3210 0992.

The Shift to Agile Working in the QLD Legal Industry

Fri, 15 Apr 2022 19:13:28 GMT

We have said it before, but never in our 20+ years of specialist Brisbane based legal recruitment have we seen such demand for talent. We are especially seeing high demand for lawyers in the areas of corporate, property, commercial litigation, construction, and workplace relations. It’s a candidate’s market and their employer wish list can be long.

What has changed?

The pandemic experience of Top Tier Law firms has not only led to a change in their working practices but may be taking a much bigger role in reshaping the way the legal profession works. They have had to innovate and move away from paper-heavy processes and in-person meetings. This is primarily because in some of their global offices they have had to shift between working from home and being office-based multiple times. In places like Melbourne, they have experienced almost 2 years of working from home, with some law firms only very recently returning to CBD office towers.

These firms have since reported productivity bumps once their workforces adjusted, and many employees felt that this working arrangement had the potential to improve the way in which their home and work life integrated. Firms have solidified their business continuity arrangements with electronic paper flow and workforces set up to base themselves at home when needed. For some QLD based Top Tier firms, these arrangements went back into action in recent weeks with the catastrophic rain events.

Overall, firms are realizing that they must be agile to resource teams properly and to accommodate peaks and troughs in workloads. Also challenging office-based firms are quarantine and isolation rules that require people to be at home when they have been exposed to Covid-19.

We are finding that the international and larger national law firms have taken note and are offering prospective employees a 60/40 split working arrangement that involves 3 days at home and 2 collaborative days in the office. One firm has even taken on the unofficial mantra where they are giving their staff the space “to do life and to do law.”

Having said that, a firmwide policy to have flexible working arrangements is one thing, it also needs to be delivered in practice. Partners need to role model it and it needs to work across teams. We acknowledge that there are some areas of law where “all hands-on deck” is required to meet client demand on some occasions and this may involve long days at the office.

Areas of law that do lend themselves to agile working tend to be commercial, corporate, property, insurance. Lawyers that need to make regular court appearances may find it more challenging, however there are some teams showcasing how well this can be done with good planning and communication.

We can confirm that in our many conversations with candidates, that they are all looking for flexible working practices and hybrid working arrangements, this is often despite enjoying their current role and the firm’s culture. These same candidates are also not expecting to have to make a trade off in relation to their salary to gain flexibility. Firms that accept this and offer agile working will attract and retain talent. They are giving themselves a competitive edge.

Who is Lagging Behind?

We have heard stories over the course of the pandemic of a small number of firms that demanded attendance at the office (even during lockdowns) and of lawyers that proudly remained at their desks and worked right through. These businesses have perhaps missed an opportunity to innovate and evolve and work in a new way that does offer lifestyle benefits to employees and productivity improvements.

Mid-tier firms with offices in Melbourne and Sydney may now face cultural challenges as they navigate their new ways of working. The ‘corporate office’ experience across the firm is quite different based on the state they were based in. These firms will be able to measure productivity state versus state and we shall watch this space with interest as to whether agile working wins out across the country.

Some firms whose culture may be more “command and control” seem to want things to get back to how things were before the pandemic, with everyone at their desk where they can be seen working. We suspect some of these firms may not have invested the time and energy required to change their management and communication styles and therefore have lost trust with their teams. It is lawyers at these firms that are more likely to take part in the great resignation (if that in fact does hit our shores) and vote with their feet for agile working and flexibility.

An example provided recently during the floods involved employees having to drive themselves through dangerous flood conditions, crazy traffic and flooded carparking in order to wade into the office to retrieve paper-based files in order to work from home. If this isn’t another hint from the universe that it is time to explore digital, then we are not sure what is! Offering agile working will help attract, win and retain talent, but also, it ensures you can get back to work quickly in disaster recovery situations and respond to clients demands without missing a beat.

Overall small and medium firms will have to start paying attention to changes in working arrangements in top-tier firms. If they need to invest in technology to improve workflow or communications to facilitate this, then it should be considered. The current candidate shortage gives lawyers bargaining power and they want agile working conditions. There is also global competition for Australian legal talent to contend with and they are offering impressive salaries. Being able to offer a prospective employee a lifestyle – where they can enjoy their career, the sunshine of QLD and work with great clients can be compelling.

If you are looking for talented lawyers to fill vacancies in your organisation, then get in touch. We can help you understand the current state of the market, the salaries, and conditions that candidates are expecting and help you find your next recruit. Let’s talk!

You can make an appointment by emailing us at info@alexcorreaexecutive.com.au .

Market Update | February 2022

ac@alexcorreaexecutive.com.au (Alex Correa) — Wed, 16 Feb 2022 06:50:04 GMT

February might be the new January ... but the strong job market demand continues.

The close of 2021 saw firms offering increased salaries, additional paid leave and sign-on bonuses in order to secure talent for the new year. And while some lawyers are seeing the opportunities overseas, the local market is feeling the pinch in more ways than one.

Work flexibility has also come into its own, with firms recognising the desire by employees of hybrid working. The pandemic may have being largely responsible for this push towards this new way of working, however it is a shortage of talent that seems to be driving a more employee-centred approach, with many firms negotiating on flexibility and offer working from home days or flexible hours.

Whilst all practice areas are seeing strong demand, commercial litigation and corporate/commercial appear to be the areas experiencing the largest growth, particularly at the mid to senior level. However, other areas such as property and workplace are also very robust in terms of their recruitment activity. We've also seen an increase in the number of legal roles across government and those in the not-for-profit and community sector, an alternative career path for those looking for something different.

With Covid restrictions easing, and borders opening we are seeing an increase in the number of interstate applications. This has meant one of the strongest January’s on record for applicant response to advertised roles. And while some highly mobile lawyers are being lured by the increasingly high salaries on offer overseas, many local firms are being forced to turn work away.

With a buoyant job market and organisations willing to offer attractive packages for the right candidate, 2022 is proving to be an opportune time for those who see their future in Queensland.

To explore what roles we are actively recruiting for in your specialisation take a look at our job board or reach out to Sophie or Alex on 07 3210 0992.

5 Simple Steps to Maximising your Talent Pool

Mon, 14 Feb 2022 06:53:59 GMT

In a candidate short market, the last thing companies should be doing is limiting their options by looking for more employees that are just like themselves. Whilst instinctively, you might think that similar people would increase a cultural fit in an organisation, it reduces the diversity in your workplace and limits your access to all the benefits that go with it.

Diversity has proven positive impacts to an organisation in many ways including productivity, problem solving, and even revenue! According to Deloitte Access Economics, effective management of workplace diversity is linked to the improvement in organisational performance, effectiveness, profitability, and revenue generation. Diversity is a precursor to higher levels of innovation and better decision making in an organisation. A Boston Consulting Group study even found that companies with more diverse management teams have 19% higher revenues due to innovation.

What is Unconscious Bias?

Human beings naturally have bias. Nobody makes decisions in a vacuum. Our brains take mental shortcuts to help us make decisions. These shortcuts are biases. Biases can be positive or negative and are mostly invisible to us. Unconscious Bias is best defined as an implicit stereotype that is the unconscious attribution of qualities to a member of a certain social group. These stereotypes are influenced by experience and are based on learned associations between various qualities and social categories, including race or gender. An example of unconscious bias might be a preference for female candidates for secretarial roles or Asian candidates for accounting jobs. Our unconscious bias and stereotyping can lead to unintentional discrimination and subpar hiring practices.

Understanding Requirements for a Role

As legal recruiters with many years of extensive experience, we have learned to take the time to understand from our client base exactly why particular job requirements exist at the job briefing stage. What we are looking for are the actual requirements rather than the inherited requirements. No longer is it sufficient to fill a role that starts at 7am just because that is when the previous incumbent started. If there is no business-related reason for this requirement, then it is more inclusive to remove such a requirement that cuts out a large section of the talent pool who either have family commitments at that time of the morning or just prefer a later start.

There are many ways you can deliberately seek to overcome unconscious bias within your organisation as part of your hiring strategy and to increase your available talent pool. These are our tips to get started

1. Advertising

Take the time to use language that attracts all genders and gives a sense of belonging. To help you do this you can use the Gender Decoder . This is a free website tool that helps point out any gender bias in your job ads so that you can remove or reword them.

It is also useful to think about how the organisation’s workplace culture is described. Terms such as “work hard, play hard” can detract some female applicants. Also consider whether any social activities are centred around alcohol consumption or a particular sport as this can also exclude individuals from taking part. Inclusive ads attract more candidates and typically take a shorter time to fill.

2. Job Descriptions

The detail in a job description tends to be analysed carefully by applicants. Consider the title of the position and any gendered language used. Think about whether any of the job description’s content including responsibilities and tasks could be considered exclusionary. These include work arrangements, flexibility, qualifications, and work experience.

3. Removing of Identifiers

Hiring managers and recruiters can share profiles of candidates anonymously without any gender identifiers or ethnicity hints included in a name. This helps determine a level of interest in the individual’s skills and experience without being distracted by considerations around where they live, what university they attended or their country of origin. You might be surprised at how effective this approach is to outsmart ingrained unconscious bias.

4. Longlists and Shortlists

When we present a shortlist or a longlists to a client, we provide quick statistics on the demographics of applicants. This is helpful for our clients to better understand the external market and whether any of the prospective talent pool is being missed. These statistics easily highlight genders and seniority brackets that are not applying. This could be due to the organisation’s brand in the market, the wording in the job advertisement or the job itself. We strive to provide our clients with a balanced shortlist with a broad selection of individuals (e.g age, gender, racial and cultural backgrounds.)

5. At the Interview Stage

You can encourage diversity in the interview panel and ensure that interview times are not prohibitive to candidates. Where informal ‘meet and greets’ are part of the selection process consider encouraging coffees rather than ‘beers or wine after work’ Furthermore, encouraging participation of a range of team members can help make a candidate feel like they belong.

By being inclusive and considering the diversity implications of your wording and approach you widen and increase the quality of the talent pool available to your organisation to fill a role.

We are exceptionally passionate about improving diversity and inclusion in the workplace, so much so that we would love to introduce you to our colleagues at an exciting new division of Alex Correa Executive: Developing Talent . They are independent human resources consultants that deliver tailored diversity and inclusion programs to suit your organisations. You can find out more about their programs here .

If you would like assistance with improving the diversity and inclusion in your hiring practices, then get in touch. We can provide confidential advice or put you in touch with our colleagues at Developing Talent. Email us at info@alexcorreaexecutive.com.au

From Private Practice to In-House and Back Again

Mon, 31 Jan 2022 23:26:53 GMT

In recent months at Alex Correa Executive, we are seeing a slightly unusual trend and that is an influx of lawyers who currently are working in house, wanting to return to private practice. These senior, experienced, talented lawyers have made a clear decision that the time has come to refine their skills in a private practice setting and to move away from the more generalist in-house environment.

The pull back to private practice

Private practice firms do several things very well:

Provide mentoring opportunities
Foster specialisation of skills
Offer career development and progression opportunities
Greater earning potential in medium to long term - in-house salaries have a ceiling
Offer an abundance of resources
Provide the chance to surround yourself with subject matter experts ranging from tax and stamp duty to intellectual property law

Many of these in house lawyers, made the move from private practice earlier in their careers, hoping for better work life balance and to step away from billable hours. Some found what they were looking for, and others found that the hours were just as long and the pressure and demands just as challenging!

Those seeking to return to private practice still have a little trepidation about billable hours and long days, however, are now seeking to maximise their earning potential and many are keen to work their way up to partner.

We have many years of experience recruiting across all types of firms, private, in house, government, top tier, boutique and mid-tier and all the others in between. What we have learned in relation to work life balance and long hours is that they both are very dependent on the industry you are serving and the clients you are working for.

Individual motivations

One lawyer we recently recruited back to private practice expressed her excitement about her access to experts at the end of the corridor. No longer would she need to problem solve in areas outside her own expertise, she could tap into those years of experience by dropping by their office and asking a quick question. She knew that would help her provide a better service to her client base and that she would learn from the best whilst doing so.

Another recent candidate came from an in-house background in manufacturing. He had great experience at acquisitions, employment matters, industrial action, leasing commercial premises and even tax issues. After several years in the manufacturing industry however, he was coming towards the end of the interesting corporate transactions and was looking for a new challenge. All of the skills he developed in industry were valued in private practice and he was snapped up very quickly.

The return to private practice is not just being seen in top tier firms, but also mid-tier and boutiques. These firms that often have ex top tier partners have set themselves up well for success, are running profitably and can now meet the market to attract talent towards them. We are also seeing that the work life balance aspect of a career in law is slightly more manageable in these smaller firms.

In our early days of recruiting, the return to private practice situation would have been regarded as quite unusual. Once a lawyer had chosen to take the in-house path it was much more challenging to reverse direction. This has certainly changed as in-house and government skills are much more in demand. Part of this relates to the shortage of candidates, but also a general acceptance that their time outside private practice is valuable and brings new and innovative ways of doing things. We expect to see this trend of mid to senior career lawyers making this transition from in house and general industry back to private practice to continue in 2022.

Let's be clear... it's not for everyone

This diversion from traditional career paths can pay long term dividends. Having earned your stripes outside of private practice, talented candidates returning with significant skills and experience can put themselves on the track to partnership and a greater earnings potential. Having said that – money is not everything and candidates should also consider that a firm aligns with their values and that they fit the company culture well.

If you are a talented in house or general industry lawyer looking to make the move back to private practice, get in touch. We can provide a confidential career consultation to help you understand your market value and what is on offer in the QLD legal industry. You can make an appointment by emailing us at info@alexcorreaexecutive.com.au

Lawyers are on the move to QLD. But where are they?

Wed, 15 Dec 2021 23:20:50 GMT

When it came to the pandemic in Australia, each of the states had a unique experience with different levels of restrictions on how we work and live. Queensland managed to stay unscathed so far in 2021 although experts are now pushing vaccination targets as they advise us that we will not be able to avoid a Delta outbreak forever.

This has meant that to the average east coast Australian lawyer, Queensland has appeared very attractive. We have the beaches, the outdoor lifestyle, the sunshine and a mild winter. We also have managed to keep our economy mostly open, with people enjoying restaurants, theatres, gyms and events throughout 2021.

To our colleagues in locked-down-forever Melbourne and those that did 107 days of lockdown in Sydney, the grass certainly may appear greener over the northern border.

This article from the ABC from earlier in the year suggests that 25,000 people moved to Queensland in 2020. This migration has had an impact on housing prices and rental availability. It is a product of ex-pats returning home and unhappy workers in Melbourne and Sydney relocating. We wonder what the final figures for 2021 will be like!

The Migration North

How this has translated into the QLD legal recruitment market is that National firms had a lot of requests from interstate team members to relocate to Brisbane. Having learned from almost 2 years of working from home that they really could do a lot of their role from anywhere, they wanted the lifestyle benefits of Queensland, but to keep their client work which essentially was based in the southern states. They also wanted to keep their Melbourne/ Sydney salaries.

Not all firms agreed, with many negotiating internal relocation salaries down to Queensland levels arguing that the cost of living was cheaper. Queensland branches of national firms made desks available where they could be to retain the talent within the organisation, but this has had an impact on office space in Brisbane.

Firms found that relocating lawyers were offering to pay their own way to attend their home office to visit interstate clients. It is difficult for a firm to argue that a job can’t be done from anywhere, when an employee has managed to prove exactly that by working from home for the last 2 years.

This has led to a mystery in Brisbane law firms. They keep hearing about all this talent migrating north. Where are they all? And why are they not applying for our available roles?

We have heard stories about lawyers who have successfully negotiated internal relocations and moved with their families to the sunshine state. Some are working in a hybrid existence from a CBD office tower for part of the week and the remainder on the sunshine coast with their families. Others are working remotely as far away as Cairns.

Brisbane firms may need to adjust their expectations to attract this inflow of talent and will need to consider offering remote working and flexible arrangements. They may even have to compete financially.

Our Flexible Working Future

Research from overseas suggests that a significant increase in productivity was gained by the shift to remote working. Generally, any time that had been spent commuting was absorbed into the working day.

Some employees enjoyed the lack of office distractions, less meetings and coffee catch ups and distance from office politics and colleagues that they didn’t get along with! Others missed office interaction and are looking to ensure there is a hybrid working arrangement in their future.

Something that working from home and relocating to a satellite office away from direct managers and senior leaders has in common is that you may feel less visible. This can add challenges to your career in that you may miss that water cooler chat or in-the-lift ad hoc conversations that can offer opportunities for interesting work or projects. This is something that will have to be considered by those basing themselves away from the action of the head office.

There are many benefits for legal industry employers in our brave new post pandemic world. For some it means a relocation to an area for lifestyle benefits. For others, it will be cementing hybrid or working from home arrangements. It’s an exciting time of change and innovation and we love being a small part of it!

If you are a talented lawyer considering a relocation to Queensland, then get in touch. We can help you consider your career options, pathways and market value. Let’s talk!

Contact us for a confidential career consultation where we can help you understand your market value and what is on offer in the Brisbane legal industry. You can make an appointment by emailing us at info@alexcorreaexecutive.com.au .

Acknowledging Loss and Letting Go of Pandemic Fatigue

Wed, 10 Nov 2021 02:46:52 GMT

Are you feeling it?

It seeps around us in many forms. It may feel like restlessness, confusion, fatigue, overwhelm, frustration, irritability, anxiety, gloom, melancholy, a heaviness in our step and in the air – or just a sense of general unease that moves away every time you almost put your finger on it.

Do you feel this need to be done with 2021, and moving into a bright and new 2022?

Are you ready to hang out the closed sign and head into the end of year celebrations and break now, rather than in a months’ time? You know that something isn’t quite right, but you can’t quite put your finger on it. The feeling is often elusive, but seemingly insignificant events can make you cry or respond with an anger that you did not even know was there.

Over the past few weeks I have had many conversations with many different people, from all walks of life and in different States, and a common theme has emerged. The best way that I can describe it is that it feels like a form of collective exhaustion. As though we are all just hanging in there, keeping our eyes focused on the road ahead, not daring to look around for fear that we may just veer off the road and self-destruct.

For a long time we lived with an illusion of certainty.

While intellectually we may recognize and even understand that very little in life is actually certain, we had carefully crafted a world where we at least felt that we could plan weeks, months and even years ahead. Just cast your mind back to job interviews of the past and the oft asked question “Where do you see yourself in 5 years?”

And then came Covid 19. The pandemic has robbed us of the certainty that we took for granted, thrusting us into a world of ambiguity, fear and insecurity, exposing our vulnerabilities and draining our resilience.

Loss is part of being human, of living a life. Some losses we expect, and others blindside us. None of us saw the pandemic coming, and when it arrived, we did not know the extent of what it would take from us. Covid 19 has wrought innumerable losses upon so many, yet some are more obvious than others. Some we may not have even recognised as losses. And if we don’t recognize a loss, we do not realise that we are grieving.

You may not have experienced an obvious loss such as a death or divorce, but you may have lost a career, a home, a way of life, the ability to connect with family and friends, trust, safety, or one of more than 30 other losses that we can experience – and we have all lost certainty.

As borders opened and closed at a moment’s notice, lockdowns continued and our days are still marked by press conferences and daily case numbers, an underlying anxiety permeates across society.

Many of us consider ourselves resilient, and in a leadership role we want to lead by example and show strength for our team. As a professional you want to be strong and in control so that your clients have faith in your ability to help them when they are stressed and vulnerable. And yet you suddenly find yourself crying in a meeting, you snap at a colleague, or perhaps, in the extreme, explode in rage. These are all symptoms of unresolved grief.

Feeling overwhelmed, stressed, lost, tired, shattered, exhausted and literally in survival mode are all natural and normal reactions to grief and loss. Grief does not just show up as sadness. It is a cocktail of emotions that accumulate over time. Eventually there is no further capacity for another disappointment, another loss, and you snap. And you don’t really know why.

So it is tempting to hang out the closed sign now, take a deep breath and hibernate until the New Year arrives. I know, I feel it too. And most others I have spoken to over past weeks feel similarly. We are done with 2021, grief, loss and uncertainty.

However, if we take time to acknowledge the losses of the past year or two, and the grief that you may be feeling, we can navigate an easier path forward. It need not be so black and white.

And it is easy to begin simply by recognising these feelings as grief.

There is something very powerful just in naming – out loud - these feelings as grief. It helps us feel what’s inside of us. For example, tell your colleagues “I’m having a really hard time right now,” or “I cried last night” or “I am so disappointed that I have to cancel another holiday plan.”

When you name it – out loud and not just to yourself - you feel it and the feeling moves through you. Emotions need motion or they remain trapped in our bodies and can cause us pain.

Acknowledge what you have been through, or are currently going through, without comparing your loss or grief to others, and then minimising your own feelings. Too often we tell ourselves things like, I feel disappointed, sad and overwhelmed, but I have no right to feel that way as other people have it worse than I do.

It is more important to stop at the feelings. I feel disappointed, sad and overwhelmed. And then just take a few minutes to feel disappointed, sad and overwhelmed. The key is to really feel those feelings – and any others – whether or not another person is feeling anything, or ‘has it worse than you’.

All grief and loss is unique to an individual.

Practice compassion – for yourself and others. Everyone has different levels of loss, grief, anxiety and fear, and it will manifest in different ways.

Next time you snap at a colleague, or they snap at you, take a breath and reflect on the behaviour. It is out of character for you, or for them – does it seem to be an over reaction? If so, this may be how you or they are dealing with grief, fear or anxiety, particularly if it has gone unacknowledged for some time.

Think about how you – or they – would usually respond and be patient, with yourself and your colleague. Perhaps take a moment to check in and ask ‘Am I ok? or ‘Are you ok?

By allowing yourself to express and acknowledge the emotional pain that is associated with the losses that you have experienced you are able to say goodbye to unmet hopes, dreams or expectations and are able to begin again, being emotionally complete with all of the things that did or did not happen.

You will then have the emotional resilience to enjoy all of the opportunities that 2022 will bring with it.

Written by Pip Ahern who is an Advanced Specialist, Certified by The Grief Recovery Institute and the Founder of Wondering with Grief.

Grief isn't just caused by bereavement. There are over 40 significant life events that invoke feelings of grief. Many women have experienced loss as a result of domestic violence. This could be the loss of self, identity, career, their home, their community, a child or their children. It could also be a loss of trust in the people, systems, services and institutions purporting to offer help and assistance.

Contact Pip if you are looking for a program to support your people through the challenges and grief brought on by the Covid 19 pandemic.

Ep 13 | Slowing Down, Speaking up and “Playing in Ports" with Suzy Cairney

Mon, 08 Nov 2021 01:45:17 GMT

Suzy Cairney has seen a lot of shipping containers in her time but the most memorable one was in the foyer of a French shipping agency, transformed into a giant shark tank.

“That was brilliant advertising, you knew exactly what you were getting into when you negotiated with those guys.”

The former European Legal Counsel for the Port of Singapore, has worked in several in-house roles in Australia and overseas and is now a partner at Sparke Helmore in Brisbane.

She speaks to Alex Correa about the family priorities which saw her choose Australia over her homeland Scotland, how helping build something is better than endless litigation and why her eyes light up when she talks about supply chains!

Suzy also details the diagnosis which changed her approach without ever changing her attitude.

“I would not suggest that cancer was something anybody wants .. however, I'm actually quite grateful for the experience.”

“You do mature, maybe grow into yourself a little bit and I really think that changing perspective is something that has been a surprise for me.”

TOPICS

Working in-house for multi-national companies
Practicing law in Europe, Asia, and Australia
Life as a law firm partner
Women in engineering and construction
Maintaining wellness while practicing law

Enjoyed the podcast? Share and Enjoy!

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If you want to talk about your career in law reach out to us here
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Credits

Host : Alex Correa - Career Coach in Law

Brought to you by Alex Correa Executive

With thanks to our guest : Suzy Cairney

Friends in Law is edited and engineered by Cold Ghost (aka Fletcher Babb) Produced by Bern Young

Why you Should Say Thanks but No Thanks to a Counter-offer

Mon, 25 Oct 2021 11:57:10 GMT

In this article we discuss the pros and cons of accepting a counter-offer from your existing employer. Discover the career limiting outcomes and the surprising statistics relating to how many people who accept stay with their company for the long term.

With the current recruitment market at its most competitive in years we are increasingly seeing candidates being made counter offers by their existing employer.

The latest Seek Employment report demonstrates that the number of available jobs continues to thrive after a platform peak in April 2021. They have risen another 6% in September. This same report shows the legal industry available jobs increasing by 3%. Industry research also suggests that less people are applying for these many available roles. Demand for talent is strong.

The post pandemic job increase coupled with a lack of overseas worker has increased the intensity of the hiring process. This has led to employers moving faster than ever to secure good candidates. At Alex Correa Executive we are currently finding that the best candidates are receiving multiple job offers. Their own employers are also making compelling counter-offers to retain them.

While such offers might feel flattering, accepting them carries some career risk. Research shows 80% of people who have accepted a counter-offer will not stay at their current employer for more than six months. Astoundingly, 93% will not be there in eighteen months’ time. It is therefore important to put aside your ego and give any potential counter offer some serious thought.

As a leading legal recruiter with many years of industry experience, we have seen this phenomenon happen again and again. With accepting a counter offer only working out for 7% of people over the long term these are the contributing factors you should take into account when weighing up your decision.

1. Revisit the Reasons for Leaving your Current Role

Revisit the reasons you wished to leave your current role and compare them with the current situation. What has changed? Why didn’t your employer give you more money, a new project or different working conditions when you asked? If the counter-offer is purely a financial decision, what about the other aspects of your role that you were unhappy with? What other aspects of your role triggered your search? Do you get along with your boss? Can you see a clear career progression? Are you being invested in with development opportunities and training? Does your current firm align with your values? Consider whether any of these conditions have changed. Accepting a counter-offer might bump up your salary, but it rarely changes the reasons that drove you to look for a new job in the first place.

2. Consider your Value

Why didn’t your employer recognise your value previously? How much do they really recognise your contribution if you must resign before any action is taken? Consider whether this is the type of work culture that is positive for you and your career. If you have not felt valued by an employer during your tenure, this may be unlikely to change.

3. Consider the Counter-offer from your Employer’s Perspective

Many companies might offer you what they think you want to avoid disruption and the inconvenience and expense of recruiting and training your replacement. It is important to be mindful that your current employer is now aware you were unhappy enough to want to leave. Their counter-offer might simply be buying them more time to get a project through to completion. It is not unconceivable for them to consider replacing you at a time when it is more convenient for them. Also consider how your resignation and an accepted counter-offer might affect your ongoing working relationship with your manager and colleagues. Your commitment, loyalty, and dedication to the organisation is likely to be questioned in future. Your employer and colleagues may consider you to have breached their trust. Over the long term this may mean that you may not be the first choice for special project or promotion down the track. Your colleagues might think you have been treated with favouritism which can be detrimental to working relationships.

4. Never Ever do This!

You should never accept a counteroffer from your existing employer after you have accepted an offer from a new employer. This is unethical and damages can even ensue for rescinding the employment contract.

The damage done to your personal brand and reputation in the market can be significant. A new employer has taken the time to interview you and make an offer. They have prepared for your arrival, announced you to the rest of the organisation, and have quite likely declined other people for the role. You are unlikely to be reconsidered in the future. The legal industry is small and at the risk of sounding dramatic “burning bridges” will invariably harm your career.

We understand that accepting a counteroffer from your current employer might be tempting. After all, it saves you packing your desk and starting over somewhere new. The pitfalls, however, can be draining and career limiting. Once you have taken the decision and steps to pursue a new role, believe in your choices, the reason for your decision and take the next step in your career rather than staying in your comfort zone. We strongly suggest you say “Thanks, but No Thanks” and walk away respectfully having already made your contribution to your current firm.

For more career advice from legal industry recruitment experts stay in touch. Contact us for a confidential career consultation to help you understand your market value and what is on offer in the Brisbane legal industry. You can make an appointment by emailing us at info@alexcorreaexecutive.com.au .

Ep 12 | Helen Kay - The Rise and Rise of the Boutique Law Firm

Tue, 21 Sep 2021 03:35:02 GMT

“You don't have to do things the way people have done them for 50 to 100 years."

“We’ve got legal rules that confine us, but we don't have to be confined with the way in which we deliver those legal services.”

And with that, Helen Kay set out to create a very different law firm from the ground up.

The Managing Director of Rise Legal shares her journey from the UK to Australia, starting in one of the biggest firms and eventually working for herself as a sole-trader, only to find that what she needed, and wanted, was somewhere in between.

Topics

Goalsetting and the business of law
From big law to the evolution of new law
Entrepreneurship, networking and building a profile
Client service and KPI's - a new measure of success!

“It started as a niggle and that niggle was, don't like the mahogany desks, I don't like hourly rate billing, I don't like this part of it.”

“I had a goal in mind and I needed to build a network of people who I knew, liked and trusted and who were going to know, like and trust me, ready for when I wanted to start my own law firm and I knew it was going to look different this time.”

“So I didn't say no to anything. That was a sort of taboo word .. even if I was exhausted, even if I had four other things on that week, I never said no.”

Enjoyed the podcast? Share and Enjoy!

Please don't forget to leave a rating via Apple Podcasts
Never miss a drop by subscribing on Spotify , Apple Podcasts or Spotify
If you want to talk about your career in law reach out to us here
Or why not connect with Alex on  LinkedIn

Credits

Host : Alex Correa - Career Coach in Law

Brought to you by Alex Correa Executive

With thanks to our guest : Helen Kay

Friends in Law is edited and engineered by Cold Ghost (aka Fletcher Babb) Produced by Bern Young

The Phenomenon of the Mid-Career Drop-Off in Private Practice

Mon, 13 Sep 2021 21:52:43 GMT

In this article, we discuss the phenomenon of the mid-career drop off that occurs for many women in law, and why it is worth private practice firms putting the effort in to reverse it, to maintain institutional knowledge and to increase their own bottom line.

One thing that has become very clear during our years as legal industry recruiters, is that women’s participation in private practice within the legal industry starts to drop off when they get to mid-career level.

Hired in equal quantities out of law school, they certainly don’t represent 50% of leadership roles in QLD legal firms. There is an attrition rate relevant to female lawyers as their career progresses. They leave private practice during the ages of 35-55 years of age in significant numbers.

Betty Friedan is quoted as saying, “you can have it all, just not at the same time” and there is a similar quote attributed to Oprah Winfrey. Do female private practice lawyers reach their child-bearing years and realise they have a legal career that is not compatible with family life?

The phenomenon of women leaving private practice can be attributed to:

Many women are faced with the dilemma of how to be a career focused lawyer and participate in the raising of a family. Some might argue these two things are mutually exclusive. A female lawyer with children may feel compelled to shift to part time hours to be involved in her children’s lives. This is particularly the case where it is not possible to have an equitable split in your family of household and childcare responsibilities or more outsourced help at home.
Taking on caring responsibilities for aging parents
Relentless workloads, demanding hours, demanding clients all of which have an impact on work-life balance.
The pressure of maintaining billable hours, potentially at the expense of family commitments.
The appeal of in-house or government legal opportunities appearing to offer more balance

Many women, particularly those who take time away from their career to have children return to private practice law firms in a part time capacity. Some then feel that they are seen as less committed because they are working part time. This has an ongoing impact on their self-confidence and their likelihood of applying for advancement opportunities.

Some part time lawyers feel a sense of loyalty to the firm that has let them work part time, reducing the chances that they will apply for other more senior private practice roles at alternative firms.

Anecdotal evidence suggests that men are more likely to apply for lateral career moves, partnership opportunities and push their career harder.

The mid-career drop-off has a significant impact on diversity, particularly at senior levels within private practice. Companies often lose high performing female employees at the peak of their careers. The very women that they have invested significant funds in their training and experience. Effectively, the mid-career drop-off for private practice female lawyers is this investment walking out the door.

Diversity has been proven time and time again to have an impact on revenue, collaboration, innovation, creativity and problem solving. It has been demonstrated that it is worth the investment in programs, policies and flexible working arrangements to keep these mid-career women in an organisation. This prevents the expense of replacing her and the loss of her institutional knowledge and client experience.

Reversing the Phenomenon

Firms can take steps to reverse or stabilize the mid-career drop off. We might even find that the post Covid-19 shift to remote working and virtual ways of working may help over the long term.

Other programs that are having success at some firms and may be worth considering are:

A formal mentoring program between senior lawyers and those approaching mid-career
Ensuring you have senior role models who demonstrate working flexibly and remotely
A talent pipeline that has a fair representation of female employees.
Promotion of high performers that have obvious family responsibilities
Ensuring that you have competitive maternity and paternity leave programs. In our experience, candidates are comparing these across firms when it comes to deciding on a job offer.
Consider the career pathways you present to women returning to the workforce after taking time out to raise small children. Some organisations have formal “return to work” programs that act a little like a cadet or graduate program.
Take a hard look at the data from your own firm. When are women leaving and why? Ensure you are doing exit interviews to extract this information and learn from it.
Consider resources to help women balance their family obligations. It is a fact of the world that this often falls to them regardless of their career status.
Train women and men in equal numbers in business development and leadership skills
Encourage mid-career private practice females to develop their skills in personal branding, self-promotion and even how to negotiate a pay rise.
Consider job sharing, time in lieu and part-time roles within your organisation. Ensure that the work is still interesting and that these are not considered “lesser” roles.

In summary, the phenomenon of the mid-career drop off is one we experience as legal industry recruiters every day. When we advertise roles that are in-house, or within government, we are overwhelmed by the number of applications from females looking to escape private practice. If you are a talented lawyer considering leaving private practice, then get in touch. We can help you consider your career options and pathways. Let’s talk!

Take a listen to Episode 9 of Friends in Law where Alex Correa and the President of the QLS Future Leaders Committee, Minnie Hannaford discuss the mid-career drop off.

One Lawyers Journey from Private Practice to In-house, through burnout and back…

Fri, 23 Jul 2021 05:24:38 GMT

Carly Traeger’s career pathway has always been an unconventional one. She is one of the few lawyers in QLD who has gone from private practice to police officer, employment lawyer and to in-house and then finally back again to private practice.

Like many women, Carly’s career trajectory has been impacted by difficult decisions around relationships and family. Whilst she loved her role in the police force, which included time being outside, away from a desk, helping people and lots of challenging variety in her days. She felt she had to walk away from a promising police career because they wanted to station her 6 hours away from her partner at the time. She felt forced to choose between her relationship and her career.

Managing family life

It was after Carly had children that the real juggle began. At 3 days a week in private practice she felt like work had to be handed over to colleagues on the day’s she was not there. If a child was sick it fell to her to manage and most of the domestic workload fell to her as a “part-timer”. When a redundancy came about Carly took an in-house role at a former client.

Any working mum knows that the pull from home is hard to balance. Societal norms still often weigh the caring responsibilities for children on the shoulders of the working mother. Even those that acknowledge having a fulfilling career makes them a better parent still battle with ferocious parenting guilt much of the time. It is really challenging to return to work with multiple children and progress your career, and no less so in a legal career.

Many women try different balancing acts. Less days, more time at home, or more working days traded for more time in care. Carly eventually stepped up to 4 days, and found the balance felt better, she was more available for her job and the responsibilities at home were being shared by her partner. She felt less “part-time”.

Taking on too much

Whilst Carly enjoyed her role in-house which was largely in a HR role with an employment law focus, its workload eventually led to mental health challenges. She just took on too much. Like many of us she didn’t want to let the team down or seem averse to opportunities when they were offered. When she was asked to take on a short-term leadership role on top of her usual responsibilities she said yes.

What she then faced was a workload that was too intense almost all-consuming. Carly felt that she was giving everything to her job and did not feel present with her children or husband. She was just too tired to do much on weekends or her day off. Carly says, “I felt like I couldn’t cope anymore. I didn’t want to go to work, I had no confidence. It was a really tough time.”

The additional responsibilities quickly led to burn out and Carly found herself taking some time off to recover. She thought to herself that she just needed a few weeks, was tired and needed a break.

It was only when the EAP psychologist Carly was seeing described what she was experiencing as anxiety, that Carly broke down in tears. She was shocked. She didn’t want a label like that. She didn’t want to experience mental health problems. But here she was in the trenches.

Carly took some time off. She spent some time reprioritizing and focusing on her wellbeing. She spent time with her family and self-care. It was the best thing she could have done.

The Recovery

Working with the psychologist over time helped her eventually bounce back. She was advised not to make any rash decisions about her future, but to approach her return to work as an opportunity to work through what was making her anxious and to confront it head on. It would have been easier to walk away, but Carly bravely returned to work and to the environment that had started the problems.

It was with the massive support of her colleagues and being very up front with what she was experiencing that Carly began to work through her anxiety. She found that by speaking up she had given people around her permission to share their own experiences and those of friends and family. Carly certainly did not feel alone and began to understand that what she was feeling was quite common. Her colleagues were constantly and authentically checking in with her, asking how she was going and whether they could help.

Carly acknowledges that the skills she gained whilst working in-house have helped her gain credibility for future clients. She understands from a commercial perspective how a business operates, and how to assess risk. She has been involved in a broader range of tasks than she would have otherwise such as projects, presentations, managing stakeholders and leading a team.

What Carly Learned

Like any life experience, Carly’s anxiety has delivered lessons for the future. Many lawyers feel that they have periods where they are working too hard or are stuck in-the-grind. They might wonder how they get off the hamster wheel. Carly’s advice to others is that it is ok to say no. If faced with the challenges that lead to her burnout again, she would feel comfortable saying no. Or asking for support to take on aspects of her existing role. She has learned to value herself and her mental health and not to trade it for some imagined moment of being a team player.

Carly has learned to assess what is on her plate and to understand that she can’t just keep adding to it infinitely. Carly now practices yoga and meditation. She will even meditate on the bus on the way home before she picks up her children from day care. It helps her switch off from work. She is aware of how she is feeling and her own emotions. She can recognise when she is too busy and take steps to manage her workload before it gets to crisis point. She practices self-care.

When Carly took time to reassess what she wanted from her career having overcome her difficult year, she stepped back towards private practice. She took time to find the right role, with the right 4 day a week flexibility, the opportunity to work from home and the right supportive Partner.

She is now thriving amongst interesting legal work with plenty of support including researchers, paralegals and her own secretary. The day off a week with her family has better boundaries and the future looks bright. We think it is a testament to her courage, life experience and tenacity.

Like Carly, many lawyers consider making career changes once the juggle of family life comes along. The industry is starting to become more flexible and we are even seeing working from home becoming a permanent working arrangement. If you are finding yourself stuck in the grind and on the look out for a change, get in touch, we can help!

If you are considering your next career move, we can help. Contact us for a confidential career consultation where we can help you understand your market value and what is on offer in the Brisbane legal industry. You can make an appointment by emailing us at info@alexcorreaexecutive.com.au .

Ep 11 | Alister Fitzgerald’s Field of Dreams - Using Technology to Improve the Legal Load

Wed, 14 Jul 2021 06:11:00 GMT

Do you remember when lawyers didn’t even have computers at their desks? (pre-90's that would be!)

The opportunity for robotics and automation and how that will impact the future of work is an issue across all industries, including the law.

Alister Fitzgerald, CEO and founder of Field, is at the forefront, providing a digital platform that is already reshaping legal work within the property industry.

But can technology reduce the all-consuming nature of being a lawyer and make for a more sustainable, enjoyable career?

TOPICS

The Future of Law and automation
Legal tech, client delivery, and career fulfilment
Partnership, big law, and life outside of private practice
Lawyers who are entrepreneurs

“I'm very interested in technology and how it can change the way things operate for the better. I'm a systems person, and not in the sense necessarily of the micro level, but I like things that should connect to work better.”

“I don’t think everyone needs to know how to be an expert software developer but the threshold to learn to do some simple coding isn't that high. And I think they're probably skills that are useful, if only to have an understanding and empathy for people who are going to be very relevant in the profession.”

“(By 2050) I can't imagine lawyers doing what lawyers do now .. but I would hope that the thinking and the intellect and the morality of the processes that find themselves into software are directed by people with similar intelligence and application in the legal profession as they do now.”

Enjoyed the podcast? Share and Enjoy!

Please don't forget to leave a rating via Apple Podcasts
Never miss a drop by subscribing on Apple Podcasts or Spotify
If you want to talk about your career in law reach out to us here
Or why not connect with Alex on  LinkedIn

Credits

Host : Alex Correa - Career Coach in Law

Brought to you by : Alex Correa Executive

With thanks to our guest : Alister Fitzgerald

Friends in Law is edited and engineered by Cold Ghost (aka Fletcher Babb) Produced by Bern Young

3 Ways Covid-19 has Impacted the Way Lawyers Work

Mon, 21 Jun 2021 22:43:22 GMT

In this article we talk about how the Covid-19 pandemic has impacted the way our legal industry works. In particular we explore how the pandemic impacted the working life of lawyer Sarah Frost of KWM Connexion. She talks about what she learned and the positive changes she is hanging onto.

Sarah Frost is a highly skilled commercial litigator and legal consultant. She had worked flexibly for many years. When the rest of the industry shifted to working from home, it meant very little change for her. Despite this, she found that changes enforced by government restrictions and state health directions would still have many lessons for her.

When we spoke to Sarah, she provided a personal insight into the impacts of COVID-19 on her day to day working life. Many of her thoughts were confirmed by the findings of our Legal Industry Survey published late last year.

Prior to the pandemic, Sarah had arranged her week so that she had two days in the office. This gave her an opportunity to maintain her network and to catch up with people for a coffee. Covid gave her permission to pause this perpetual busyness, to regroup and to take a breath. Sarah continued much of her mentoring and relationship building by connecting online with her network.

Communication

Sarah says that Covid-19 forced people to consider how they were communicating and to make the effort to communicate better. Sarah said she felt that she had to be more thoughtful around how messaging and tone is perceived. The lack of personal, face-to-face interaction was a factor in the need for improvement in communication within teams. Sarah says “You realise a lot about yourself and your style of communication when there’s a lot lost in translation.”

Productivity

Sarah observed in her experience that Covid-19 altered what it meant to be a valued and trusted employee. Law firms were forced to extend their trust in their staff to be productive at home. This meant that junior staff, administration staff and personal assistants all were trusted to work from home, many for the first time. In Sarah’s personal experience, she has always been able to work flexibly and part-time because she went above and beyond.

The work from home model requires a lot of trust placed on the employee where work product is a measure of productivity. Sarah’s personal experience correlates to our Legal Industry Survey findings where 90% of people saw an uplift in productivity working from home (as long as the work was available).

Client Expectations

The tightening of client expectations has been a challenge for many individuals in terms of managing their day. Many clients expected the same responsiveness, work product and deliverables regardless of where you were working from. Sarah found that the financial pressure from a client perspective and delivering billable targets meant that the focus had to be on efficiency and productivity whether you’re at home or in the office. In Sarah’s experience, there was an increase in the time required to manage matters than there was before. Sarah felt that this was not necessarily reflected in changed daily targets.

The challenge faced by firms after this period of working remotely seems to be justifying that their teams should return to the office in a full time capacity. Sarah shared with us the importance of working in the office for informal communication, connectedness and engagement within a team and positive relationships with clients.

Sarah felt that post Covid-19 there is a lot more autonomy around coming up with your working arrangements within your own team. Firms are requiring a commitment from people on a team-by-team basis on how they want to work. This has proved effective for maintaining flexibility and ensuring teams are also coming together in person.

The lessons Sarah learned whilst continuing her legal career in the midst of the Covid-19 pandemic are all encompassing across firms, industries and the country. Business-as-usual will most likely never look exactly as it did in the past. Taking the improvements to technology, communication and allowing staff to be trusted to work from home when necessary or for work life balance reasons are now a part of the future of work in our legal industry. There will remain challenges with finding a balance that fosters connections and still allows remote and flexible working. We will continue to watch this space in relation to the few firms that want all employees in the office full time and what this will mean for employee retention.

Ep 10 | Antonia Mercorella | Life’s a stage for the CEO who’s still “such a lawyer!”

Sat, 19 Jun 2021 07:00:22 GMT

When Antonia Mercorella first turned her back on a career in law to pursue a life in the arts, she couldn’t have imagined her job title now - CEO of the Real Estate Institute of Queensland.

“I got a clerkship at a highly regarded commercial law firm in Adelaide. But I really didn't enjoy it. And I left to join the State Theatre Company.”

“I remember people saying to me, you're mad. And a few times in my career that's happened, where people have judged me and said, ‘What are you doing? You're all over the place.’"

As the first female CEO of the REIQ, Antonia is determined to right the gender imbalance in leadership and thrives on settling the disputes that inevitably brings.

TOPICS

From private practice to the C-Suite and industry-shaping
Authentic leadership, parenthood and quotas
Diversity, inclusion and organisational change
Traditional legal career path vs a flexible/divergent path

“I feel a responsibility now as a CEO, I have women ask me, how did you do this and how do you manage it? And I try and be really honest about the fact that it's a real challenge. You know, juggling everything is a real challenge. And there's no perfection in any of it.”

“I have mixed feelings about it. At one level, I feel extremely privileged to be the first female in 103 years. And at another level, it really disappoints me that it's taken that long for a female to lead REIQ.”

“We were labeled anti-tenant, and we were labeled as heartless. And that was challenging because I actually have a very strong social justice slant.”

“Why are you apologising for being pregnant? There's no need for an apology. And I think it's really disappointing that that occurs, and yet I've been there myself, I'm guilty of it.”

Enjoyed the podcast? Share and Enjoy!

Please don't forget to leave a rating via Apple Podcasts
Never miss a drop by subscribing on Apple Podcasts or Spotify
If you want to talk about your career in law reach out to us here
Or why not connect with Alex on  LinkedIn

Credits

Host : Alex Correa - Career Coach in Law

Brought to you by : Alex Correa Executive

With thanks to our guest : Antonia Mercorella

Friends in Law is edited and engineered by Cold Ghost (aka Fletcher Babb) Produced by Bern Young

Legal Market Update | June 2021

Thu, 10 Jun 2021 01:18:31 GMT

A strong market for experienced lawyers

Job vacancies have continued to rise over the past few months, with many predicting that this level of demand is set to continue for some time yet. The number of vacancies that we are actively recruiting for have now well exceeded pre-Covid-19 levels, and many law firms (both big and small) have been challenged to fill roles. Sign-on and retention bonuses have returned, along with the 'lose-lose' game of counter-offers.

Here are just some of our observations and trends of the current market which seems to have well and truly tipped in the favour of skilled lawyers.

Intensity of work increases - As the Australian economy continues to grow much faster than predicted for 2021, the demand for legal services has intensified with many law firms finding it difficult to keep up. Long working hours have returned and the challenge of resourcing new work has seen some firms turn work away.

No definitive pattern on practice area - What do we mean by that? In an attempt to ride the peaks and troughs of economic cycles, 'full service' or commercial law firms are typically structured to be counter-cyclical. In a down market, litigation lawyers are not only only running at full steam but tend to be the most in demand. Flip that over, and in a highly transactional markets it's the property, commercial and corporate lawyers who are riding the wave. Right now, there are very few (if any) practice areas that are quiet. In fact, there are job vacancies across most transactional and litigious practice areas as well as in some of the more niche ones including IP/IT, family law, tax and workplace relations.

Experience counts - Despite this clear shortage of talent, the spotlight appears to be on lawyers with at least 3 years or more. With the greatest level of demand being at senior associate level, the 'too busy to train, need a safe pair of hands' seems to be a very common theme.

Work flexibly or WFH/Anywhere - Rarely heard outside of progressive top tier firms, some smaller/boutique firms are recognising that there is some real value in promoting the 'nibble' and 'flexible' approach. It's now becoming a point of difference, firms recognise this more than just an employer focused work-around or passing fad. We've taken a few 'work from anywhere' roles lately including those for litigators. Believe it or not!

Personal brand and marketing skills - Despite the market buoyancy, some firms continue to place an emphasis on a lawyers ability to generate work. The current influx of work will inevitably subside and the need for lawyers to sustain themselves in good times and in down times is key.

Salary and benefits - Last year saw the 'pause button' pressed on salaries, and although some firms made out-of-cycle corrections, others are looking to June/July 21 to rectify this. According to some of our clients, some generous increases will flow in key practice areas as we enter the new financial year.

Benefits, culture and a nice place to work - If 2020 has taught us anything is that there is so much more to life, and so much more to work. Yes quality of work, challenge and progression, all still matter and they matter lots...but who we share our work day with, is where the enjoyment and sense of belonging comes into play. Good employers have long recognised this and seem to be working harder than ever before to make sure its well communicated. (Expect to be invited out for coffee, lunch to meet team members and make sure to have your questions ready!)

With such high demand for experienced legal talent, retention and reward are both top of mind this review season. Turning work away is never something that any business enjoys doing, much less in a market where the very talent servicing that work, is also spoilt for choice.

Forging your Own Unique Career Pathways in Law

Wed, 09 Jun 2021 22:14:33 GMT

Advice from our Friends In Law

In this article discover how career pathways can be entirely different across our industry. They can be dependent on your plan, but also on your attitude and your experience. We talked to a number of Lawyers, each whose experience is different. Read on to discover their tips to build your own career pathway.

Navigating your legal career is an entirely personal experience. We know from working with a diverse variety of lawyers the range of pathways available. We can learn a lot from the first-hand experiences of others. This blog looks to share wisdom gained from the unique experiences of several QLD based lawyers about finding your own path to your version of success.

Seize Opportunities

Tara Hastings is a Legal and Commercial Counsel from Hastings Consulting. Her career trajectory highlights that the need to have your legal career entirely mapped out is a norm that is going out of fashion. Tara will tell you she has had a career more of good luck than good management. In Tara’s experience, rather than mapping out her career, she made sure that she seized opportunities that came her way. Tara says, “If you haven’t entirely mapped out your career, it doesn’t really matter. I think you can still have some great opportunities come your way” .

Keep Learning

Margo Harris, Barrister at Law, was not someone who had a mapped out detailed career plan. She had specific interests and pursued them quietly and in her own way to achieve things that were important to her personally. This was often met with great criticism from many of her colleagues and network. Margo has always been open to opportunity and has a real thirst for learning. Margo says that, “I think if you’ve got your head up, eyes open and ears open, there are lots of opportunities out there. I think there are far more opportunities out there for people who want a diverse career overtime. It doesn’t all have to happen at once… don’t be in a rush, I know you’re young just don’t be in a rush”.

Challenge Stereotypes

Nyadol Nyuon, who is a Lawyer and Senior Consultant at the Department of Justice found that her pathway involved challenging internalised stereotypes about what kind of lawyer she wanted to be. Her own background involved growing up in a refugee camp and led her to initially think she would be a human rights lawyer. In spite of this, Nyadol found that had a passion for commercial litigation driven by wanting to challenge herself and shut out her own stereotypes about who she thought she was. Nyadol says that “I think we are all influenced by our own environment, by our upbringings and our own history, we’re not unique in that. Some of those influences are good, they make us better. Others make us doubtful of what we can achieve and limit our ideas of the different things we can be”.

In Nyadol’s career experience, she was constantly having to put in place boundaries. These were sometimes with herself, sometimes with her immediate community and sometimes with the wider community in which she found herself. By challenging the stereotypes Nyadol pursued areas of law outside human rights and achieved her own version of career success.

Discover Your Passion

Adrian Moffat is a General Manager at Ausco Modular. He has an entrepreneurial and commercial mindset which led him to taking an active interest in pursuing a career in-house. As someone who always puts his hand up for opportunities, he made the most of his secondments in-house by having a curious mind. Adrian remembers working on transactions and always asking questions about the business to try and understand the commercial rationales around the deal. Adrian’s passion for really learning the business and developing a commercial mindset equipped him with the skills to make the move in-house.

Adrian credits his inquisitive mind with his career success. It made him investigate the commercial elements of a deal beyond the legal side.

Adrian is now a General Counsel. He has seen the value of leveraging relationships and connecting people to support the business and add value. Adrian often taps into his networks to add value by helping the business solve problems and find solutions.

Consider the Unconventional Path.

Sarah Frost is a commercial litigator and legal consultant at KWM Connexion. In the lead up to her contracting role, she had arrived at a decision that she was very comfortable with. She knew that she did not want to climb the metaphorical corporate ladder because of the trade-offs in her personal and family life that would come with it. In her opinion, conventional law firms promote the idea of career success being only due to those who climb the traditional corporate ladder.

As someone who was not interested in becoming a Partner, Sarah has found contracting to be a career path that offered her a very different existence while getting to do good work with good people. Sarah has built her reputation as a steady force who can turn her hand to anything. Longevity in a place of good repute and having created a network for herself positioned her well to take on a contracting role. By pursuing this unconventional career path and working in the contracting arms of the law firms, Sarah has found more work than she would have in a traditional contracting company.

Each of the Lawyers we spoke to have forged their own unique pathways to career success. Their attitudes, experience, curiosity, passion for learning and bravery in the face of non-traditional career pathways are great examples of finding your own way in law and life. Only you know what that might be for you.

If you are thinking about your next career move, we can help. Contact us for a confidential career consultation where we can help you understand your market value and what is on offer in the Brisbane legal industry. You can make an appointment by emailing us at info@alexcorreaexecutive.com.au.

Ep 9 | Minnie Hannaford - Eager, Reliable, Trustworthy but at What Cost?

Fri, 04 Jun 2021 07:48:29 GMT

“So many people I’ve spoken to say their concern is, a career in law is just not sustainable.”

It’s not a new issue to regular listeners of Friends-in-Law, however in the past this fear around career longevity and career intensity has mostly been a wake-up call from working parents.

So if it’s not about children, what kind of work-life balance are young lawyers looking for? And what do firm managers need to understand in order to get the best from early career lawyers?

Minnie Hannaford is an Associate at Holding Redlich and newly appointed President of the Queensland Law Society’s Future Leaders Committee.

Topics

Early career lawyers
Managing and Leading Gen Y Lawyers
Mid-Career drop off
Sustainability of a career in law
Mental health

“As much as we do want to progress in our career .. We also want to have lives outside of law and outside of work.”

“We struggle with knowing how to say that without it being a career limitation, without it sounding like, you’re not committed to the work.”

“I actually think it’s quite the opposite, we want to have a balanced and joyful life so we can perform at work.”

Enjoyed the podcast? Share and Enjoy!

Please don't forget to leave a rating via Apple Podcasts
Never miss a drop by subscribing on Spotify , Apple or Google Podcasts
If you want to talk about your career in law reach out to us here
Or why not connect with Alex on  LinkedIn

Credits

Host : Alex Correa - Career Coach in Law

Brought to you by Alex Correa Executive

With thanks to our guest : Minnie Hannaford

Friends in Law is edited and engineered by Cold Ghost (aka Fletcher Babb) Produced by Bern Young

Ep 8 | A champion of change, a devotee of diversity, Peter Smith

Fri, 04 Jun 2021 06:56:46 GMT

Peter Smith spent almost half his career denying himself the chance to share who he really was at work, unaware that the truth would not only set him free, but lead the charge that was slowly taking over the corporate world.

“You felt like you were living a lie everyday of the week .. it’s quite exhausting.”

“Later when everything had changed, I remember a client for the first time ever said, ‘So what’s your partner Gregory doing?’”

In 2020, Peter was named Queensland’s Lawyer of the Year for Insolvency and Reorganisation by Best Lawyers.

As a champion of change, Peter speaks candidly to Alex Correa about the real leadership required to achieve Diversity and Inclusion.

His career also chronicles the trend away from litigation, so how does this litigator-at-heart find joy in his work?

Topics

Diversity and inclusion in the law
Career paths beyond partnership
Health and wellbeing
Alternative firms to big law

“In my day if you picked up a CV and someone had moved three times you would not have looked at the person .. now it’s actually a blemish on a CV if you haven’t done a number of things.”

“We want really diverse teams because all the empirical evidence proves that if you’ve got a diverse team they do better than a homogenous team .. you can see the penny dropping when you see the proof of this.”

“Because I was openly out at work, it was no big deal so a number of us led that and that was just so successful across the firm and changed the way people were at work .. within a year or so everyone just walked the talk.”

“I wouldn’t be surprised if there're a whole lot of women in a similar situation finding it really tough at home, particularly with a lot of littlies, but then having to come to work as if there’s nothing wrong.”

Enjoyed the podcast? Share and Enjoy!

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Never miss a drop by subscribing on Spotify , Apple or Google Podcasts
If you want to talk about your career in law reach out to us here
Or why not connect with Alex on LinkedIn

Finding the 'Ideal Job' for you

Wed, 31 Mar 2021 21:55:23 GMT

Career advice for job hunting lawyers

In this article we discuss taking a wholistic view of your dream job, beyond looking just for the next challenge. The 5 women in law we spoke to talked about how they have shifted their priorities as family came along, how they aligned their values to their firm and why it is important to follow your passion and interests.

Have you ever been asked by a recruiter; ‘what does your ideal job look like?’ This seems like a simple question to answer. Your answer might be “I’m looking for challenging work for high quality clients in a firm that supports me professionally and personally”.

In our experience, sometimes there is more to finding the right move than the job itself. We spoke to several lawyers about changing roles and found that by taking a more wholistic view of what your draw actually looks like, from all areas of your life, you can obtain both career success and personal satisfaction.

Joanna Brand Senior Legal Consultant for ME Bank spoke to us about her framework for finding the right role. She uses the analogy of the basket of life - everything has got to fit into the basket. At different times of your life, you are going to have different priorities so consider the three P’s: Practical, Passions, and Position.

Practical: Where is the role? How much does it pay? Is there any flexibility?

Passion: What are you stimulated by? What do you get your energy from? What would you do if you weren’t getting paid?

Position: What is the role itself?

Joanna shared that what otherwise might not be her idea of a perfect job, fits in with other commitments and priorities, so in that sense it may be ideal for her.

Finding and Following Your Passion

Tara Hastings, Lawyer and Commercial Counsel with Hastings Consultancy has a true passion for being an in-house lawyer. She will tell you that often working in-house there is a real interest to work in ‘glamourous’ industries. For her it is not about the industry as much as it is the role itself and the work on offer.

Tara says, “I think you’ve got to look beyond the where sometimes for the what”.

She further shared that for her it is important to consider factors such as what the role is, who you get to work with, what sort of issues you get to deal with, and the scope of the work .

“I would encourage people to not look at the where as much as the what and the how and what they’ll learn”. – Tara Hastings

Values Alignment

We often see that values alignment is a huge part of making career choices. In years gone by if you were offered a great opportunity you would take it. At Alex Correa Executive we believe that candidates should be open to opportunities, we are now seeing people who are being far more discerning about what sort of organisation they align themselves with.

Nyadol Nyoun in her previous role as litigation lawyer with Arnold Bloch Leibler aligned herself with a firm that supported her contributing to political discussion and commenting on political issues utilising her public profile. In her experience, lawyers are far more comfortable focusing on the law and leaving politics alone. Often this is done so as not to offend clients with a diverse range of views. The advice she received throughout her career was to always do what is reasonable for her community and what she thinks it right. Nyadol brought her whole self to work and it has been accepted.

In her opinion, more firms need to look at the possibility of creating roles that look like her own. Roles where young lawyers can combine their commercial work with other work outside of the law.

Flexible Working Arrangements

A role that offers the benefit of working part-time provides for an opportunity to balance family commitments. Flexible working arrangements have become pervasive in a COVID era. In our experience, especially in relation to those legal industry employees who are working parents, they know that achieving work-life balance is not always as straightforward as having days out of the office.

In Nyadol’s experience, juggling her responsibilities as a working Mum and a successful and ambitious lawyer, finding the time to balance everything can be a real challenge.

We often see a mid-career drop off for female lawyers coinciding with wanting to start a family. Generally, those in private practice leave the profession or come in-house but Carly Trager, Senior Associate with K&L Gates did the opposite. As a working Mum with a real passion for helping people, returning to private practice was the best decision for her wellbeing and family commitments.

For Carly, the benefits of working part-time meant that she had time with her family but at the same time the work continued to come in regardless. Carly shared the pressures of societal norms for parenting became a challenge as someone who wanted to enjoy a satisfying career.

“It’s very internal, you feel guilty that you’re not spending that time with your children and that you’re going back to work and that your career is important to you.” – Carly Traeger

Carly’s advice is to set the expectations, manage your time, and know your limitations .

We are seeing more part-time roles in the market because law firms have now discovered that flexibility and remote working can work for both the firm and the employee. Firms are visualising a very different existence for their employees particularly in growth areas where they are wanting to grow a practice and don’t require a full-time lawyer.

As someone who has worked flexibly for years, Sarah Frost, Legal Consultant with KWMConnexion knows the importance of being transparent about family commitments.

“It’s being open and up front about the fact that you have children and the fact that you actually want to be engaged in their life and you are involved because you choose to be.” – Sarah Frost

Sarah emphasized the need to communicate your priorities and negotiate early to make sure promises are delivered on.

These hardworking and successful women in law have all taken a wholistic approach to their legal industry careers. By aligning their values and their commitments outside of the industry, whether they be family or interest-related, they have taken the next step on the career ladder and never looked back.

If you are thinking about your next career move , we can help. Contact us for a confidential career consultation where we can help you understand your market value and what is on offer in the Brisbane legal industry. You can make an appointment by emailing us at info@alexcorreaexecutive.com.au.

Ep 7 | Sarah Frost - A Steady Hand Who Can Turn her Hand to Anything, Just Ask Her Barista!

Thu, 25 Mar 2021 05:29:15 GMT

News - Podcast

As a highly skilled commercial litigator and legal consultant for KWM Connexion, Sarah Frost has spent years working from home.

Her observations and insights of “the laws imposed by COVID” are not just about the workplace but career progression as well.

Sarah believes COVID has increased workplace flexibility, improved communication and productivity but firms can’t be entirely run remotely or the baristas of the world might go crazy! Why?

Sarah Frost explains as she looks at the future of work, the pressure to climb the ladder and that old favourite, networking.

Topics

Insights and observations of the impact of COVID
Changing workplaces + changing career trajectories
The definition of success
Opportunities from trusted networks
Billable targets and client expectations

“Half the battle of working flexibly was the client piece .. Now that clients have had to do it themselves, they’ve seen that it actually does work.”

“What COVID did for me was it gave me permission to actually stop connecting and stop doing, because I’m a doer.”

“I was able to take a step back from everything .. and that’s from every aspect of my life, not just work.”

“There may be a career after law - I don’t know what that will look like or when.”

“The message that was sold to me is no longer the message I accept.”

Enjoyed the podcast? Share & Enjoy!

Please don't forget to leave a rating via Apple Podcasts

Never miss a drop by subscribing on Spotify , Apple or Google Podcasts

If you want to talk about your career in law, reach out to us here

Or why not connect with Alex on Linkedin

Filed under News

Date Published: 11/11/2020

Preparing for Performance Reviews

Mon, 15 Mar 2021 05:29:28 GMT

Invest in You

There’s long been a lot of talk about the effectiveness of performance reviews. Some organisations have radically overhauled their PDR systems, so much so that some of them could be even be accused of having thrown the ‘baby out with the bath water’.

Many UK and European-based law firms have opted to bring the timing of their PDRs in line with their northern hemisphere cousins. Some have moved to use online systems, saving untrained managers from the awkwardness that usually pervades the dreaded once a year discussion. For many, however, the usual in-person remains popular, with various partner catch ups dotted throughout the year.

No matter how your firm goes about it, preparation for a PDR meeting is key . While preparing, remember to focus on what you need to feel fulfilled and challenged and think about some things you could ask for to improve that area of your working life, as that’s what will drive true development and growth in your career. Don’t just focus on your salary.

But how do you broach the topic when there’s no sign of a performance review on the horizon? How do you prepare?

A great way to start is to invest some time in your personal development. You could use mud maps to create a plan, set some goal targets, and assess your own strengths and weaknesses. You can do anything that helps you look inwards and assess what drives you to get out of bed each morning. If from doing these types of exercises you realise you aren’t waking up excited to face your working day, it’s time to stop and think about how you’d like to move forward. What is your career lacking? Be honest with yourself and look at the bigger picture. Is what you are doing now getting you closer to where you ultimately want to be? Can you achieve this from where you are now?

Money is essential but shouldn’t be the only thing that drives your career. Professional satisfaction, purpose, and fulfilment give us far more than we realise. Make the most of your upcoming PDR meeting, go in prepared, and make sure to drive your career in the best direction for you.

For more insights into how you can best manage your next review, or to contact me, you can reach me at ac@alexcorreaexecutive.com.a

Filed under News

Date Published: 28/09/2018

Yearly Reviews - Part 2 | Negotiating Your Best Salary Review

Mon, 15 Mar 2021 05:29:23 GMT

Two-Part Blog Series

If you’ve read Part I of this two-part blog series you are definitely on your way to making this years salary review count. So in this piece, we are now ready for some practical tips on how to manage the discussion and be rewarded for your hard work and effort!

Sometimes as employees we assume our employers will take care of pay increases and promotions without any input from them being necessary. Taking this stance is like leaving your life completely in another’s hands.

It's often best to take ownership of this process and in doing so, your career. Exert some influence over the negotiation process rather than leaving it to someone else. You would have requested time off at some point in your career, so you're capable of asking for what you need — this is just a step up.

Your boss can't read your mind. They may not know what you are wanting from your career. Even if you have voiced your ambitions in the past, it’s unlikely to be at the forefront of their minds. Remember, no-one will lobby your cause quite like you could or should!

If you aren’t clear on this, it is okay to ask about your future career path at the firm and your salary — it's a smart move. Not asking may just leave you to fall behind the market and your progression compared to that of your peers.

PREPARE YOUR PITCH

While preparing your pitch, go back over your answers you jotted down to the questions posed in Part 1. Reflect on your successes over the last year. Remember, you're likely to be more valuable to your company than what you might think.

What should your pitch include? Keep it succinct, around a one-page business case is fine. You'll need to sift through your answers and pick out the aspects of your work and your goals that are the most important to you. Work out exactly what you want to ask for — is it a promotion? Is it a salary increase? Remuneration doesn’t just have to be about salary. There may be other things you value more like:

Part-time Vs Full-time
Working from home occasionally or other flexible working arrangements
Further education and development programs
Childcare assistance
Performance incentives

Once you've worked out what you're asking for, use the research you did in part one to build your case for a promotion or a salary increase. Remember to keep some of the focus not just on yourself, but on the firm too — give some examples of ways in which you will assist them to build their brand in the long run. A firm will be more willing to invest in you if they know you've got your sights set firmly on contributing to their business!

Review your pitch before you walk into the meeting. Having done the research and preparation, let that support you and provide a foundation for the meeting ahead. Remember to get out of your way, shelve the self-talk and advocate for you.

TIME IT

When you initiate the conversation will depend on your individual situation and firm. Some firms have a performance review cycle around May/June while others are in November/December, that can be the perfect time to broach the subject.

Having said this, you don’t necessarily have to wait for the annual review to ask. Schedule a meeting at a time that feels right to you. Another good idea is to initiate the conversation after you've had a few professional successes.

If you are new to your firm or new to initiating these types of conversations with your boss, speak to your partner or other senior lawyers about 'how it's done in your firm'. What kind of pay review culture exists? Get informed.

And if you need to schedule a meeting with your boss to make a salary negotiation or promotion conversation happen, do that ahead of time.

I DON'T KNOW HOW TO PITCH

The best format for pitching we’ve come by is from a great book ‘How to Get a Pay Rise’ by Medine Simmons and Merryl Naughton. It’s succinct, clear and removes any emotional ties from the process. Their format goes like this:

Reason: “Over the past 12 months I have …
Suggestion: “Based on the market research I have done, can my salary to be reviewed to X?
Wait - Be comfortable with the silence
Your boss responds
Gracefully thank them and then action accordingly

THEY SAID YES

Congratulations!! Your hard work paid off and you'll enjoy the fruits of all the research and preparation you did. If you've achieved the increase or promotion you were looking for, don't forget to set new goals for the year ahead, so you don't become complacent.

THEY SAID NO

No is not a failure. Take the no gracefully. Stay calm. Don't react negatively, as this will only count against you in future.

Here are some suggestions on how to handle hearing a no:

Thank your boss for considering your review

Request a meeting where you can seek out the advice of your boss to plan what you will need to do by when to get to where you want to be

Remember a no can mean a maybe: it might be your conversation is taken on board and considered. It might take a few weeks from the time of the conversation before you'll be informed of an outcome.

Given it time and space: regardless of what you've been told, be gracious and don't take it personally. You are not what you get paid. Give it time and keep trying to do better.

Remember it's a business transaction: In effect, you are providing your skills and knowledge in the form of ‘a service’ each week, and getting paid at the end of that week clears the ledger! Looking at it this way can clear the emotion from the process.

LEARN FROM SETBACKS

Take a moment to reflect.

What have you learned from the negotiation process?
Was it a fair assessment by your boss? If not, why?
Can the decision or situation be turned around?
Could you have done more to secure a more positive outcome?
Is it time to make a decision about taking your career elsewhere?
What professional goals do you have for the year ahead?

Regardless of the outcome, the process you’ve embarked on will no doubt have provided some learnings on how to best manage salary and performance conversations, as well as emphasising the importance of taking control of your career, now and into the future.

Download the Making Your Next Review Count – Worksheet here.

Inspiring Career Success | Coaching for Lawyers

Mon, 22 Feb 2021 05:30:18 GMT

Clarity through coaching

In our 10th year of business and after many months of planning, we are pleased to announce the official launch of Inspiring Career Success. Inspiring Career Success is our specialised career transition and career coaching programs for individuals in the legal and corporate professions.

We are and always have been passionate about people and their careers. Inspiring Career Success provides clarity through career coaching.

Our accredited coaches are legal and HR industry professionals whose experience bring true value to our programs.

With a strong focus on empowering people, providing clarity and exploring new opportunities, we support professionals transitioning between roles and careers to enable them to confidently navigate through the next phase of their professional life.

For more information on Inspiring Career Success, visit our page or email us at info@alexcorreaexecutive.com.au.

Filed under News

Date Published: 03/04/2020

Author: Alex Correa

Enhancing our Recruitment Capability | Global Alliance

Mon, 01 Feb 2021 05:29:36 GMT

Legal Jobs in Brisbane and beyond!

We collaborate for the success of our candidates

Since 2018, we have collaborated with our affiliate NPA Worldwide partners across Australia to find jobs for dozens of lawyers both in-house and in private practice. By combining our networks we've been able to place lawyers in industries and markets that were beyond our immediate reach.

We know and believe that we are stronger together for the benefit of our candidates and clients.

What is NPA Worldwide?

It is an international network of specialist recruiters. Established for more than 60 years, NPA worldwide brings together approximately 500 specialist recruitment firms and more than 2,000 partnered recruiters across Australia, New Zealand, Europe, Asia, Africa and the Americas. Members work closely together and share resources to find the right people, making placements seamless and effective.

A greater reach. Better service across these regions.

Importantly, the NPAworldwide affiliation gives Alex Correa Executive a far broader reach across Australia’s legal sector, particularly in the high demand markets of Melbourne and Sydney. It also significantly expands our contacts internationally, especially in New Zealand, Asia, UK and the Channel Islands. This means we can better service firms located in these areas as well as assist those candidates who are broadening their horizons to these regions or for those Brisbane lawyers who are ready to return home.

Looking to move out of private practice?

As the NPAworldwide affiliation provides us with strong links with associates across a wide range of industry sectors, we can offer a greater number of potential opportunities for lawyers looking to move out of private practice, as well as assist filling more technical and difficult roles. This is made possible by the network that enables us to leverage extensive local know-how and tap into a vast pool of collective, global knowledge and expertise.

Looking to move interstate? We can help.

There are many opportunities for those candidates contemplating a move interstate. In Melbourne, corporate and family lawyers are in high demand, and commercial litigation has also picked up over the last few months. Property lawyers continue to be in demand so to are workplace relations lawyers.

Roles in front-end and back-end construction have also increased in 2021, both in private practice and in-house.

In Sydney, demand is solid for corporate, property and family lawyers as well as for intellectual property and employment lawyers.

Benefits for our clients and candidates.

We’re thrilled about the results we have achieved with our NPAworldwide affiliation. It has powerfully enhanced our recruitment capability and ensures that we continue to generate the best recruitment and career solutions for our clients and candidates.

Whether you or a firm are requiring a legal specialist or assistance with human resource planning, or a candidate seeking a new opportunity or just wishing to discuss career plans, please call us on (07) 3210 0992 for a confidential discussion.

We look forward to talking with you.

Filed under News

Date Published: 28/09/2018

Author: Alex Correa

Ep 6 | Tara Hastings on Finding Career Opportunities, No Matter Where You Land

Wed, 11 Nov 2020 04:42:49 GMT

News - Podcast

Tara Hastings is a self-described sports fanatic , that is, she’s a professional spectator. So a role as Senior Counsel at Cricket Australia was in many ways a dream job.

But Tara’s career is built on variation and versatility, whether it’s in high viz at a gas plant or perusing supermarket shelves understanding the finer details of breakfast drinks. (That’ll make more sense later!)

Tara shares her career path overseas in a global business and then home again, with all the possibilities that have opened along the way.

And she’s candid about the pros and cons of working in the sports industry where everyone is passionate about the game.

Topics

The UK experience and making your way home again
Finding your fit - in-house or private practice
Developing a gut instinct
Pros & cons of working in a field of passion like sport
Versatility and adaptability when changing industries

“The risk is that you fall in love with the glamour of sports law. It is for the most part, just like working anywhere else.”

“For me, what I am most passionate about is being an in-house lawyer .. you have to be prepared for everything.”

“You have to continue to believe in yourself .. you’re never going to get it right all the time, no-one does.”

Enjoyed the podcast? Share & Enjoy!

Please don't forget to leave a rating via Apple Podcasts

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If you want to talk about your career in law, reach out to us here

Or why not connect with Alex on Linkedin

Filed under News

Date Published: 11/11/2020

Top 10 Considerations When Moving In-house

Mon, 02 Nov 2020 05:29:49 GMT

Advice for Legal Counsel

Well, you’ve done it! You have the dream job with possibly no timesheets, clear reporting lines and evenbetter working hours. But wait! This utopia (even if it exists) comes with some potential golden rules about making this transition work for you. The fact is, of course, that you are an adviser, but you are in a support role too. Now a cynic may say that you (and any in-house team) have become the very support services expense that as a fee earner you probably always had on your radar, and if you were a Senior Associate or Special Counsel, felt the perpetual gaze of the Partners to being seen to continuously ‘add value’.

1. What exactly is your role?

You may have a job description and even a team, but what are you accountable for? Are you there to manage legal risk and if so, what decision-making capabilities do you have? When is your advice a veto on a decision and when are you merely a considered input?

What is legal and what is not has to be clearly defined as a driver of decision making. As soon as you can after appointment, set out your stall and, if necessary, maybe consider using whatever internal resources you can muster to create clear decision trees and process maps, which ensure that legal decision protocols are clear and well communicated.

2. You may think you have one client but think again

Like dating exclusively, you may think that life is less complicated after dealing with so many clients in practice. However, think about the varying stakeholders you now have. Have a plan for mapping out your key stakeholders’ preferences and needs, be they users of the service or significant influencers. What is their attitude to risk? How comfortable are they with instructing or seeking advice? What scenarios will they use your services for? Ultimately, have a clear overview of your internal clients and what they value in your service as this can differ markedly from user to user!

3. You are not a trusted adviser by saying so

Clear and concise communication, collaboratively delivered by you (and any team) is paramount, as is defining the boundaries and purpose of advice. But on the route to being a trusted adviser, you first must establish rapport with all your stakeholders creating boundaries and ‘rules of engagement’. Let your advice and actions do the talking. This varies by culture and user, but like in all services offered between people, it is results that count when building a reputation.

4. Beware a lack of strategy

What exactly is the legal strategy of your organisation? Is there one? How is the business plan translated through a set of strategic and operating legal objectives? What is the risk appetite of the business? Is there a position, for example, on how hard you will litigate? Ask serious questions of the board, directors and managers and get answers. If necessary, create the strategy yourself and have it agreed. The legal strategy must be part of the overall risk framework but in most cases, it is only the lawyers who can determine and understand the legal risk mapping process.

5. It’s nice to be consulted, but only for the right reasons

You cannot be giving legal advice because people in the organisation are not doing their jobs properly or using your services as a reach out for something they should already know, (or can get access to), in a mouse click. Part of the management of legal risk is knowing the capabilities required in those who use your services.

6. Use technology wisely

Be bold and look at what’s out there, especially in the management of your external lawyers. Ensure that you consider legal technology in relation to the organisation’s IT / Technology roadmap. Is legal technology the forgotten priority?

7. Have a settled approach to managing external providers

If you are managing a panel or even just one firm, immediately get to understand how you engage, manage, measure and pay external lawyers. Be open to creating an internal ‘cross-functional supplier team’ that manages external law firm relationships. Measure all aspects of the relationship, not just the value for money piece. Internally, be clear about who owns the relationship? Who is responsible for the success of a legal outcome managed by external lawyers? Consider a clear panel management strategy, a balanced scorecard, post-matter reviews and regular, transparent standardised reporting.

8. Measure your effectiveness

So, the question invariably arises regularly; how much value does the in-house legal function add? Agree on a means of measurement internally and although internal lawyers did not go in-house to replicate the timesheet tyranny of practice, there are numerous ways to measure and communicate effectiveness.

9. Do the Knowledge Management thing properly

Part of the measurement of effectiveness above is a slick use of precedents and know-how, lowering transaction costs and speeding up the delivery of legal services. Be willing to invest here and if necessary use the expertise available from ex-private practice managers / GMs working alongside your IT/ Technology teams to assess how to cost-effectively manage this critical, but often neglected, part of in-house legal operations.

10. Get media trained ASAP

Given the reputational risk associated with legal outcomes, it can be too late facing the press or being interviewed without being properly trained in mainstream and social media management. It’s a worthwhile investment and can be a massive boost to self-confidence.

In summary, I have literally scratched the surface on this fascinating and complex subject, but in simple terms a new In-House Counsel is in a supporting role and must quickly engage with key stakeholders as buyers of the service, whilst setting clear legal risk management strategies and boundaries for the giving of advice and the service offering provided, whilst always ensuring there is a real effort made in the measurement of the value that the in-house legal function provides.

About our guest blogger - Paul Khan is an adviser to legal practice and in-house counsel and available to support new (and less new) in-house counsel and legal teams.

Ep 5 | Who You Know and Who You Run With - Joanna Brand’s Brand of Success

Thu, 29 Oct 2020 03:28:34 GMT

News - Podcast

Joanna Brand is a true global citizen, born in Brazil, she’s lived in Trinidad, the United States, the Netherlands and Australia.

Her time at Duke University in North Carolina and later, Harvard Law School was punctuated by the sudden and tragic death of her father, a loss which continues to resonate as she weighs up some big questions.

Her approach to networking matches her thoughts on board positions - it’s not simply who you know, it’s about trust and who can vouch for you.

Topics

Breaking into boards - your place in the collective
Networking with authenticity
Harvard Law and the US college experience
Matching your values alignment - it’s not always what it seems
The career trajectory - when isn’t it onwards and upwards?

“Networking can be a dirty word but I’d say the last 6 or 7 jobs I’ve got were not advertised .. how do you stay front of mind for people but in a way that’s authentic?”

“You run with someone who’s faster than you, you can run faster so I like being the dumbest person in the room .. because that’s how you learn.”

“(Recognising your mortality) it starts to tip your decision making about how you want to spend your time and what’s important - so they’re big questions.”

Enjoyed the podcast? Share & Enjoy!

Please don't forget to leave a rating via Apple Podcasts

Never miss a drop by subscribing on Spotify , Apple or Google Podcasts

If you want to talk about your career in law, reach out to us here

Or why not connect with Alex on Linkedin

Filed under News

Date Published: 29/10/2020

Ep 4 | Chance, Change and the Thrill of a Challenge with Margo Harris

Tue, 13 Oct 2020 03:24:30 GMT

News - Podcast

The typical career progression for a barrister involves admission to the bar after paying your dues as an instructing solicitor. Margo Harris is not your typical barrister.

Her work in-house, both in the high specialised field of maritime law in London and as a generalist in Australia, has given her a depth of knowledge that is, without a doubt, an extra tool on her belt. It's not how she planned her career, because Margo never had a business plan for her career. Her move to the bar at a later stage in her life was the new challenge she craved and the opportunities that followed include ticking off roles she'd only ever dreamed of.

Topics

Specialist versus generalist
Women at the bar, do they get fewer briefs?
The overseas experience - an Australian lawyer abroad and the return ticket
Networking and finding the next brief
The role of chance in career plans
Transition from solicitor to barrister

"I was wanting a change, I wanted to do something different as a new way of refreshing or finding a new challenge."

"As a young solicitor I thought, "wouldn't it be marvelous to work at the United Nations and how sexy that would be but how thrilling would that be to meet all those people from all over the world ... I just thought, I'm just a kid from the bush, as if I'd get a look in."

"You can never have too much experience and whatever ghastly job someone asks you to do, instead of thinking how ghastly is this? Think about what I can learn from this."

Enjoyed the podcast? Share & Enjoy!

Please don't forget to leave a rating via Apple Podcasts

Never miss a drop by subscribing on Spotify , Apple or Google Podcasts

If you want to talk about your career in law, reach out to us here

Or why not connect with Alex on Linkedin

Filed under News

Date Published: 13/10/2020

Ep 3 | Deconstructing the Role of General Counsel with Adrain Moffatt

Wed, 30 Sep 2020 03:20:30 GMT

News - Podcast

Adrian Moffatt describes himself as an entrepreneur, trapped in a lawyer's body. As a General Counsel (Asia Pacific) at Ausco Modular, Adrian proves that an in-house lawyer's value goes beyond their legal advice.

Adrian's heavily involved in business development and his enthusiasm is evident when he speaks of how a simple conversation about women playing AFL turned into a multi-million dollar opportunity for his company, which he was able to lead.

Through booms and busts in the mining industry, the growth in modular classrooms for schools and the explosion in women's elite sport, Adrian's ability to connect people and opportunities has given him job satisfaction well beyond a traditional legal role.

Topics

Building and leveraging relationships at all levels within and beyond a global organisation
Connecting people within the legal field and executive networks
Leadership with passion and enthusiasm
Fostering partnerships and finding purpose
Identifying and mitigating risk while finding alternative solutions
Developing legal talent with job plans for engaged, high-performing lawyers

"I think lawyers are often seen as roadblocks, as just negative people because we're looking at the risk all the time."

"We're so fortunate that we have visibility across the whole organisation ... you can build relationships right down in the organisation."

"You've got to know what the drivers of the business are, what the goals of the business are, how the business works."

Enjoyed the podcast? Share & Enjoy!

Please don't forget to leave a rating via Apple Podcasts

Never miss a drop by subscribing on Spotify , Apple or Google Podcasts

If you want to talk about your career in law, reach out to us here

Or why not connect with Alex on Linkedin

Filed under News

Date Published: 30/09/2020

Legal Industry Survey Results 2020

Fri, 25 Sep 2020 03:12:03 GMT

Highlights and Observations

This article looks to examine the results of our 2020 Legal Industry COVID-19 Survey. Our insights are part of a national survey conducted in collaboration with two other legal recruitment firms based in NSW and Victoria. We had 424 respondents at a national level.

We asked a range of questions about working from home, employee satisfaction, the future of working arrangements and more. The results of this survey can inform us how employers have handled COVID-19 and how people are feeling about the future of their work.

We surveyed the Queensland legal industry in August 2020. Most of those were found to be working in law firms with less than 100 employees (32.58%). Just over 20% came from firms with more than 300 staff and the fewest (3.3%) were working in-house within the Not-for-Profit sector. The remaining respondents were those working in government, corporate and mid-sized firms. There was a relatively even split across practice areas.

Workload

We asked people how COVID-19 had affected their workflow. There was an equal proportion of people who said they were busier to those who stated a reduction in workload. Those who had experienced a reduction in workflow were mainly in corporate and commercial litigation followed by property. It is likely that the government’s six-month suspension of insolvency laws in March, (now extended to December) may have played a part in the decrease in the flow of litigation.

Hours Worked and Impact on Pay

While most people said that neither their hours nor their pay had changed because of COVID-19, 20% were working longer hours and 25% were either stood down, made redundant or had their working hours reduced by at least 1 or 2 days per week and experienced a drop in pay.

Working from Home

We surveyed people in August after the height of restrictions in Queensland during March and April. By August, 37.5% of people were working full-time in the office, followed by a mix of work from home and in the office (34.09%) with the fewest respondents working only from home (28%). For those who have long advocated the benefits of working flexibly and remotely, COVID-19 has most certainly sparked a welcomed ‘working from home’ revolution. In fact, it has forced some of the most conservative of employers to think differently about the way their workplaces can look and operate.

The Impact on Productivity

90% of people said they were as productive if not more productive working from home.

Without the usual distractions of passing foot traffic, and the “do you have a second….” and the resulting fire-side chats, those surveyed were just as productive, if not more. What we won’t know however, is whether higher levels of productivity led to strong fee recovery and profitability.

Long-held views of presenteeism in the office being the only means of a productive workplace are definitely being challenged.

Lifestyle Factors

We asked people about the effects of working from home on lifestyle factors including exercise, sleep quality, mental health, eating habits, alcohol intake and relationships.

Interestingly, lifestyle factors due to WFH have largely stayed the same for people and in fact improved in the areas of exercise and mental health. The overwhelming majority of people who felt their mental health and exercise had improved are working a mix of from home and in the office.

Mental health was the most disproportionately effected of all the lifestyle factors.

We saw a positive improvement in mental health due to WFH. Most people who said their mental health had improved also saw improvements or continuity in the other lifestyle factors.

However, mental health was the most negatively affected of all lifestyle factors. 20% of people felt their mental health worsened. All but one of the respondents who said their mental health had worsened, were either impartial or satisfied with how their employer has handled COVID-19.

People’s ability to reinvest their time due to working from home has correlated with an improvement in lifestyle factors. In a 2019 survey, the average daily commuting time for Brisbane was 67 minutes.[1] It would seem that people are reinvesting the time that would otherwise have been spent on a commute.

We saw an improvement in exercise and consistent eating and sleeping routines. Interestingly, 72.9% of people said their alcohol intake was the same.

Yet another silver lining of working from home is the chance to spend more time with family and loved ones. Not surprisingly relationships had the greatest positive result out of all the lifestyle factors.

All lifestyle factors were overwhelmingly positive, and most people were not any worse off because of working from home.

How Businesses Have Handled COVID-19

Most people felt their employer has done an awesome job handling COVID-19 with a minority of people not satisfied (12.36%).

From our own experience in speaking with job seekers, employers are being judged on how they are handling COVID-19. The way in which employers manage and navigate these ‘challenging times’ will be long remembered whether positive or negative. Taking the ‘if they don’t like it, they can leave’ approach speaks volumes about the underlying philosophies of a firm. Poor management practices including those of ‘command and control’ will come back to haunt those who have relied on this approach, particularly when they come to bolster their teams once again.

Those who were unsatisfied with how their employer has handled COVID-19 within their organisation pointed to communication, lack of clarity, and poor management. Most of these people said they will consider looking for a new position.

Culture has stayed the same with 25% seeing an improvement and 22% feeling it has worsened.

There has been no change in communication for most people. 29% saw an improvement in communication. Less than 10% found that communication has been less effective.

People have been finding new ways to connect and continue that critical interaction amongst colleagues. Whether businesses are using Zoom, Microsoft Teams, Skype, Blue Jeans, or Slack; the ease of communication online has enabled different ways work relationships are established and maintained. The elimination of travel time to and from meetings, may also be a contributor to an improved level of efficiency and productivity as people jump from one meeting to the next.

Expectations around employee accessibility through online communication was flagged. A respondent noted the downside of communication channels creating an expectation of availability outside work hours.

Most people are not concerned about job security. This is a positive result but by a small margin - 55% are not concerned while 44% are. Most people who are concerned about job security also experienced a reduction in workflow.

The Future of Work

Almost 35% of those surveyed stated that their employers have already communicated a ‘full-time’ in the office arrangement, while 44% of people will enjoy a mix of working from home and in the office. At the time of the survey there was just over 20% who were still waiting for their firms to communicate a ‘return to work plan’.

Most returning to the office said they will drive to work. Whether the increase in time spent commuting erodes improvements in lifestyle factors may be tested over time.

The ideal working situation is a hybrid model of working from home and the office. Ideally, people want to be working from home 1-2 days a week.

In recent months, we have seen an increase in the number of job seekers looking to move into workplaces where a hybrid model of working exists and is genuinely supported. It is a trend that we expect to see continue, and one that may become a deciding factor for future talent.

Clichés about ‘adapting the way we work in a technological era’ or chasing ‘work-life balance’ seem to fit nicely into the picture here. Our temperature check on the legal market shows that overall, we have continued to communicate well online, enjoyed a surprising level of productivity while working remotely, spent time with loved ones, and for the most part have been satisfied with how our employer has handled COVID-19. Our ‘new normal’ is most certainly still evolving, but if these early indicators suggest anything, it is that law firms have adapted far quicker than the broader profession may have ever expected.

Now the question on everyone’s mind is, how much of these new adaptations will exist well beyond a post-COVID world?

[1] HILDA - https://www.sbs.com.au/news/australian-city-workers-average-commute-has-blown-out-to-66-minutes-a-day-how-does-yours-compare

Click below to download the full report .

Ep 2 | Confidence, Candor and Courage with Carly Traeger

Wed, 16 Sep 2020 03:15:44 GMT

News - Podcast

Could you honestly say you have the confidence to walk into a dangerous situation, knowing you have what it takes to get it under control? That was Carly Traeger in a former life and she loved every moment of it. So why did she walk away from her dream job to become an employment relations lawyer?

In this conversation with Alex Correa, Carly talks a lot about confidence - about having it, losing it and finding it again in her search to be a better mum and a better lawyer.

Topics

Managing a community profile with the day job and how the firm has helped
The partners whose words and actions have made a difference
Juggling the load of motherhood, lawyer, community advocate and commentator
Where to find inspiration and where to find strength

"I didnt want that label, I didn't have a mental health issue. I was just someone who's worked really hard and overdone it and was jsut exhausted and emotional."

"My experience was not unique, it was actually quite common and everyone has their different ways of getting through it."

"To be comfortable and confident in the advice that you're giving ... you need to back yourself."

"I learnt great interview skills, how to ask questions and keep asking questions and that silence, at times, is golden."

"I learnt to be suspicious, very suspicious."

Enjoyed the podcast? Share & Enjoy!

Please don't forget to leave a rating via Apple Podcasts

Never miss a drop by subscribing on Spotify , Apple or Google Podcasts

If you want to talk about your career in law, reach out to us here

Or why not connect with Alex on Linkedin

Filed under News

Date Published: 16/09/2020

Ep 1 | Bringing Your Whole Self to Work with Nyadol Nyuon

Wed, 02 Sep 2020 02:39:35 GMT

News - Podcast

In this candid conversation with Alex Correa, Nyadol Nyuon talks about the complicated conversation of racial and cultural identity, earning your place through merit and the juggle of home and work while adding in media and community committments. She talks about failure, success and finding the courage to speak out.

Born in an Ethiopian refugee camp, the daughter of a South Sudanese freedom fighter, Nyadol was schooled in a Kenyan refugee camp. As a teenager, she was inspired by watching the work of the UNHCR and knew she wanted to be a lawyer.

So what could Hodor from Game of Thrones have to do with Nyadol's journey as a lawyer, from refugee camp to one of Australia's most influential women?

Topics

Managing a community profile with the day job and how the firm has helped
The partners whose words and actions have made a difference
Juggling the load of motherhood, lawyer, community advocate and commentator
Where to find inspiration and where to find strength

"I'd always known that lawyers would fight for justice, I never saw myself like my Dad picking up a gun, instead for me it was picking a pen and education."

"There have been times when I've thought I just want to be a lawyer, I just want to put my head down, I don't want to be trolled online."

"I do believe a lot of us go to law school with a core believe of justice, sometimes they lose it along the way but I think the majority of us maintain it as lawyers."

"The rule of law doesn't make sense without a sense of fairness or justice."

Enjoyed the podcast? Share & Enjoy!

Please don't forget to leave a rating via Apple Podcasts

Never miss a drop by subscribing on Spotify , Apple or Google Podcasts

If you want to talk about your career in law, reach out to us here

Or why not connect with Alex on Linkedin

Filed under News

Date Published: 02/09/2020

How To Make Working Fewer Hours Work For You

Tue, 05 May 2020 02:20:25 GMT

Career Planning

By the beginning of May there will be a small army of lawyers and legal support staff with some extra time on their hands as many law firms, and others, move to 4 days a week for the next few months. For most of us, this was most certainly not one of our 2020 New Year's Resolutions! Yet, here we are. For an entire generation of business leaders, the actions they take now and in the weeks ahead will define them and their companies. As individuals, our situation is no different. We can choose to see these challenges as threats or as opportunities.

If you returned from Christmas leave this year feeling less than inspired about your current role, you now have a gift of time to set yourself up for the future. At no point in our recent history have employers been so prepared to accept a career pivot from a potential employee or that there are legimate work options beyond 9-5 in the office.

Likewise, online learning options have never been so accessible and plentiful. Maybe you are looking to add another area of expertise to your skillset. Free online courses are available from leading universities around the world. EdX is a global nonprofit founded by Harvard and MIT that is certainly worth checking out. Bioethics from Harvard? International Climate Change Law and Policy from Uni of Newcastle? Foundations of Central Bank Law presented by IMF? Bitcoin & Cryptocurrencies from Berkley? Or maybe you want to develop your leadership, presentation, time management or strategic thinking skills. Short online courses are available for all of these too. Go to www.edx.org to find your next course.

LinkedIn is also offering some free online courses at the moment and the Australian Federal Government has announced significantly discounted courses will be available from the beginning of May. Maybe you don't want to be a lawyer anymore and want to transition to teaching instead? Then head to www.courseseeker.edu.au for available teaching courses as well as many other options that are available through the Higher Education Relief Package. Coursera and Udemy are also online learning platforms worth considering, with courses from photography and astronomy through to coding.

Perhaps this period has given you time to reflect that the constant demands of full-time work in the legal industry isn't how you want your next 5 years to be filled. The opportunities to reconnect with your children (bikes, table tennis tables, boardgame sales have all skyrocketed), reconnect with your garden, cooking or even a hobby that has fallen by the wayside in recent years are available to many of us again as we no longer spend hours commuting, ferrying kids to various extra-curricular activities or because we just have less work available at the moment.

So how do you want to look back on this period? Will this be the time that you 'finished Netflix' or will it be the time that you found pleasure again in your interests outside of work? Maybe this really is the year you learn a second language, or compete a marathon (virtual, of course). Before March there were many of us who had lamented 'gee, it would be nice to be able to work from home.' Now there are just as many of us wishing we could go back to the office! However, this period is demonstrating to us all that working from home , even if not all the time, is certainly a realistic option that I think will be an accepted mainstream practice in the future . As every lawyer recognises, to be successful in this industry one needs to treat it as a marathon, not a sprint. If a different combination of working hours and locations lets you get in the comfortable rhythm of a marathon then grab this opportunity to make the change.

We can mark time, waiting for this to pass or we can seize today like the gift it really is - after all, it is called the present!

Lisa Stockwell, HR Consultant

Click here for more posts by Lisa

Understanding the Candidate

wow@shazamme.com (Default Author) — Mon, 23 Mar 2020 05:29:09 GMT

Advice for Employers

A candidate's decision to accept a new role affects so many aspects of their life outside of work. Therefore, employers should always seek to understand the wants and needs which will influence a candidate's decision.

Even when we as a hiring team are excited for a candidate to accept an offer, they may need time to think about the offer and discuss it with their family or significant other. After all, a new role impacts on so many facets of a person's life including family, career direction and life goals.

We recommend that employers take the time to consider what stage a candidate is at in their career and life. Is the candidate early in their career or are they quite advanced? Are they thinking about secondment opportunities or travel? Are they wanting flexible hours? What might their family circumstances be and what things might be important to them.

The only way to really know is by understanding your future hire and asking what matters to them. Not only will this dialogue make the negotiation process more efficient, they show the candidate that the employer values them as a person and will support them as their needs change throughout their life.

Taking time to understand your new employees has huge payoffs, not only when it comes to a candidate accepting an offer, but also in the lasting impression you create as an employer.

For more advice on managing your people development or recruiting, you can reach us at info@alexcorreaexecutive.com.au.

Yearly Reviews - Part 1 | Preparing for your Salary Review

Thu, 05 Mar 2020 00:29:23 GMT

Understanding Your Value

Asking for a salary increase or promotion can make even the most seasoned professional feel uncomfortable. In this two-part blog series, we’ll talk about the factors that might be holding you back from asking for a salary increase or promotion, and how you can best maximise this process. Firstly we’ll be asking you to gain an understanding of your value in your firm and also consider what might be standing in the way of you asking for an increase. In the second part, we’ll challenge you to ‘knock down those barriers’ and provide you with some practical tips to successfully navigate and negotiate your next review.

KNOW YOUR VALUE

Understanding and acknowledging your value as an individual employee is an important first step towards negotiating a salary increase or promotion. Not only will you feel more empowered and comfortable initiating the tough conversations but as they say knowledge is king!

QUESTION + REFLECT

It's likely you're more valuable to your firm than you think. Start by reflecting on your work over the last year and asking yourself some big questions. It's a good idea to note down your answers so you can revise them before you meet with your boss later in the process:

What work have you introduced or obtained for the firm?
What contributions have you made to the development of the practice? Have you trained and assisted others to develop? Introduced new processes? Developed your brand?
Have you completed or worked towards any further studies?
What experiences and new areas of practice have you taken on?
What significant wins did you have for your clients?
Did you save the firm from losing a client?
What have your billings been?
What mistakes have you made? Mistakes can mean you've learnt how to save your clients time and money; owning your mistakes and learning from them demonstrates growth.
How else have you grown over the past year?

TAKE STOCK

Know your numbers. Know your market. What are you worth objectively in today's market? The economy generally along with market fluctuations can either assist or hinder your pay negotiations and it's important to be aware of these well before initiating any kind of discussion about money.

Research the market you specialise in. Is the market in growth mode? Is it being impacted by legislative change, politics or economic fluctuations? What are the challenges in the market? What have you done to adapt to these, especially if some of the changes are likely to impact negatively on your career?

Check job boards. What jobs are being advertised in your area? Assess the demand for your skills. What demand is there for your experience level? What kind of salaries are being offered? Job boards can be a good indication of what your value is in the market, not just at your firm. This kind of information will be helpful for you to use during your negotiations.

RECOGNISE THE BARRIERS

Understanding your value can often be hindered by the story you tell yourself like,

“I'm not sure I'm worth more, or, I'm not as great as Jane or Rob”.

“I'll just get knocked back. If they say no I'll feel stupid, vulnerable and what then”.

“I had a knock-back once before, so what's the point.”

“It may lead to greater work, responsibility and expectation or rejection.”

“They'll take care of this for me in the end if it really matters.”

“If I talk about money they'll think I'm greedy or pushy “

If you’ve heard yourself talking this way, stop! If you are serious about getting the most of your salary negotiations, then it’s time to change the self-talk and take back control.

SURVEY YOUR SURROUNDINGS

Salary surveys can provide you with a rough guide of the ranges you can come to expect based on your PQE however as we know, that’s only part of the equation.

From a firms perspective, so much more comes into play in assessing remuneration. Understanding that is critical. It's about looking at the broader picture, beyond fees billed, beyond your PQE.

You might consider speaking to a recruitment consultant that you trust and respect or asking for a recommendation. A consultant that knows your market well will be able to guide you on what your market worth is.

PREPARE PREPARE PREPARE!

The next step is to use the answers you've prepared here to start drafting a coherent pitch to present to your partner or manager. With this, you're already well on your way to successfully navigating the next stages of negotiations.

See part 2 of this blog post which provides some practical tips about getting your salary discussion underway and making sure you get the best possible outcome you can!

Talent Shortages | Missed Opportunities or Waiting for Unicorns?

Mon, 02 Mar 2020 06:23:16 GMT

Hire for Attitude, Train for Skill

Attitude, potential and capability as a core group, are in my experience an excellent combination to begin with in the selection process.

Hiring managers that are prepared to invest and transition their people are the ones to win in a talent short market. Seats that remain vacant for months on end waiting for the unicorn candidate should be calculated in terms of lost opportunity and quite possibly increased fatigue for the team. I'm not suggesting hiring people with no 'transferrable skills', not at all. There of course has to be a solid base to begin with but it's time to consider the individual as a whole and what complimentary skills they can offer.

I'm dating myself, I know but I'm old enough to remember the 90's in law when few were true specialists and property commercial partners created and invested themselves into 'native title' or 'construction' lawyers (cue: smile if I'm not alone). Kudos to them for changing and adopting to the way of specialisation but the move away from generalists has now come at a cost where the search for unicorns are becoming common place yet unicorn sightings are rare.

Here's to employers who are beating the competition at the talent spotting game.

A micro-post written by our founder Alex Correa on the skills shortage that continues to challenge law firms large and small.

Alex Correa Executive | 10th Birthday

Sun, 01 Mar 2020 03:19:21 GMT

Est. 2010

Alex Correa Executive

A collective of passionate individuals committed to developing talent, inspiring success and shaping remarkable careers.

It’s hard to believe it’s been 10 years since the birth of Alex Correa Executive, and what started as a plan to avoid another employer name on my CV, turned out to be so much more. I’ve always loved being the career advisor, the sounding board and only on the very rare occasion does it even remotely feel like work.

In the 10 years since we started, over 4000 professionals have chosen to work with us. Inbound, outbound and within SEQ the career drivers have been mixed, and just as unique as those individuals making them. There have been moves in search of greater professional challenges and fulfilment; some motivated by family; and in most cases, in search of something more. From the aspiring lawyers starting out with dreams of making their mark, to the accomplished, it’s been a real joy to witness such remarkable careers unfolding before us.

It’s been in partnering with some truly exciting, innovative and dynamic firms that have made us who we are. We’ve represented some of Australia’s best law firms through to solo lawpreneurs, trailblazers and everything in between. Their wins have been our wins and we’ve been proud to call them our clients.

Our networks have grown and expanded outside of the law firms that gave us our start. We’ve sourced the GC’s for greenfields and then supported them as their legal teams take shape.

Not that I ever really played team sports, but a quote by Thomas Wolfe, “ we are the sum of all our parts ” could not have been truer for me. Our team at Alex Correa Executive past and present is represented by people with a shared passion for helping others achieve their best. I’m so grateful to those who have chosen to invest their careers with ACE, placing their imprint and sharing the vision. The memories made, relationships formed, their support, hard work, the laughs (there have been many!) and dedication in helping us achieve so much is something pretty special.

So what’s next for Alex Correa Executive? I can’t say too much, but I can tell you this… There is lots to come.

Filed under News

Date Published: 01/03/2020

Author: Alex Correa

Diversity + Inclusion In the Law | Legal Industry Round Table

Tue, 25 Feb 2020 03:28:23 GMT

DIVERSITY + INCLUSION IN THE LAW | LEGAL INDUSTRY ROUNDTABLE

Diversity and Inclusion In the Law was the topic discussed around a table of trusted friends and industry colleagues. As a collective, this group has amassed decades in the "legal people" space, respect and support underpin the conversation yet views are just as comfortably challenged. It is a setting I for one don't take for granted but one that has taken many years to foster and grow.

So as we started to unpack what diversity and inclusion looks like in our profession, it was clear that the experiences, thoughts and opinions shared had strikingly similar themes.

Strong and steady growth of women in leadership (organic and genuine, yet slow)
Alignment between values and actions taken is strong
Females continue to enjoy equal pay to their male counterparts
Regardless of what policies and support a firm might offer, family and societal norms still anchor beliefs, holding back progress
Individual authenticity - Greater sense that people are bringing their whole-self to work

There was also a welcoming relief amongst us all that yes the profession as a whole has seen progress and although there is still much to do before 'D&I' dissolves to become simply 'who we are' and 'what we do', there is a sense of promise and evolution.

Support networks for LGBTQI+ within law firms is growing
Fathers taking extended parental leave
Paid parental leave becoming industry standard
Flexible and part-time work arrangements are increasingly common

Casting our minds back to where we were a decade ago, we were buoyed by what has been achieved whilst also recognising that it is the generational 'push and pull' that inevitably brings longlasting change.

What does diversity look like in your firm? Is it representative of the community you live in and what are each of us doing individually to help change the landscape?

For more advice around diversity and inclusion, you can reach us at info@alexcorreaexecutive.com.au .

Filed under News

Date Published: 25/02/2020

Author: Alex Correa

Taking the awkward out of networking

Mon, 13 Jan 2020 05:30:12 GMT

To Network or Not to Network?

With the arrival of the new year and the chance to reconnect with clients and colleagues after the summer break, the fear and awkwardness of networking can be a huge roadblock. Whether it be attending that conference you’ve always wanted to get along to, or joining that industry or networking group, there’s no better way to ‘nip this in the bud’ than to just say ‘yes’ to the next invite that lands in your inbox.

So now that you’ve said ' YES' here are our top tips to help you kick that clamminess and awkwardness to the curb. And who knows, you may even have some fun while building some great industry connections.

Prepare | Take some time to think about who will be at this function and what you want to get out of it. Going with a plan helps give purpose and focus to your networking, but don't get caught up with this too soon. You're far better off connecting with people that will make the next event so much easier to attend.
Take a friend | Going with a friend or colleague is always a great idea. Just don't spend the whole time together. You'll be rewarded with far more connections than you would have made on your own.
Be open | You don’t know who is working up the courage to introduce themselves to you. Showing your friendly and open approach is a great way of drawing people to you.
Eye contact is key | With so many people around, it is imporant to show the person you're speaking with, that you are interested and listening. No one likes meeting someone new to find they are constantly scanning the room.
Listen to ‘engage’, NOT to answer | Thinking of the next question to keep the dialogue going can often distract us from what is actually being shared. There's nothing like speaking to someone who is intently taking an interest in what we are sharing. Ever heard the line "be interested to be interesting"?
Genuine connections | Going beyond surface level conversations is where the magic happens. It's where people go out of their way to help others; where knowledge is shared and where careers and networks are expanded.
Use people’s names | They say repeating someone's name 3 times during the conversation can help retain this to memory. We've tried it and it works! It also says a lot about you and how genuine you are about connecting.
Engage and 'link up' | Don't be shy! Connect with people on LinkedIn or send a nice short email the next day to keep the line of conversation open.
Enjoy yourself! | The more events, the more natural networking will become. And when something is natural, it's not a chore or something we dread.

For more advice on networking or your career, you can reach us at info@alexcorreaexecutive.com.au.

Re-energizing your legal career

Wed, 01 Jan 2020 05:06:57 GMT

We can all benefit from making a conscious decision to re-energise or reinvigorate our work life.

One way of doing this may be to think about the idea of ‘managing yourself’. Sometimes we can be so preoccupied with how best to manage and work with other people that we don’t think about how we can best manage ourselves. Peter Drucker writes about this very thing. Drucker speaks about how we too can build a life of excellence by being our own chief executive officer. Meaning that in the same way a CEO would evaluate the commercial operations of a company, we can all benefit from taking a step back and looking at our own personal ‘commercial operations’.

To try this for yourself, here are some simple questions to help guide you:

What are my strengths? We need to know our strengths in order to know where we truly belong.
How do I work? Think about the ways in which you work best. Is it by processing written information, or by talking it over with a colleague? Are you more productive working alone, or in a team environment? Are you in top form when things get stressful, or do you operate better in a highly structured environment?
What are my values? What are your ethics? What do you see as important responsibilities for yourself and others?
Where do I belong? What kind of work environment suits your strengths, work style and beliefs best?
What can I contribute? How can you contribute best to your workplace by utilising your strengths and values?

One other way that can provide answers to these kinds of questions is by taking the time to do your very own strengths and values test. There are a number of different ones available for free online including the RedBull Wingfinder which was developed by RedBull in collaboration with the University College London and Columbia University in New York. Another great one to look into is ViaCharacter for strengths assessment and Values Ink App which is an excellent tool to identify your top 5 values.

There is some fairly strong evidence available that suggests that when you operate from a combination of your own strengths and self-management, you can begin to achieve true engagement and productivity in your work. Surely this is the key to creating a law life that is not just enjoyable but truly meaningful.

http://hbr.org/2005/01/managing-oneself/ar/1 - Peter Drucker article

For more advice on career planning, you can reach us at info@alexcorreaexecutive.com.au.

Filed under News

Date Published: 01/01/2020

Author: Alex Correa

Characteristics of the Perfect Job | Festival of Work

Thu, 28 Nov 2019 05:19:29 GMT

What are the characteristics of your perfect job?

Visiting the Festival of Work conference this year in London, Alex Correa was asked what characteristics make for her perfect job.

It’s a question that we too love to ask and one that leads to so many more.

What would your perfect job look like?

What work would you like to see yourself doing?

What people do you want to surround yourself with?

In what kind of environment?

What’s the one thing that would make work fit well with your life right now?

They are collectively a blend of questions that provoke thought and dreams of a different existence. They often ignite a feeling of purpose and wonder, of extending ourselves and challenging who we are and what we can add to a team or an organisation. A chance to learn new things and extend our capability. Of contributing to something more meaningful that sees us earning an income the enables the life we've long planned.

But let’s be clear about something. The use of the word 'perfect' is both an aspirational one and a subjective one. We may be able to "inch" that bit closer to perfection but ignoring the need for compromise and flexibility will only lead to disappointment and the honeymoon might be over before it’s even started.

Filed under News

Date Published: 28/11/2019

Author: Alex Correa

Flexible Working Arrangements

Mon, 30 Sep 2019 05:18:58 GMT

Making them possible

Flexible working arrangements have always been seen as somewhat of an Utopia. It is something that so many of us strive for, yet few of us actually have. Or do we?

Traditionally, lawyers have always been expected to clock up 40, 50, 60+ hours in the office. However, we are now witnessing a huge shift away from this model, with many of our clients offering lawyers part-time or working from home arrangements. Not only do these sorts of arrangements benefit the employee, employers are seeing a greater talent pool as more and more lawyers are attracted to part-time hours or alternative arrangements such as working from home or flexible start and finish times.

An opportunity for everyone

Flexible working isn't just about supporting working mums. We are also seeing dads and individuals without children opting for and embracing a true work-life balance.

So, where do you find the roles that offer these kinds of arrangements? For a starter, we can quash the belief that it is only government roles offering the always strived for "work-life balance". We have recently placed a lawyer in a top-tier firm, two others in in-house and another in government; all of whom have secured working arrangements that are outside of the typical 5-day a week in-office role. In fact, many of our clients are increasingly offering these arrangements irrespective of gender, year level or practice area.

A time to compromise

Having said all this, flexible working arrangements are all about give and take. So whilst an employer is willing to offer some flexibility, so must you. Leaving the office at 3pm to do the school run might mean logging on at 8pm to finish off something important; or working 3 days a week may mean monitoring your emails on the days you're not in the office. What works for one individual may not work for another. The key is in taking ownership and making sure that the flexibility is working well for the benefit of your employer, your clients and you as an individual.

I for one, am a huge advocate of flexible working arrangements and experience first-hand how well it can work - for everyone. Before joining Alex Correa Executive, I was fortunate to work for a law firm that allowed me to work 100% from home after the birth of my child. This wasn't something that was automatically given to me, I earnt it by gaining the trust and support of my employers and colleagues after working full time in the office for a number of years. In my current role, we do flexible working arrangements incredibly well. We balance our 'in office' days with our 'work from home' days. I also start early which not only suits our candidates as I can meet them before their working day starts, but in return allows me to be home earlier in the evening to put my 'mum' hat on.

In order for flexible working arrangements to continue to be more of the 'norm', it's important that it's embraced by everyone regardless of gender, partners and staff - both in terms of those that practice flexibility and those who promote it.

At the end of the day, flexible working arrangements aren't elusive. They aren't difficult to achieve and they're not a work in progress. It's far more common than many think and in our view, it's the way employers are best able to attract and retain top talent.

For more advice on managing your people development or recruiting, you can reach us at info@alexcorreaexecutive.com.au.

Some Inspiration from our Friends In Law

If you are looking for inspiration from other lawyers who have had another career outside law, listen to this episode of the Friends In Law podcast where our founder Alex Correa interviews Sarah Frost on flexible working and her new path in the world of consulting.

When Law is Your Second Career

wow@shazamme.com (Default Author) — Thu, 11 Jul 2019 05:37:17 GMT

Capitalising on your skills

Being a second-career lawyer brings with it a unique set of benefits and challenges. On the one hand, your first career has helped you develop skills outside the realms of law. Having a wealth experience in a different profession or industry may mean that you have gained an entirely different skillset to 'first-career' lawyers. In your 'first career' you may have developed strong management and people skills compared to other lawyers at your year level. Perhaps you are good at managing people or can problem solve more creatively than your colleagues. We recently saw this transfer of valuable skills when a former HR advisor accepted a role in a workplace relations team.

On the other hand, entering the legal profession later in life may also have its challenges. It can be difficult taking a pay cut from your previous role when you accept an entry level legal role. In your early years, you may long for the day where the 'training wheels' can come off and you can rise through the ranks.

We know from our experience placing several second-career lawyers into legal roles the value they bring to an organisation. The transition may be difficult at first, but we encourage you to be patient with yourself and your career transition.

For more advice on your career development, you can reach us at info@alexcorreaexecutive.com.au.

Some Inspiration from our Friends In Law

If you are looking for inspiration from other lawyers who have had another career outside law, listen to this episode of the Friends In Law podcast where our founder Alex Correa interviews Carly Traeger on life in policing, private practice and in-house.

Debunking Recruitment Myths

wow@shazamme.com (Default Author) — Thu, 04 Jul 2019 05:46:10 GMT

Understanding The Recruitment Process

Quite often when speaking to past candidates, we realise how little is really known about what we do and how recruitment actually works. This blog debunks just a few misconceptions and will hopefully help you get the most out of your relationships with career advisors and recruiters.

How does it work?

When we first talk to you, we will always ask what jobs you have applied for and whether you have talked to any other recruiters. This is important for us to know because many organisations that are recruiting will brief multiple agencies and may also advertise on their own website for a single role. If you have already applied for the role through another channel, we can't put you forward for that same role. Answering these questions honestly benefits everyone.

Misconception 1 - We don't just recruit

We do so much more! We provide salary advice which is particularly useful when you're going for a promotion. We can advise you on how to have difficult performance review conversations. We can advise on how you can utilise your skills to transition from one area of practice to another. At any stage of your career, we can be your go-to career advisors whether you are looking for a new role or not. Any recruitment consultant worth their salt will take this same approach.

Misconception 2 - We don't forget about you if we don't have a role right now

We are always actively looking for opportunities for our candidates. In fact, we have regular team meetings where we discuss our past and current candidates so that you are always top-of-mind when the perfect role does appear. We spend significant time updating our online database so we can find the perfect role for our candidate even if they have applied to us years ago. In fact many of those we have placed in the last 12 months have been lawyers we have worked with in the past and in a number of cases, we've provided them access to opportunities before they were even advertised.

Check out our FAQ's which explains much more about how the recruitment process works and what you can expect when you partner with us.

For more advice on your career development, you can also reach us at info@alexcorreaexecutive.com.au.

Perseverance is Key

Thu, 30 May 2019 05:56:30 GMT

Strive For Your Best

Never give up...

Try not to be disheartened because you're experiencing knock backs and are yet to secure your next role.

Just because one firm doesn't think you're the "right fit", certainly doesn't mean that all firms will think that.

We recently worked with one candidate who never gave up despite being on the job hunt for an extended period. They listened to our advice, tailored their CV, attended interviews with renewed vigour, reached out to a mentor and took on feedback with enthusiasm.

As a result, they have now secured an amazing role in a fantastic firm.

A committed and focussed approach will always pay off.

Health + Wellness Vital for Employers

Thu, 27 Sep 2018 23:42:23 GMT

Attracting and retaining the best talent has continued to be one of the biggest challenges facing employers this year. So what matters to employees? Research shows much support for firms to renew their focus on health and wellness, areas that also happen to be central to most new year’s resolutions.

Globally

Last year, in their annual global study into talent trends, consulting firm Mercer identified more than half (53%) of employees surveyed want their company to focus more on their health and wellness and (56%) want them to offer more flexible work options. Health was a key priority for two-thirds (61%) of respondents. Health and wellness was also a factor in employees’ decisions to work for a particular company. When asked ‘what would make you work for one company over another’, 17% of employees surveyed cited fitness facilities and another 12%, well-being services.

In Australia

Research identifies similar trends in Australia. The 2016 MetLife Employee Benefits Trends Study showed that Australian workers prioritise a healthy work-life balance and prefer employers who offer health and wellness benefits that enhance their physical and mental wellbeing. Indeed, reducing work stress was the second most important motivator (31%) after salary for employees seeking a new job. However, while wellness programs (56%) are amongst the most popular benefits offered by employers, the MetLife (2016) study found employee satisfaction with benefits is relatively low. In particular, only 33% of employees were fully satisfied with the wellness programs on offer.

The study also revealed a misalignment of benefits offered by employers and those desired by employees. Specifically, the study found that four out of the top five health concerns for employees are mental health related (i.e. work-life balance, depression and anxiety, stress and lack of sleep), and that 84% of Australian workers worry about their emotional wellbeing. Yet, despite these concerns, the study showed that Australian employers focus their benefits programs on their employees’ physical health.

While firms may be reluctant to broaden their health and wellness programs because of costs, the MetLife research indicated that employees are open to sharing the cost of benefits for those they deem valuable. The study found that almost two-thirds (62%) of employees surveyed would split the cost for health and wellness programs.

The types of benefits employees will invest in, also vary with age. Employees aged 31-40 years old were found to be much more likely to pay for health and wellness programs for example, whereas employees 51-60 years old, were identified as more likely to pay for health insurance.

The Australian legal profession

Within the Australian legal profession, flexible work practices that enhance health and wellness by reducing stress and improving work-life balance have also been found important to employees, The Law Council of Australia National Attrition and Re-engagement (NARS) study of 4000 legal professionals, identified firms’ support of flexible work practices and better work-life balance as drivers of employee retention and attrition. The research found that those who had left the legal profession entirely were motivated by prospects of better work-life balance, more flexibility and reduced stress. Women who no longer practise as lawyers reflected that the pressure, stress and poor work/life balance are unsustainable and ‘incompatible’ with other priorities. In presenting options for change to the industry, the study highlighted the need for firms to provide and support flexible work practices and facilitate better work-life balance.

Employees’ health and wellness outcomes for firms

The value to firms from improving their employees’ health and wellness benefits is substantial:

Decreased costs, increased profits and better use of resources

First, investing in health and wellness to attract and retain staff can help lower costs associated with staff turnover and recruitment, as well as those incurred with workplace injuries. Reducing injuries through wellness programs was cited by employers as the second of five top outcomes in the Metlife study. For firms, reduced costs translate to increased profits. Importantly, the resources otherwise invested in attraction and retention can also be redeployed to better servicing clients.

Increased staff morale and productivity

“If you look after your staff, they will look after your customers. It’s that simple” – Richard Branson

Improved health and wellness benefits can also result in greater employee positivity about their work and generate greater productivity. The Metlife (2016) study showed improving employee health can influence their positive emotions towards working. Respondents who felt they were in excellent or very good health expressed much higher feelings of positivity. Since positive employees are more emotionally invested, they will enhance a firm’s revenue and reputation by better servicing their clients.

Differentiate – be an employer of choice

Finally, health and wellness programs enhance a firm’s employee value proposition to attract and retain key staff by distinguishing them as an employer of choice. Motivated and engaged employees are also a firm’s best advocate, and will generate new client referrals or attract other talented employees by recommending the firm to others as an exciting place to work.

Communication

While the value to firms of refining their health and wellness benefits is significant, it is also vital that they communicate these benefits to existing and potential employees. The Metlife (2016) study found that employees rated a dedicated employer benefits website and handbook as the most useful communication tools. Such communication is also important as it simultaneously promotes the organisational culture and signals its values. Health and wellness benefits: An excellent new year’s resolution.

If you are considering how to attract and retain staff in 2018, why not revisit your employees’ health and wellness benefits. Give particular attention to the health and wellness programs that relieve stress, and those which facilitate your employees’ emotional wellness. By so doing, you can cultivate a thriving, productive and energetic workforce as well as differentiate your firm as an exciting place to work, ensuring an excellent new year for both your firm and your employees.