Jones Chase Employment Lawyers’ Post

We’ve Got Spirit, Yes We Do! 📣 We've Got Spirit, and We Want YOU....to join our #TEAM!! 👏🏼 What a fun Spirit Week, and the perfect reflection of our every day Team Spirit here at DLG! 💥 We're #Growing #Expanding and #Hiring!! Maybe YOUR #Career could grow here..?! Check out the Careers page on our website! #SpiritWeek #Teamwork #Dreamwork #BetterTogether #ComeGrowWithUs #Hiring #LegalAide #Paralegal #Attorney #LawClerk #NC #SSD #PersonalInjury #WorkersComp #VA #Legal #LawFirm #LawGroup

Congratulations to my candidate for receiving an amazing offer from an AmLaw50 firm! It's 101 degrees here in DC and the legal market continue to be just as hot! This week I am working on #antitrust and #litigation positions in the DC area. Summer is a great time to focus on your job search while things at work are a bit quieter. If you are looking for a change- reach out today! #legalrecruiting #lawjobs #privacy #litigation #biglaw #joboffer

Have you ever considered the amazing benefits of second chance hiring? Let me break it down for you! First up, work opportunity tax credit. That's right, by giving someone a second chance, you can actually receive a tax credit of about $3,600 per employee. Talk about a win-win situation! But wait, there's more! Federal bonding comes into play here too. This means that if anything happens on the job during those crucial first six months while employing someone who's coming out of prison, federal bonding will cover them. That's peace of mind for both parties involved! And let's not forget the most important aspect - providing an opportunity to someone in need. Many times, those of us coming out of prison just need that one person to believe in us and give us that initial step towards rebuilding our lives. It's incredibly powerful and transformative when given this chance. Plus, studies show that individuals who are hired after leaving prison tend to stay in their jobs longer compared to others. Why? Because we don't see it as simply "work," but rather as an incredible opportunity to turn our lives around and prove ourselves capable of greatness! So next time you're making hiring decisions or advising your company on its talent strategy, consider the power and potential behind second chance hiring. #SecondChanceHiring #OpportunityForAll #TransformLives #BelieveInPeople

With 7 days left at COUNTRY Financial® and on the team lead by Mollie Martin and Jon Herron - I want to repost this incredible opportunity to join the team. It can be #REMOTE or hybrid depending on YOUR presences! The team has a great culture, chill people, and they’re all rowing hard in the same direction! It’s been a privilege to be part of the team albeit it was a shorter tenure then expected (more on that later)! Some might ask: Why are you pushing this so hard for a company you’re leaving? Answer: Because this team and company are special. My short time here was the product of a once-in-a-lifetime opportunity not a reflection on the company, culture, or people. Whoever gets this job is set for life as long as Mollie and Jon are at the helm! P.S.: If you apply, use my name as a referral! I’ve promised that a portion of the referral bonus be used to do a virtual team lunch! #claimsattorney #claimsmanagement #insurance #insurancecoverage #constructiondefect #propertylitigation #torts #casualtyinsurance #insurancedefense #claimlitigation Aimee LeCron Maryana Feigen Michael Mahoney Lynn Hare

🏈 On Homecomings, Laterals (not that kind!), and yes, Football: Sometimes you feel best, and perform best, in your old stomping grounds. Such was the case yesterday when (NY Giants castoff) Saquon Barkley returned to MetLife yesterday and gashed his former team for a Career-2nd-Best 176yds of offense, with a Touchdown to top it off. Whether you’re an ankle-breaking NFL Running Back, billables-crunching Attorney, or someone who hates the oversaturation of sports in our daily dialogue (I’m sorry), you know full well that familiarity + motivation = excellence. So, if you’re looking to mount your return to the Philadelphia area, my Team and I are working on dozens of exciting, ultra-competitive opportunities- including those that are UNPOSTED and CONFIDENTIAL- at major national players, sophisticated boutiques, and AmLaw refuges. Right now, our top priority roles include the following areas: ·       Corporate M&A / Gen Corporate Practices ·       Labor & Employment Litigation and Counseling (incl. both Labor-side and Employer-side rep) ·       Trusts & Estates / Tax Advisory and Controversy ·       Litigation, namely: Commercial; Construction; Securities; Insurance Coverage / Defense; Professional Liability; and much more! Interested in a Philly Homecoming? Let’s connect! Even if the City of Brotherly Love is not calling your name right now, but you are in the market for a move, I would love to learn how I can best be a resource to you in your search.   Serving PA, NJ, and DE, Corey Vail Sautner, Esq. 908-510-5033 Corey.Sautner@LHH.com LinkedIn DM's Always Welcome Bookings Link is LIVE in Bio #LHH #LHHRecruitmentSolutions #ReadyForNext #AttorneyCareers #AttorneyJobs #AttorneyHiring #LawyerCareers #LawyerJobs #LawyerHiring #LegalCareers #LegalJobs #LegalHiring #LawFirmCareers #LawFirmJobs #LawFirmHiring #OpentoHire #GoBirds #FlyEaglesFly Image Courtesy: SB Nation. No exclusive right is claimed to the image as-shown, its source material, or any corresponding mass or private media coverage.

This Firm rejected a 8-year PQE candidate For a 4-year PQE rising star instead Here's why experience isn't everything... I see it all the time. Hiring teams get fixated on years of experience. "We need someone with 7+ years PQE" "Must have 5 years minimum" "Looking for 10 years+" But here's what I've noticed... Some of the best placements I've made completely ignored these requirements. This year, I placed a Litigation Solicitor in a role that "needed" 7+ years. He only had 4. But he had something more valuable: Raw talent. Drive. A genuine passion for their specialism. The Partners were sceptical at first. But agreed to one conversation. That's all it took. They saw what I saw - someone with huge potential. And three months in, the team couldn’t be happier to have him. Here's what smart firms understand: Great talent doesn't always come in the package you expect. Sometimes the perfect hire isn't the one with the most experience. But the one with the most potential. Don't let rigid PQE requirements stop you from thinking outside the box.

The 2024 Election: What It Means for the Attorney Job Market The results of the 2024 election will undoubtedly shape the legal landscape—and the attorney job market is no exception. With new policies and regulations on the horizon, law firms and legal departments across the U.S. are anticipating shifts in client demands and areas of focus. Here’s what attorneys can expect in the months ahead: 🔹 Increased Demand in Regulatory & Compliance Changes in environmental, labor, and healthcare policies could lead to an uptick in regulatory work, especially for firms with expertise in Environmental, Energy, and Labor & Employment law. Attorneys in these fields may find new opportunities as companies adjust to meet evolving regulatory standards. 🔹 Corporate & Transactional Law Growth Post-election, there’s often a surge in corporate restructuring, mergers, and acquisitions as companies strategize in response to the economic outlook. Corporate associates, senior counsels, and partners with transactional experience may see a rise in demand as firms and clients respond to new market conditions. 🔹 Litigation Surge Policy shifts can lead to more disputes and, consequently, increased demand for experienced litigators, especially those in commercial and business litigation, employment litigation, and insurance defense. If you’re a litigator, 2024 could be a dynamic year to make your next career move. 🔹 Regional Shifts Key markets on the West Coast and in regions significantly impacted by the election’s results might see concentrated demand for legal expertise. If you’re looking to move or explore hybrid roles, now could be the perfect time to consider regions positioned for growth. If you’re an attorney looking to make a career move—or if you’re simply curious about what the job market holds post-election—let’s connect! The legal hiring landscape is evolving, and now’s the time to consider how you can best position yourself for success. I’d be happy to share insights tailored to your practice area and help you find the right opportunities. 📲 (512)-820-1415 🖥 Jake@illapasearch.com #LegalHiring #AttorneyJobs #Election2024 #CareerGrowth #LegalRecruiting

cc: Hi [public and civil servants too numerous to count] regarding a message and document submitted in spite of a reason to see the request as anything other than a personal demand, please reflect on the possibility your staff perceive of college education as a form of "special" education. Bias in this area (based on staff Education, Training, and Literacy) includes: lack of [general] awareness of HR hiring behavior for roles typically filled by [the public whom you serve] with advanced (Master's or Doctorate) degrees, based on lack of exposure and experience to those workplaces; and [generalized staff reading comprehension levels] that often don't appear to support our communication in a way that's adequate for what would be evaluated in a professional competency review that we, the public you serve, are asked to perform in order to meet *your* demands (ability to use reason and logic to revise a statement made in written language, as a demonstration of the autonomy of thought necessary to competently perform administrative management duties).

𝗪𝗵𝗮𝘁 𝗜 𝗟𝗲𝗮𝗿𝗻𝗲𝗱 𝗠𝗼𝘃𝗶𝗻𝗴 𝗳𝗿𝗼𝗺 𝗕𝗶𝗴𝗟𝗮𝘄 𝘁𝗼 𝗜𝗻-𝗛𝗼𝘂𝘀𝗲 𝗖𝗼𝘂𝗻𝘀𝗲𝗹 When I transitioned from private practice at Shearman & Sterling to the in-house legal team at Citigroup 21 years ago, I experienced a series of "aha" moments: 💡 𝗙𝗶𝗿𝘀𝘁 𝗱𝗶𝘀𝗰𝗼𝘃𝗲𝗿𝘆: Every Citi employee who had my contact information was a potential consumer of legal services and thus an internal stakeholder and "client." 💡 𝗦𝗲𝗰𝗼𝗻𝗱 𝗿𝗲𝗮𝗹𝗶𝘇𝗮𝘁𝗶𝗼𝗻: The legal department wasn't seen as a profit center, but rather as a "control function" (Wall Street corporate-speak for "cost center") that was often targeted for cost-saving initiatives. 💡 𝗖𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝗹𝗲𝘀𝘀𝗼𝗻: As an in-house counsel, my role was to be a 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗳𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗼𝗿, mitigating legal risks while accelerating business opportunities. I served as a catalyst for growth, ensuring our company could pursue its business objectives confidently and in compliance. 💡 𝗧𝗵𝗲 𝗕𝗶𝗴 𝗦𝗵𝗶𝗳𝘁 • 𝗟𝗮𝘄 𝗙𝗶𝗿𝗺: The core business is delivering paid legal advice. Success is measured by billable hours, client satisfaction, and case (and transaction) outcomes. The focus is on legal expertise and risk avoidance. • 𝗜𝗻-𝗛𝗼𝘂𝘀𝗲: Legal advice supports the company's main business—delivering products and services to customers. Success is tied to business goals, cost-effectiveness, and strategic problem-solving. The focus shifts to balancing legal risks with business opportunities and revenue generation. In a law firm, I was a legal expert. In-house, I became a business enabler with legal expertise. This shift required developing a deep understanding of Citi's operations, market position, and strategic objectives—not just its legal challenges. --- 🤝 Seeking to strengthen your legal department with top-tier in-house counsel? Contact me to discover how we can elevate your team's capabilities together. #InHouseCounsel #GeneralCounsel #LegalCareers #CorporateLaw #BusinessLaw