FREQUENTLY ASKED QUESTIONS
Stofsky & Schiller, Inc. (“SSI”) different from
other legal search firms?
The recruiting team
at SSI has over 46 years of collective legal recruiting
experience. Through the years we have met with our clients
numerous times and have been with them through changes
involving their growth and development. These on-site
meetings have resulted in our having a better understanding
of the firm’s individual culture and personality and
an in-depth knowledge of each practice group. In turn, we
have placed literally hundreds of attorneys successfully
in various positions and at various levels. We strive to
develop long-lasting relationships with all of the attorneys
we recruit for as well as represent. Many of our past placements
have become partners at their respective firms as well as
others who have attained high-level positions in house. We
therefore have direct access into many of the departments
for whom we are recruiting. Our extensive referral network
and stellar reputation is a testament to our excellent work.
As members of NALSC, the National Association of Legal Search
Consultants, we follow a strict ethical code of doing business
in our industry.
How do I register with Stofsky & Schiller, Inc.?
Submit your resume via e-mail (as
an attachment in MS Word format), by regular mail or by
fax. Once we receive your resume, our recruiting team will
review it. If we have any placement opportunities for you,
or require any additional information, we will contact
How will “SSI” find
a position that’s
right for me?
We will take the time to meet you
and learn about you and your specific skills and expertise
as well as your career goals.
a long time since I've revised my resume. What
format should I use? How long should it be?
that resumes be kept to one page, if possible, with more
detailed information about significant transactions. Use
a concise format: education, professional work experience
and bar admissions. Junior attorneys should describe education
first and experience second; senior attorneys, experience
first and then education. List items in reverse chronological
order. Include more details about work experience that
is most relevant to the position you are seeking.
How do I prepare for Interviews?
of our strengths is preparing candidates for interviews.
We bring every candidate back for a training session on interviewing.
There are two aspects to this training session. The first
is diagnosing the candidate’s skills and experience
and helping him/her articulate succinctly what they have
to offer the client. We then impart in detail all the information
about the position, which the candidate will need so that
he/she is really prepared. Most interviews last one half
hour so a successful candidate must be prepared. If a candidate
has trouble with interviewing skills we will conduct training
sessions until they are successful.
registered, how do I control where “SSI” sends
We inform you of any potential opportunities, but we would
NEVER submit your resume without your express permission.
Do all firms require transcripts
and writing samples?
Most larger firms require
law school transcripts as a matter of course in their lateral
hiring. Unofficial student copies will usually suffice.
Writing samples are requested less frequently, and when
they do, they usually ask for a brief or memorandum.
confidentiality, references normally aren't requested until
later stages of the hiring process. Often candidates feel
uncomfortable giving notice so we will advise you on the
professional way to go through the process.
How much will
it cost for me if “SSI” places
As executive search consultants we are hired
by the client to perform searches. Therefore there is no
fee to any candidate who works with “SSI”. The
clients pay the fee.
How can I ensure the confidentiality
of my career search?
In our experience, the professional
recruiting staffs of law firms and corporations are careful
to preserve the confidentiality of lateral candidates.
Needless to say, individuals should be careful to work
with reputable placement firms, who are established and
who reveal a candidate's identity only with express, prior
authorization. Unsolicited submissions cannot make the
same claim for confidentiality, and they are far less likely
to produce results. Likewise, one should not expect confidentiality
when responding to a "blind" ad
or web posting.
How long does a new job search normally
There is no such as thing as “normal” in
a job search. There are many factors that go into the timing
of a placement. From the client’s perspective, the
search can be based on market trends, the time of year and
how specific their needs are. Some clients make decisions
in a timely fashion while others have a longer process. From
the candidate’s perspective finding the right "match" can
depend on the number of appropriate positions open at a given
time and on how narrowly an individual defines the size,
type and location of opportunities he or she will consider.