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Hi everyone! I hope you’re all doing well and staying safe during the holiday season. I wanted to take a moment to highlight a role that I’m hiring for - Sr. Learning & Talent Development Partner. If you’re interested, I’ve added to the Fishbowl jobs board - https://joinfishbowl.com/job_rpc2p5vsvq. Feel free to reach out directly if you’d like to chat. :)
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So- we run Dynamic Creative Optimization (DCO) for our clients display ads in a feed and corresponding google sheet via Google DoubleClick. My q is- does anyone know what systems out there allow for creating a template that will automatically pull a product image from say Target.com and automatically building the ad & copy without manually making 1000 ads via row for row in the google sheet? I know this is possible but curious if Sizmek or Flashtalking are more common in this type of creative development.
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At my BL firm staff attorneys are treated like associates...disposable.
I think it truly depends on the firm. At my firm, staff attorneys (we call them “non track associates”) appear to be treated essentially the same and given the same responsibilities, but paid less. I believe they may not be held to the same standards on hours, but it’s not a significant difference. I have known of one or two NT associates to be placed on partner track after proving themselves, which I imagine comes with a pay bump.
I think these distinctions are no good and such a sign of a poor firm culture. Why give someone a title that tells the outside world and clients that she or he is not in our track to being a partner. Idk all the differences but that is the perception I have at least
Ok I think that makes a difference from the public perception point but still! That said doesn’t mean you can’t rock It as staff attorney and succeed! GL
A lot of times staff attorneys are not put on the website and are not client facing. They’re typically lower salary, probably lower hours requirements, might be brought in for a specific discrete project (doc review, due diligence etc - non-sexy work that firm doesn’t want higher billing rate associates on) temporarily. I wouldn’t take it if you have associate options available to you, you may find yourself treated like a third class citizen (after partners and after associates) receiving boring work, no mentorship, no thanks, etc.
However, sometimes this can be a more lifestyle role that folks specifically choose (rather than best they could get). Look into the specific role and whether it matches what you’re looking for.
At one of my firms we had a secretary who went to law school someplace that did not meet our school/grades cutoffs but because she was already working for us, we made her a staff attorney to start and promoted to associate after she proved herself for a couple of years. In her case she was doing associate work, just didn’t have the title at first bc she was too far off on cutoffs to be approved as an associate hire.
If you’re looking at this as a stepping stone to associate, definitely talk to the recruiter first about whether that’s a realistic option and how far out you’re talking.
I was hired as a staff associate but successfully converted to on track after 2 review cycles. Billable hour difference was 200. Pay difference was 50K. Types of work and treatment all the same for me.