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Mentor
Recruiting admin take a first pass based on criteria provided. If it meets a threshold or stands out in some positive way, it gets passed on to partner who may or may not loop in other team members to decide if it’s worth a screener. Some partners may fully delegate the initial review to a senior associate or counsel.
This. When I was managing internal recruiting at an AmLaw 100, I'd receive all resumes from our admin, then pass along the strongest resumes to the hiring partners for each group (usually the PGL or group of hiring partners). If someone applied from a peer firm that I know the partners would be interested in, I flagged it and sent it high priority immediately upon receipt. Otherwise, I'd send groups of average resumes over a few times/week. I was more lenient with passing candidates through when we were way understaffed and the group was making hiring exceptions/open to candidates with lower credentials or those making a pivot.
How are Biglaw vs. Biglaw + Inhouse stint resume assessed? Is it better to avoid direct application via portal with the latter?