{ "media_type": "text", "post_content": "How have people decided it was time to look at other firms? I like my firm just fine, but I don’t love it. I’m not sure if that means it’s time to look elsewhere or if it’s just a normal don’t love it like I wouldn’t love any job. I’m sure corona is playing a part too, just don’t love the culture, lack of transparency in what it takes to move up, lack of formal reviews, etc. I’m pretty junior and firm is ~100 attorneys for context", "post_id": "5f2032df24bc6c0022b411e5", "reply_count": 8, "vote_count": 4, "bowl_id": "552d1d24dc1c586b09d2d052", "bowl_name": "Law" }

How have people decided it was time to look at other firms? I like my firm just fine, but I don’t love it. I’m not sure if that means it’s time to look elsewhere or if it’s just a normal don’t love it like I wouldn’t love any job. I’m sure corona is playing a part too, just don’t love the culture, lack of transparency in what it takes to move up, lack of formal reviews, etc. I’m pretty junior and firm is ~100 attorneys for context

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From someone who has stayed in one spot for many years and also moved a few times for various reasons, I can tell you that most firms are pretty much the same. You should have very good reasons for leaving a firm, and be prepared for inevitable tradeoffs. It should be a very well thought out and carefully Planned choice. Not willy nilly or out of boredom. And remember sometimes the devil you know is better than the devil you don’t. You can only tell so much from interviews and other people’s perceptions. You won’t know how a new firm truly is until you actually work there.

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For me - within the first few months of joining actually. Overall dissatisfied with the lack of mentorship and quality of work from the partners I work with. I still stick around tho because of the branding of the firm but am always on the lookout for better opportunities (which is tough in this market!)

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I left because the firm had a clear toxic environment that favored the male associates more than the females...but our managing partner was a woman. I could’ve continued to put up with it, and I worked well with all attorneys, but when I learned a first year male associate had taken 3x more depositions than me, a second (almost 3rd) year female, I decided it was time to go. With that said, the old firm also had similar “issues”: lack of transparency, culture, lack of formal reviews. I started looking for a new gig pre-covid, lost hope, and then the right option fell into my lap (rare circumstance, I assume). Don’t jump ship just to jump!

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At my firm, the male junior associate was paid the same bonus as the female junior associate who had a much better quality of work and worked harder. At my previous firm, the managing partner told me that she was prepared to pay the male candidate (who was more junior than me) a higher salary than me because he was older than me (law is his second degree). I guess the saving grace is that she shared her thoughts with me?

So OP and A2, respectfully, when you describe a lack of transparency what do you mean? Happy to explain or discuss but I’m not sure what you’re describing.

Thanks for response. Obviously very different situations. A2, small firms tend to be sort of personality cults - driven by the decisions and idiosyncrasies of the partners. They make partners and give raises and bonuses when they damn well please, when, as, and for the reasons they determine in their sole and absolute discretion. They also often lack the processes, committees, policies, and other formalities that are common in larger organizations. That’s one of the challenges you face. The other is that insurance defense is pretty commoditized and the partners know it. They may not care whether associates stick around, because they know that it’s a buyer’s market for the associates they need. As a result many such firms see no point in investing in development, reviews, or whatever. I doubt either of those realities will change for you. But in a small firm each partner often has more individual pull than a partner in a firm with 200 other partners. That means if you latch on to and become indispensable to one of the partners that one person may provide what you’re missing. Is that an option for you? OP, can you tell me a little more about your firm — size, number of partners, practice areas, etc?

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