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Somebody who is still early in their career, the ability to want to learn, be motivated, and good head on their shoulders is all you can ask for. Surprisingly, you don’t see a lot of that in everyone.
Thanks! I used to think the willing to learn and motivated are common traits among junior associates:)
It really varies based on your practice area and the location(s) you're interested in. Candidates who get a lot of traction in DC might not generate much interest in the Midwest because there isn't a need for their skillset. Candidates who have a hard time getting interviews in NYC may generate more interest in Charlotte, Atlanta, or Cincinnati because they are less competitive markets.
Generally, firms are spooked by candidates who have short tenures or have moved to 3+ firms within a five year period, candidates with GPAs below 3.2 (some firms have a 3.5+ GPA requirement), and some firms or groups will only consider candidates from peer firms (i.e. - an AmLaw 50 firm may not even look at candidates outside the AmLaw 100).
Firms like to see candidates with impressive work experience prior to law school, some hiring partners love to hire college athletes or former military (shows discipline). Candidates with an active LinkedIn presence and those active in networking and industry-specific organizations may be noticed by some partners. Some partners really care about pro bono work and community service, while others could care less (and some actually find it a distraction and secretly frown upon it).
My best advice to you is to try to get as much substantive experience as possible, start keeping a deal sheet or list of representative matters, and start making networking connections that could eventually turn into interviews.
Extremely helpful, thank you!
Re “deal list”or representative matters, I want to sound a note of caution: please be very careful about your professional responsibilities (i.e., legal ethics rules) to maintain the confidentiality of your clients (which is usually broader and more enduring than some might expect). Folks in HR and/or recruiters are often (understandably) not familiar with these rules and the associated restrictions. Not only is it critical to follow the rules but also, a slip could turn off a prospective boss/leader. Flagging as something to be wary of because I want you to be successful. 😊 Good luck! I know you will find something awesome.