Quote:
Originally Posted by ThurgreedMarshall
I'm sure you use headhunters, but you must absolutely demand that they bring you diverse candidates. We requested resumes for a mid-level IP attorney and every single candidate was white. The partner was shocked and asked the headhunters to perform the search again looking for diverse candidates. He was floored when the hh brought him resumes for 6 candidates of color, each of whom was more qualified than the previous candidates the hh had brought him. When he asked why they weren't included the first time around, the answer was that these assholes look at diversity like a skill to be checked off on their list of what to search for.
This business is just shit.
TM
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One of the changes I've pushed here is that our process for each search is (i) no headhunters on day 1; (ii) listing first goes out to (a) the bar associations, including each of the minority bar associations in the area; and (b) a mailing list of our own network, which I've made sure includes every attorney of color and every woman attorney who has worked for, been a client of, or had other significant contact with us that I can identify, and postings on social media; (c) law school alumni office bulletin boards; and (d) a broad set of publications. After 2 weeks, if we don't have strong candidates emerging, we go to headhunters. The headhunters are not great for us, they tend to favor the firms with constant associate needs rather than folks like us, who hire two or three associates a year. We've gotten great candidates from minority bar association listings in particular.
If anyone knows of anyplace we should list let me know.
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