On-campus interviews remain one of the most important entry points into major law firms. Students often have only a few minutes to make a strong impression. Therefore, the new OCI Master Guide explains how firms screen candidates and what they value in interview performance. It also outlines how screening interviews differ from callback interviews, helping students plan with greater clarity.

Learn more from this report: On-Campus Interview Master Guide

A Step-by-Step Preparation Timeline

The guide provides a detailed timeline that spans several months. Students are encouraged to begin early. First, they should improve their academic profile and gather meaningful legal experience. Then, they should start building connections with practicing attorneys. This early effort creates a stronger foundation once interview season begins.

Moreover, the OCI Master Guide includes weekly and monthly tasks that keep students on track. These tasks cover résumé updates, writing sample selection, and firm research. As a result, students avoid last-minute stress and present better-organized applications.

Practical Firm Research Techniques

Firm research is often overlooked. Yet it is one of the main factors that influence interview success. The guide teaches students how to study practice groups, firm culture, awards, and recent cases. Because this research helps candidates tailor their answers, it also improves the quality of conversations during interviews. Additionally, students learn how to match their interests with each firm’s strengths, which creates a stronger narrative.

OCI Master Guide Strategies for Stronger Application Materials

The OCI Master Guide also provides advice on crafting effective application materials. Students receive tips on formatting résumés, writing clear cover letters, and selecting polished writing samples. Each section stresses clarity. It also explains how small details can affect a recruiter’s perception. With these guidelines, students can avoid common errors and present a professional package.

Essential Interview Strategies in the OCI Master Guide

The interview section of the guide is one of its most detailed parts. It includes sample questions, answer frameworks, and behavioral interview methods. Students are encouraged to practice repeatedly. They also learn how to maintain confident body language, prepare thoughtful questions, and communicate genuine interest. Furthermore, the guide explains how to adjust responses for different attorneys during callback interviews.

Post-Interview Follow-Up in the OCI Master Guide

After interviews end, follow-up actions become essential. The OCI Master Guide outlines the proper timing and tone for thank-you emails. It also encourages students to track their interactions and remain professional throughout the selection period. These small steps often make a significant difference in final hiring decisions.

How the OCI Master Guide Drives Stronger OCI Results

With its clear structure and practical tools, the OCI Master Guide gives students the confidence they need to perform well in a high-pressure environment. It is designed to guide them from early preparation to final offers. For anyone entering the OCI season, this resource is now one of the most valuable tools available.

Learn more from this report: On-Campus Interview Master Guide

The post Your Essential OCI Master Guide first appeared on JDJournal Blog.

Learn more from this guide: 50 Essential Law Firm Interview Questions Attorneys Must Master

Why This Guide Matters

Law firm interviews can be tough. Firms want more than just legal skills — they want attorneys who fit their culture, show commitment, and bring value. This guide breaks down 50 critical questions, from classic openers like “Tell me about yourself” to high-pressure queries about work ethic and business development.

Each question comes with sample answers and insider tips on what partners really want to hear. Whether you’re a law student, junior associate, or lateral hire, this resource gives you the edge.

Key Takeaways You Can’t Miss

• Show Long-Term Commitment
  Law firms want candidates ready to invest in their future. Avoid generic answers—demonstrate your loyalty and vision for growing with the firm.
  
• Highlight Your Unique Value
  Focus on how your skills and experience solve their problems. Make your interview all about their success, not just your career goals.
  
• Be Authentic and Prepared
  Practice your answers until they sound natural. Genuine responses paired with solid preparation always stand out.
  
• Embrace Challenges
  Expect questions about stress, mistakes, and criticism. Show resilience and your ability to learn and improve.
  
• Customize for Firm Culture
  Different firms have different values. Tailor your responses to fit their specific practice areas and atmosphere.

Sample Questions That Will Make or Break Your Interview

• Why do you want to work here?
  Show you’ve done your homework. Talk about specific cases, practice groups, or firm values.
• How do you handle criticism?
  Prove you’re coachable by sharing how you use feedback to grow.
• Are you willing to work weekends?
• Highlight your reliability and flexibility with real examples.
• How will you help develop business?
  Discuss networking and relationship-building even if you’re early in your career.

Your Winning Strategy

1. Study the questions most relevant to your experience level.
   
2. Practice out loud—rehearse until confident.
   
3. Research the firm inside and out.
   
4. Prepare thoughtful questions to ask interviewers.

The difference between an offer and a rejection often comes down to preparation. Well-crafted, confident answers show you’re the attorney firms want: reliable, strategic, and ready to contribute from day one.

Learn more from this guide: 50 Essential Law Firm Interview Questions Attorneys Must Master

The post Ready to Interview? Master These 50 Law Firm Questions Now first appeared on JDJournal Blog.

Learn more from this guide: States With No General Bar Reciprocity: What Attorneys Need to Know

What Is Bar Reciprocity and Why Does It Matter?

Bar reciprocity refers to the ability of a licensed attorney to be admitted to practice law in another state without taking that state’s full bar exam. Instead, these attorneys may be admitted on motion if they meet certain criteria, typically including years of practice and good standing in their original jurisdiction. Admission on motion saves attorneys considerable time and money and reduces the barriers to practicing in multiple states.

However, not all states provide this convenience. Some require attorneys licensed elsewhere to take the full bar exam regardless of their experience or prior admissions.

States That Do Not Offer General Bar Reciprocity

According to BCG Attorney Search, there are currently 12 states where general bar reciprocity is not available. Attorneys seeking to practice in these jurisdictions must pass the respective state’s full bar exam, except for some narrow exceptions. These states include:

• California: Perhaps the most well-known state without general reciprocity, California requires all out-of-state attorneys to pass its rigorous bar exam. There is a limited “Attorney’s Exam” option for experienced lawyers, but this is a one-day exam with strict eligibility requirements.
• Florida: Florida does not permit admission on motion under any circumstances, mandating that all lawyers pass the Florida bar exam.
• South Carolina: While a Uniform Bar Exam (UBE) jurisdiction, South Carolina does not allow admission on motion. Applicants may transfer UBE scores but often must still complete additional requirements.
• Louisiana: Due to its civil law system rooted in the Napoleonic Code, Louisiana requires a full bar exam without reciprocity for out-of-state attorneys.
• Delaware, Nevada, and Hawaii: These states also do not offer admission on motion and require passing their state bar exams.

Other states have limited or conditional reciprocity, often linked to Uniform Bar Exam (UBE) score transfers but with additional stipulations.

Why Attorneys and Firms Should Pay Attention

For attorneys, planning a move to a non-reciprocal state means preparing for a lengthy and often costly process. Bar exam preparation can take several months, with associated fees for registration and study materials reaching thousands of dollars. This process may require balancing work responsibilities with exam preparation, impacting earnings and career timelines.

Law firms hiring lateral attorneys in these jurisdictions should also account for these factors. Recruitment timelines may extend up to a year, and firms might need to support bar exam preparation by offering paid study leave or reimbursing exam-related expenses.

How to Navigate These Challenges

• Research Early: Attorneys should thoroughly investigate the admission rules of their target state well in advance.
• Consider Alternative Admission Routes: Some states allow limited admission for in-house counsel or pro hac vice practice without full bar admission.
• Maintain Licenses in Reciprocity-Friendly States: Holding admissions in states with broad reciprocity, such as Illinois or the District of Columbia, can improve future mobility.
• Budget Wisely: Accounting for exam fees, prep courses, and time off work is essential for a smooth transition.

Stay Informed

Bar admission policies are subject to change. Attorneys and firms should regularly consult state bar websites or trusted legal recruiters such as BCG Attorney Search to stay updated on the latest developments.

In Conclusion

Understanding which states do not offer general bar reciprocity is vital for legal professionals aiming to practice across state lines. With major legal markets like California and Florida requiring full bar exams for out-of-state lawyers, strategic planning, early preparation, and clear budgeting are more important than ever. This knowledge empowers attorneys and law firms to make informed decisions, minimize surprises, and facilitate smoother career transitions.

Learn more from this guide: States With No General Bar Reciprocity: What Attorneys Need to Know

The post Licensing in States Without General Bar Reciprocity first appeared on JDJournal Blog.

Learn more from this guide: Attorney Resume Guide Section 2: Practice Areas C-D

Key Practice Areas Covered
Section 2 covers a robust range of specialties, including but not limited to:

• Construction law (transactions and litigation)
• Corporate law (governance, securities, technology, venture)
• Data privacy (compliance, transactional and litigation)
• And other disciplines beginning with letters “C” and “D”.

Specialized Guidance by Practice Area
For each area, the guide offers:

• When to select or avoid that practice area heading — helping attorneys assess whether their experience aligns. For example, selecting “Construction/Developer – Agreements & Transactions” is recommended if you’ve drafted major developer contracts rather than simply handling general real‑estate closings.
• Keywords and phrases to include in your resume that reflect the language firms expect. For instance, for construction‑litigation work: “mechanic’s lien”, “delay claims”, “design defect”, “construction arbitration”.
• What to avoid — to prevent mis‑alignment and ensure your document targets your true strengths rather than an unrelated specialty.

Application Example – Construction Practice
If your work involves both transactional and dispute‑resolution elements around construction projects, you would opt for “Construction – General.” Here you’d highlight experience negotiating owner‑contractor agreements, managing subcontractor risk, handling lien issues and overseeing project delivery. If instead your background is strictly defect‑litigation on behalf of plaintiffs or defendants, the guide helps you pick “Litigation – Construction Defect (Defense)” or the plaintiffs’ counterpart, and tailor your content accordingly.

Application Example – Corporate Practice
Attorneys advising on corporate matters will find discrete frameworks for specialties such as asset/investment management, securities & capital markets, technology transactions, and venture capital/emerging companies. Each sub‑category comes with tailored keyword sets. For example, securities/capital markets work would call for “IPO”, “Form S‑1”, “underwriting agreement”, “Rule 144A”.

Application Example – Data Privacy Practice
With data‑protection laws and global compliance regimes gaining prominence, the guide offers dedicated sections:

• For advisory/compliance work: keywords like “GDPR”, “CCPA”, “vendor contract”, “data‑breach incident response”.
• For litigation roles: “data‑breach litigation”, “privacy class action”, “Cybersecurity incident response”.

Take‑Away for Attorneys

• Align the heading of your resume with the practice area you truly serve.
• Use the keywords recommended by the guide to reflect your niche and appeal to recruiters.
• Avoid misleading headings that overstate or mischaracterize your experience.
• Tailor the resume not only by role (associate, senior associate, partner) but also by law‑practice discipline.
• Remember: your resume is a marketing piece — it must communicate your unique value quickly and clearly.

Learn more from this guide: Attorney Resume Guide Section 2: Practice Areas C-D

The post Master Your Resume in Practice Areas first appeared on JDJournal Blog.

In an increasingly competitive legal hiring market, Davis Polk & Wardwell LLP has raised the stakes. The elite New York–based law firm is offering a $25,000 incentive to select law students who commit early to join its Summer 2027 program, provided they spend the year before the internship working in government, academia, or nonprofit organizations.

The offer underscores the lengths to which top firms are now willing to go to attract and secure the brightest minds in the nation’s most prestigious law schools. In what has become an arms race for talent, large law firms—often referred to collectively as Big Law—are seeking innovative ways to stand out in a highly compressed recruiting environment.

A New Approach to Early Recruiting

Davis Polk announced the offer in a LinkedIn post, positioning it as an opportunity for students with an interest in public service and meaningful legal experience. The post encouraged students to apply now for the 2027 summer associate class—well ahead of the traditional recruiting calendar.

This proactive approach represents a shift in timing that could have a ripple effect across the legal recruiting landscape. Typically, large law firms begin outreach to second-year law students (2Ls) after their first-year grades are released, a metric long used to evaluate academic performance and predict future success. However, by opening its process earlier, Davis Polk is betting on identifying and engaging high-potential candidates even before those grades come in.

The early recruiting push also gives Davis Polk a chance to lock in top talent before other leading firms—such as Cravath, Skadden, or Latham & Watkins—make their own moves. It’s a preemptive strike that reflects both strategic foresight and an acknowledgment of how competitive the hiring landscape has become.

Rewarding Experience Beyond the Classroom

The firm’s $25,000 incentive specifically targets students who commit to spending the year before their summer associate position in government, academia, or nonprofit work. The intention appears to be twofold: first, to reward candidates who demonstrate civic engagement and public-interest commitment; and second, to encourage well-rounded legal training that extends beyond private practice.

For students, this requirement could be seen as a win-win scenario. Those who take advantage of the offer not only gain a generous financial incentive but also acquire valuable professional experience in the public or academic sectors—experience that may enrich their perspectives as future Big Law attorneys.

Davis Polk’s approach recognizes the value of real-world exposure in shaping better lawyers. Law students who engage in government or nonprofit work often develop practical skills and client sensitivity that complement the analytical rigor gained in law school. In an era where clients increasingly expect lawyers to understand broader social and regulatory dynamics, this kind of diverse experience can be a major asset.

Big Law’s Intensifying Battle for Talent

The move from Davis Polk also reveals an important truth: Big Law’s competition for top students has never been fiercer. With elite law firms vying for a finite pool of exceptional candidates from top schools such as Harvard, Yale, Stanford, and Columbia, early recruitment and generous incentives are becoming key differentiators.

In recent years, law firms have experimented with creative approaches to draw in young talent. Some have increased summer associate pay, others have streamlined offer timelines, and a few have even introduced mentorship programs or early-access networking events. Davis Polk’s $25,000 offer adds a new dimension—a direct financial reward tied to public-interest experience and early commitment.

The timing also aligns with a broader trend: the acceleration of the legal hiring calendar. What once unfolded over several months is now compressed into a few weeks—or even days—as firms rush to identify and secure their preferred candidates. As a result, law students are being asked to make career-shaping decisions earlier than ever before.

Implications for Law Students and Firms

For law students, this development signals both opportunity and pressure. On one hand, offers like Davis Polk’s create new pathways to prestigious summer roles and significant financial gain. On the other hand, the increasingly fast-paced nature of Big Law recruiting means students must prepare earlier—researching firms, networking with recruiters, and sharpening resumes well before traditional timelines.

Moreover, firms’ focus on government or nonprofit experience highlights an evolving view of what makes a successful associate. It’s no longer just about top grades or law review membership. Exposure to public service and real-world legal systems is now a valued credential that suggests adaptability, empathy, and broader social understanding.

For law firms, Davis Polk’s initiative could mark the start of a new recruiting trend. Competing firms may soon introduce similar or even larger incentives to attract standout students. As Big Law adapts to generational shifts in work expectations—where younger lawyers prioritize purpose, flexibility, and values—these types of creative offers may become more common.

The Broader Industry Impact

Ultimately, Davis Polk’s $25,000 offer represents more than a generous perk—it’s a signal that the traditional law firm recruitment model is evolving. The old formula of grades-plus-interview is giving way to a more holistic, experience-based evaluation that values initiative and early engagement.

For law students hoping to join elite firms, the message is clear: start planning early, gain meaningful experience, and position yourself as more than just a strong academic performer.

For Big Law firms, the challenge will be balancing this new recruiting urgency with fairness and inclusion—ensuring that early opportunities don’t disadvantage talented students who may need more time to shine.

In an era where talent is the ultimate competitive edge, Davis Polk’s bold offer may set the tone for a new phase in Big Law hiring—one where initiative, diversity of experience, and early engagement define the future of legal recruitment.

Looking to prepare for your next big legal opportunity? Visit LawCrossing.com to explore the latest law firm openings, internships, and recruiting insights tailored for ambitious law students and professionals.

See Related Articles:
•15 Top Law Schools: Best Program for Aspiring Lawyers
•Decode Law Schools Ranking
•Law School Profile

The post Davis Polk’s $25,000 Incentive Highlights Big Law’s Competitive Race for Top Law Students first appeared on JDJournal Blog.

Learn more from this guide: Attorney Compensation Strategy

Conversely, firms that invest strategically in compensation benefit from stronger attorney loyalty, enhanced client service continuity, and improved firm culture. This, in turn, drives higher profitability and long-term success.

Introducing the Barnes Five-Factor Hiring and Compensation Framework

A central feature of the report is the innovative five-factor framework guiding hiring and compensation decisions:

1. Technical competency: Is the attorney qualified to perform the required legal work effectively?
2. Longevity and commitment: Is there an expectation the attorney will stay and grow with the firm?
3. Cultural fit and coachability: Will they integrate well with colleagues and accept feedback?
4. Motivation and engagement: Are they driven and committed to delivering high-quality results?
5. Team chemistry and client rapport: Do clients and team members trust and recommend them?

This framework encourages firms to go beyond seniority or billing hours alone when awarding compensation. For example, the report describes cases where firms successfully offered premium salaries to attorneys with immediate client origination, resulting in significant revenue gains.

Strategic Compensation Tactics to Drive Retention and Performance

The report underscores that base salary is just the foundation of effective compensation strategies. Top firms implement layered approaches, including bonuses, retention incentives, origination credits, and succession planning, to align compensation with both short- and long-term performance and engagement.

Regional premium pay strategies—offering 15–30% above local market rates in non-major legal hubs—are highlighted as a vital lever for strengthening a firm’s reputation and reducing turnover in competitive regional markets.

Learn more from this guide: Attorney Compensation Strategy

The post Essential Guide on Attorney Compensation Strategy first appeared on JDJournal Blog.

In today’s highly competitive legal job market, knowing where to look can make the difference between landing your dream role and missing out entirely. Many of the best legal jobs are never posted on major sites like LinkedIn, Indeed, or ZipRecruiter. Instead, they appear first—and sometimes only—on direct-from-employer job boards.

These specialized platforms give job seekers access to opportunities straight from law firms, corporations, government agencies, and nonprofit organizations. No middlemen, no duplicate listings, and no expired postings—just real openings directly from employers.

Here’s a comprehensive guide to the most valuable types of direct-employer legal job boards, and how they can dramatically improve your job-search strategy.

1. Bar Association and Legal Organization Job Boards

Bar associations are one of the most overlooked resources for finding genuine legal openings. National, state, and local bars frequently maintain online career centers that allow employers to post openings directly to their members.

Examples include:

• American Bar Association Career Center – a hub for nationwide attorney positions.
• State Bar Job Boards – such as those in California, New York, Florida, and Illinois.
• Specialty Bars and Affinity Groups – including the Hispanic National Bar Association and National Association of Women Lawyers.

These listings are typically posted by employers who specifically want to reach licensed professionals, meaning they’re often high-quality, serious opportunities.

2. Employer Career Page Aggregators

Sites like LawCrossing lead the industry in gathering legal job postings directly from employer websites. Unlike most job boards that rely on third-party submissions, LawCrossing crawls thousands of employer career pages daily—capturing law firm, corporate, government, and public interest jobs before anyone else.

Other platforms like LinkUp and LateralHub also specialize in indexing jobs directly from employer career pages, offering a more accurate and timely view of open positions.

3. Government and Public Sector Portals

For those seeking positions as prosecutors, public defenders, or agency counsel, government portals are essential. These sites include:

• USAJobs.gov – the federal government’s official employment site, featuring attorney and legal analyst roles.
• Department of Justice Legal Careers Portal – a must-visit for federal legal opportunities.
• Local and State Government Websites – where positions for district attorneys, city attorneys, and court clerks are frequently posted.

Because these sites are managed by public agencies, listings are typically verified and updated regularly.

4. Law School Career Boards and Alumni Networks

Law schools remain one of the best sources for direct employer postings. Schools such as Harvard, Georgetown, and UCLA maintain extensive job boards open to students and alumni. Many employers specifically target these portals when recruiting early-career or specialized attorneys.

Additionally, platforms like PSJD (Public Service Jobs Directory) cater to lawyers pursuing public interest or nonprofit roles. Alumni networks also offer insider access to exclusive job listings.

5. Nonprofit and Public Interest Boards

For lawyers passionate about social justice, human rights, or community advocacy, nonprofit job boards offer unique opportunities. Popular platforms include:

• Idealist.org – listing legal and advocacy roles around the world.
• Equal Justice Works – focused on public interest fellowships.
• National Legal Aid & Defender Association (NLADA) – featuring positions across legal aid and defense organizations.

These boards often list jobs that align with mission-driven legal careers not found on commercial job sites.

6. Corporate Counsel and In-House Counsel Boards

In-house legal positions are highly competitive and often posted only on specialized boards. The Association of Corporate Counsel (ACC) Jobline, GoInHouse.com, and CorporateCounsel.net are top destinations for corporate legal professionals. Many large companies also publish job openings exclusively on their own websites—so regular visits to employer career pages are key.

7. Legal Technology, Compliance, and Regulatory Boards

As technology transforms the legal landscape, new categories of direct-hire job boards have emerged. LegalTech Jobs, ComplianceCrossing, and ILTA Career Center focus on positions in eDiscovery, legal operations, compliance, and cybersecurity. These fields are expanding rapidly, offering lawyers alternative career paths that merge law, tech, and business.

8. Academic, Health, and Specialized Legal Fields

Universities, hospitals, and professional associations frequently post general counsel or compliance openings on their own sites.
Examples include:

• HigherEdJobs and Chronicle of Higher Education for university legal departments.
• American Health Law Association (AHLA) for health law professionals.
• International Trademark Association (INTA) for intellectual property law roles.

These listings are highly targeted, giving job seekers a direct line to employers in their chosen specialties.

9. Regional and Local Job Boards

Don’t overlook smaller, regional platforms. Many local court systems, municipal governments, and regional bar associations maintain dedicated job pages. These boards often feature opportunities at boutique firms or local agencies that rarely post on national sites.

10. Legal Listservs and Community Groups

Some of the best jobs circulate through private professional networks rather than public sites. Listservs such as The Posse List (for litigation support roles) or section-specific mailing lists (like those of the American Association of Law Schools) can be treasure troves of leads. Staying active in professional communities can reveal openings before they’re made public.

The Power of Direct-Employer Job Boards

Direct-from-employer job boards cut through the noise, offering verified, current, and often exclusive legal listings. They save time and give job seekers a competitive advantage by connecting them straight to hiring decision-makers.

Take the Next Step in Your Legal Career

If you’re serious about finding the most accurate, up-to-date legal jobs across every sector, visit LawCrossing.com—the largest and most comprehensive legal job site in the world. With thousands of verified listings sourced directly from employers, LawCrossing helps attorneys, paralegals, and legal professionals discover opportunities that others miss.

Start exploring today—and find the legal job that’s right for you.

The post The Ultimate Guide to Direct-from-Employer Legal Job Boards first appeared on JDJournal Blog.

Foley Hoag LLP has made a strategic leadership move, bringing on Jessica Maroney Shillito, formerly of Paul, Weiss, Rifkind, Wharton & Garrison LLP, as the firm’s new Director of Diversity, Equity, and Inclusion (DEI). The appointment reflects Foley Hoag’s continued investment in promoting inclusivity and addressing the evolving expectations around workplace equity in the legal sector.

Shillito joins Foley Hoag at a crucial time when law firms across the U.S. are recalibrating their DEI strategies amid mounting external and internal pressures. The legal industry’s commitment to diversity initiatives has been under a microscope, following political and social debates challenging corporate DEI programs. In response, many firms are reinforcing leadership roles in this area to reaffirm their dedication to inclusion and equitable representation.

A Proven DEI Leader

At Paul Weiss, Shillito served as part of the firm’s DEI team, working under Chief Inclusion Officer Danyale Price, a veteran leader who has helped shape the firm’s award-winning inclusion programs for nearly two decades. During her tenure, Shillito contributed to firmwide initiatives that supported attorney engagement, inclusive leadership development, and community partnerships aimed at improving representation within the legal profession.

Now stepping into a top leadership role at Foley Hoag, Shillito will lead a four-person DEI team and co-chair the firm’s diversity committee. Her responsibilities will include implementing firmwide strategies to advance equity, promoting cultural competency, and ensuring accountability at every level of the organization.

In a statement shared by Foley Hoag, Shillito said she is “deeply honored to join a firm that recognizes the importance of inclusion not just as a value, but as a professional standard that enhances both client service and firm culture.” She emphasized the importance of “building a workplace where authenticity, respect, and opportunity are central to success.”

Foley Hoag’s Ongoing DEI Commitment

Foley Hoag’s decision to expand its DEI leadership underscores the firm’s long-standing commitment to inclusive excellence. Over the past decade, Foley Hoag has received recognition for its initiatives to support underrepresented attorneys, including mentorship programs, inclusive recruiting practices, and firmwide education around cultural awareness and bias reduction.

The firm’s Managing Partners have also publicly reaffirmed their belief that fostering diversity is essential to innovation and client service. “We see inclusion as both a moral and strategic imperative,” one partner said in a recent internal memo. “Jessica’s leadership will help us deepen that commitment and build stronger frameworks for accountability.”

In recent years, Foley Hoag has joined a number of other firms in establishing measurable DEI goals—ranging from increasing diverse representation in partnership ranks to improving retention rates among minority attorneys. Shillito’s appointment aligns with these broader objectives, as the firm seeks to turn DEI principles into sustainable practice.

Navigating the Changing Landscape of DEI in Law

Shillito’s move comes amid a shifting environment for DEI programs nationwide. Following recent legal and political challenges to corporate diversity initiatives, many law firms have faced questions about how best to pursue inclusion while ensuring compliance with new legal frameworks.

Despite the uncertainty, industry experts say that law firms remain steadfast in their belief that diverse teams deliver better client outcomes, innovation, and workplace morale. “DEI isn’t just a moral choice—it’s a business necessity,” said one legal analyst familiar with the matter. “Firms that invest in genuine inclusion will continue to attract top talent and maintain credibility with modern clients.”

By hiring a leader from Paul Weiss—a firm known for its high-profile social justice initiatives and strong DEI reputation—Foley Hoag signals that it intends to remain proactive and resilient in this evolving landscape.

The Broader Implications for Legal Recruiting

Foley Hoag’s recruitment of Shillito also reflects a broader trend in the legal industry: a growing demand for professionals with DEI expertise who can navigate both the operational and cultural challenges within firms. As diversity metrics increasingly factor into client evaluations, law firms are seeking leaders who can balance compliance, advocacy, and measurable impact.

According to legal industry observers, more firms are now hiring directors and chiefs of diversity who bring strategic management experience and data-driven insight—skills that align DEI goals with firm profitability and long-term growth.

Shillito’s cross-firm transition demonstrates that such expertise is highly valued—and transferable across leading firms. It also suggests that the next generation of DEI leadership in law will be expected to combine compassion with strategy, and advocacy with measurable outcomes.

Looking Ahead

With this new appointment, Foley Hoag appears poised to enhance its national reputation as a progressive, inclusive law firm that invests in its people. The firm’s commitment to empowering diverse talent, promoting equity, and creating authentic inclusion positions it well for the next phase of industry evolution.

Shillito’s arrival marks not just a personnel change, but a reaffirmation of Foley Hoag’s belief that inclusion is integral to legal excellence. As the DEI landscape continues to evolve, the firm’s leadership move may well serve as a blueprint for others navigating similar challenges.

Explore Legal Career Opportunities

If you’re inspired by Foley Hoag’s leadership in diversity and want to be part of a forward-thinking law firm, explore thousands of exclusive, direct-from-employer legal jobs at LawCrossing.com. Whether you’re a DEI professional, an attorney, or an aspiring law firm leader, LawCrossing connects you with the most comprehensive database of legal opportunities in the U.S.—many you won’t find anywhere else.

Stay informed. Stay connected. Build your future with LawCrossing.

The post Foley Hoag Recruits DEI Leader from Paul Weiss Amid Industry Scrutiny first appeared on JDJournal Blog.

Learn more from this guide: Associate Lateral Move Timing When to Make Your Move by Practice Area: A Data-Driven Analysis

Why Timing Matters

Choosing when to make a lateral move can define an associate’s entire career path. Moving too early may prevent an attorney from building a strong record, while moving too late can limit partnership prospects. The BCG study found that the sweet spot for most associates falls between their third and fifth years of practice, where market demand, experience, and flexibility align for maximum career impact.

Early Career (Years 1–2)

Approximately 15% of lateral moves occur during this stage. These early transitions are often driven by associates seeking a better cultural fit, higher prestige, or a shift in practice area. However, limited experience can make it difficult to demonstrate value, and frequent early moves may raise questions about commitment. The financial upside is also smaller, typically around a 5–15% salary increase.

Mid-Level Associates (Years 3–5)

This range represents the prime window for lateral success, accounting for more than half of all associate moves. Mid-level attorneys possess enough hands-on experience to show value but are still early enough in their careers to adapt to a new environment. Compensation gains can reach 15–30%, and the risk of partnership track disruption remains minimal.

Senior Associates (Years 6–8)

For more senior associates, lateral moves become increasingly complex. Roughly 22% of moves happen at this level, often for leadership opportunities or stronger firm platforms. While these attorneys bring valuable expertise, the transition can reset partnership clocks by one to three years. Success at this stage depends on business development potential and proven client relationships.

Counsel-Level Attorneys (8+ Years)

Late-stage lateral moves account for a smaller share—about 8% of transitions—but can offer substantial rewards for those with portable business or niche expertise. However, competition is steep, and firms expect clear evidence of business generation.

Practice Area Trends

• Corporate and M&A: Best move window is years 3–5, depending on deal flow.
• Litigation: Optimal around years 4–6, when trial experience builds marketability.
• Intellectual Property: Patent-focused associates may move earlier, while IP litigators peak mid-level.
• Tax: Strongest market demand appears in years 4–6, especially for attorneys with LL.M. credentials.

The Takeaway

Associates should view lateral moves as a strategic investment, not a reaction. The right timing—supported by skill development, market readiness, and personal goals—can dramatically enhance both short- and long-term success.

Learn more from this guide: Associate Lateral Move Timing When to Make Your Move by Practice Area: A Data-Driven Analysis

The post Optimal Timing for Associate Lateral Moves: Key Insights for 2025–2026 first appeared on JDJournal Blog.

Learn more from this guide: The BCG Advantage: Total‑Market Capture

The Total-Market Capture™ Advantage
Unlike traditional recruiting, which depends heavily on job boards and advertised positions, BCG’s Total-Market Capture™ identifies opportunities across the entire legal market. Using a six-layer placement system, BCG connects candidates with law firms that are actively hiring, previously exclusive partners, and even firms that may create new roles for exceptional talent.

According to BCG, more than 80% of its placements originate from unlisted positions. This unique approach means attorneys gain early access to roles that others never see. On average, candidates approved through BCG’s system receive interviews within a week, often securing multiple offers before competitors apply.

The Six-Layer System
BCG’s Total-Market Capture™ draws from six distinct pipelines:

1. Exclusive Mandates – Firms that rely solely on BCG for new hires.
2. Active Verified Jobs – Publicly available roles updated daily.
3. Preferred and Repeat Clients – Firms with proven hiring records of BCG candidates.
4. Former Exclusives – Past partners approached proactively as new needs arise.
5. Recurring Demand Patterns – Firms that consistently hire for specific practice areas.
6. Custom Outreach – Confidential contact with firms before roles are posted.

Each layer captures unique opportunities, ensuring attorneys have access to every viable firm and opening in the market.

A Concierge-Level Placement Experience
BCG provides full-service candidate support, including strategic submissions, confidential handling, interview preparation, and salary negotiation guidance. The company manages communication across firms and time zones, giving attorneys a stress-free placement process while maintaining strict confidentiality—never submitting candidates to their current or recent employers.

Why Firms Respond to BCG
Many law firms avoid posting jobs publicly to protect confidentiality, maintain billing stability, or respond quickly to new client demand. BCG bridges that gap by introducing qualified attorneys before roles become public, offering firms a faster, lower-risk hiring solution.

Proven Results
BCG’s data-driven process delivers measurable results—rapid interviews, stronger offers, and expanded access to law firms nationwide. With a candidate acceptance rate below 5%, BCG commits significant resources to each attorney, ensuring personalized placement and superior outcomes.

The Bottom Line
For attorneys serious about advancing their careers, Total-Market Capture™ delivers unparalleled reach, speed, and discretion. By uncovering the hidden legal job market, BCG Attorney Search empowers lawyers to seize every available opportunity before it hits public listings.

Learn more from this guide: The BCG Advantage: Total‑Market Capture

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