New York Lawyer
October 18, 2001

Q:
When I graduated in May 2000, at the peak of the legal market's climb, I was engaged to be married and saddled with law school debt. So I bought into the big firm life lock, stock and barrel.

I jumped at the fat cat salary because I was (still am) desperate to pay the bill for law school, and I was too lazy to actively seek other options or pick up on the fact that the law firm I chose really wasn�t the right place for me. I clerked with my firm for two summers and, lured by the prospect of rising salaries, decided that I could tough it out, pay the debt and evaluate later.

After a year at a big law firm, I realize that I don�t fit in. I wish I had paid more attention to the fact that all anyone here is arguing about 90 percent of the time is whether Rich Guy A has to pay Rich Guy B, and if he does, how much. I don�t care about that. I�d like something a little more philosophical, more real, more personal. Also, this firm is all about pinstripes, Republicans and country clubs, while I�m a casual-dressing Democrat whose idea of a great Saturday afternoon is sipping a cafe latte and discussing a recent article in the New York Times. How can I choose my next job place more effectively?

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A:
The answer to your question is actually included in your words describing the atmosphere and priorities of the firm, the �cultural clues� that make up the totality of the place.

By �culture� I mean the way they do things around there � dress, attitudes, rituals, personalities � all the little things that make up the distinct personality of a workplace. All workplaces have their own distinct imprint, which can mean the difference between a successful or a miserable work experience.

When interviewing, both firms and students tend to focus too much on grades and areas of specialty, and not enough on cultural realities. When you are interviewing in a legal workplace (whether a firm, government office, or in-house department), look around at the clues that are dropped. See whether the support staff is alert and engaged, helpful, answering the phone smartly, and neatly dressed. If not, they may be treated badly and feel no sense of commitment to the firm. Look at how the interviewing process itself is handled. If it�s formal and distant, the place may not suit you; if it�s informal and a little chaotic, you may feel right at home. See whether lawyers and staff eat together in the lunchroom. That can tell you if the place is hierarchical and segregated or egalitarian. Look at the d�cor in the offices for a sense of whether it�s an individualistic, freewheeling sort of place or a more conformist atmosphere.

These things are important because working in an inhospitable environment can be hell. You need to pick up on the cultural clues so that you have a better chance of feeling comfortable and motivated in the long run. While money, power and prestige motivate some people, clearly a sense of mission more strongly motivates you, so keep that in mind when you look around for a different workplace.

And to interviewers and hiring committees in law firms: This is not a recipe for a firm full of Stepford lawyers. Don�t just hire people who are like you. Beware of �chemistry� as a prerequisite � you can be best friends with someone who is a lousy lawyer. It�s nice to work with people you genuinely like, but it�s equally nice and a lot better for the organization to hire people who can do the work and who bring a variety of skills and viewpoints to the workplace. If people are more conscious of cultural realities on both sides of the hiring table, everyone will be more clued in.

Sincerely,
Holly English
Principal Consultant, Values at Work