The Evolving Career Path Of A Woman Lawyer In Big Law (Perspective)

Editor’s Note: The author of this post is a practicing insurance attorney.

The onset of fall brings a number of changes in Big Law.

A new class of first year lawyers eagerly begin their law careers, mid-level associates start to assess whether Big Law is really for them, and senior associates evaluate whether they are ready to buckle down to make the run for partnership. Many women who practice in Big Law have the added challenge of determining when to start a family and how to manage work/family responsibilities.

While there is no right path, this article provides one perspective on how to navigate Big Law to a successful and fulfilling career.

Years 1-3

In these early years, the most important thing is to determine what kind of lawyer you want to be. Often times, junior lawyers begin practicing in an area because the firm assigned them to it or they liked law school classes in that area. However, to have a successful career, you should be passionate about your area of practice and you should make sure that your work style aligns with the other lawyers in your practice group. Take notice whether the group has women in the mid- to senior associate level ranks.

If there is an emergent request for assistance from another department, volunteer to help out. If your firm has events sponsored by firm practice groups, go to them.

When you comply with your annual CLE requirements, take courses outside of your practice area.

This investigation should lead you to a practice area that is interesting to you and where you can dig in and excel.

Years 3-6

As a mid-level associate, you need to become a specialist in every aspect of your practice area.

If you have chosen litigation, you must actively seek out opportunities to: (a) take and defend depositions, (b) argue motions, (c) develop strategies for briefs and then write them, and (d) learn how to speak with clients to develop and then implement endgame case strategies. If you are a corporate lawyer, you must seek out deals where you will run the negotiation, draft the deal documents, oversee the diligence team, and lead the client through the bumps in the road.

Many junior women lawyers make the mistake of waiting for these opportunities to be presented to them by senior attorneys. This is a significant error.

First, no attorney is more invested in (or responsible for) your career development than you. If you don’t ask for opportunities, you will certainly miss some.

Second, your male colleagues are asking — all the time. Finally, senior attorneys unconsciously may keep you working on less challenging matters because it is easier for them to know “it’s covered.” You need to remind your supervising attorneys that the team will be stronger when your skills continue to develop.

Years 6-9

You have honed exceptional legal skills and have excelled at all of the stretch assignments thrown your way. Now, you need to decide whether you want to remain at Big Law to make the run toward partnership.

To assess that career decision, you need to be honest with yourself, well-connected with your practice group leader and department chair, and have “profile” with at least a couple of rainmakers outside of your department. You will need to be proactive in establishing these relationships.

In your mirror reflection, you must see someone who is: (a) willing to work late nights and weekends, (b) committed to business development, which will require a significant time investment in yourself over and above billable hours, and (c) expecting to generate enough internal and external work to be self-sufficient after making partner.

At your firm, you must be in a practice area that is on a revenue growth trajectory, well aligned with the firm’s brand, and/or a niche specialty area that is needed to provide full service to firm clients. You also should consider the firm’s overall financial health and optimism about the next couple of years.

Finally, you should assess whether outside influencers are likely to help your firm recognize all the value that you bring to the table. Clients and referral sources can have a meaningful impact on the partnership decision and with firm leaders when they compliment the quality of your work and your commitment to client service. Again, however, you must have the confidence and foresight to ask for that assistance. More people are willing to help than you think but they need you to point them in the right direction.

There is no doubt that navigating Big Law is challenging. The single most important thing is to remember that partnership in that environment is not for everyone. A personal decision to leave Big Law is not failure.

Many women seize on the significant opportunities presented by Big Law for a few years and then bring their acquired skill sets to launch successful careers in-house, in public service, out on their own, or practicing at a smaller firm. As long as you have carefully cultivated your career path and set your own professional goals, you will succeed – in Big Law or elsewhere.