Career Strategy

Smaller Firms

Small Firms are Big Players in the Legal Economy

Small firms of 2 - 25 attorneys continue to be one of the biggest source of jobs for law school graduates nationwide. According to the National Association for Law Placement (NALP), 74% of all lawyers work in private practice. Of those lawyers working in private practice, 83% work in firms of fewer than 50 lawyers. Nationwide approximately 23% of recent law school graduates secured full-time employment with firms of 50 or fewer attorneys. 37% of Villanova graduates from the class of 2000 secured full-time employment with firms of 50 or fewer attorneys - 19% went to firms with 26 - 100 attorneys and 16% went to firms with 250 or more attorneys.

The variety of small firm practice is just as broad as legal practice in other settings. You name a practice niche and there are sure to be entrepreneurial, independent-minded lawyers who've set up their own, smaller shops. Practice areas range from litigation, criminal defense, health care, insurance coverage, bankruptcy, education law, labor & employment, intellectual property, landlord tenant, environmental, zoning, land use, estate planning / wealth management, tax, municipal, construction, corporate, entertainment, and so on. The list is endless.

How to Target and Approach Small Firms

Choose regions wisely, network vigorously, & develop strong "real world" experience. Small firms differ from locale to locale-as well as by practice niche. We recommend that you try to narrow your searches to about three regions. Identify small firms using resources like the Martindale-Hubbell database (on the web or at LEXIS), local bar association directories, the Internet generally--even the Yellow Pages. Read legal newspapers and other practitioner publications to keep track of small firm "stand-outs." Make time to attend meetings or other events at local bar associations and elsewhere to network with small firm practitioners. Check out the National Association of Bar Executives (www.nabe.org) for a list of bar associations outside your region.

What do Smaller Firms Look for in Candidates?

While solid grades help, small firms place great value on prior "real world" work experience, particularly law-related experience (particularly at small firms, government agencies, or law school clinics). Prior small firm experience demonstrates a student's familiarity with small firm practice and sincere motivation to join that world. Any prior work experience suggests that a candidate may have more maturity and ability to "hit the ground running" in a busy, fast-paced small firm environment. Such a candidate will likely become a productive member of the team more quickly. Be sure to emphasize prior "hands on" experience explicitly in cover letters, resumes, and during the interview process.

Does Working Part-time Help with Small Firm Employment?

Yes, absolutely. Get in the door full-time by working part-time. Don't discount the part-time opportunities listed in the Job Bulletin on the VLS Career Strategy Website (user id is "alumni" password is "cso"). Rather than host elaborate (and unrealistic) summer associate programs, smaller firms like to hire law students on a part-time basis during the summer or school year in order to assess their skills and fit. If and when the firm needs to add a summer or full time attorney to the staff, a competent and well-liked law clerk will almost always have a significant advantage over other candidates. Also, working in a small firm allows a student to experience what life will be like in the venue. So, part-time work is a great way to enhance employment prospects.

What is Life Like in a Small Firm?

Life in a smaller firm can be immensely rewarding-indeed, that's why so many lawyers start their own shops! Certainly, be prepared to work just as hard as any other new lawyer. But recognize the many other positive benefits of small firm practice. For example, although few small firms can afford to compete with large law firm starting salaries, most small firms offer associates tremendous responsibility very early in their careers. (The myth that a lower salary translates into less responsibility and easy hours, therefore, does not hold true in the small firm market.) In addition, smaller firms look to every member of the team to make meaningful contributions to the firm and its clients. The opportunity to develop your own client base is not only rewarding, but also tremendously beneficial to your future independence and marketability.

Moreover, although small firms may not offer many of the glitzy perks as larger firms, small firms may offer more opportunity for professional advancement, client development, and equity ownership in the future. Smaller firms are staffed more thinly than larger firms, so an entry-level associate will be expected to undertake more responsibility earlier in her or his career. In a smaller firm, you may get the opportunity very early to handle depositions, hearings, client counseling meetings, and deals from the start. As for compensation, entry-level salaries at small firms are usually significantly lower than large law firms. Why? Because like most businesses, small firms choose to reward people based on accrued experience, contributions to the firm, and other factors that develop with time. It's also important to note that small firms are often more flexible on future pay raises, fee-sharing, benefits, and other compensation once a new lawyer begins to prove his or her merit. Indeed, small firm salaries can often "catch up" to the medium and larger firm ballpark within a few years.

How Should I Tackle the Small Firm Job Search?

• Be sure to pursue both advertised opportunities (through Villanova Law and elsewhere) and unadvertised opportunities (through networking and targeted mailings).
   
• Be politely persistent. Students who merely send out random, generic cover letters and resumes, and then sit back and wait for good things to happen will be sorely disappointed. Follow-up when approaching small firm employers. Appropriate follow-up includes a personal phone call or email message anwhere from 7 to 10 business days after a cover letter is sent. A brief contact with a prospective employer to reiterate interest and availability to interview can reap rewards.
   
• Last but not least, pass the Bar Exam! Many smaller firms cannot afford to hire an entry-level attorney without a license to practice law, so they will wait until bar results are published before pursuing entry-level candidates. Passing the bar is a critical stepping stone for many small firm employers. If you are still searching when you take the bar, keep in mind that opportunities usually open up after bar results are released and graduates can show they've passed the bar exam.

Recommended Resources and Programs

• "Choosing Small, Choosing Smart," in the Career Strategy Library
   
• Career Strategy Panel Program: "Why Smaller Is Smarter," usually in Spring. Join panelists from independent and "boutique" firms to learn the pro's and cons of smaller firm practice.
   
• "Negotiating With Small Firms," pamphlet in the Career Strategy Library.

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