Career Skill Assessment

Too many lawyers sell themselves short. They get pigeonholed into purely legal roles because they don’t know how to effectively market their skills to other domains. But the reality is that the skills you develop as a lawyer can take you far beyond the traditional legal sphere. Here are a few reasons why: Lawyers are highly organized and process-oriented. We excel at turning complex problems into simple steps, creating systems, and paying meticulous attention to detail. These skills are invaluable in operational roles. Lawyers are excellent communicators. We’re adept at distilling multi-faceted, highly technical challenges into narratives that focus on the essential, easy-to-understand components. This is a necessary skill for any leader. Lawyers have an uncanny ability to grasp complicated business models quickly and see the big picture. We're used to diving into the nitty-gritty details while keeping an eye on overarching strategy. Lawyers deal in risk assessment and mitigation on a daily basis, which makes us uniquely qualified to take on roles involving business strategy and decision-making. So, how can lawyers leverage these skills to grow beyond traditional legal roles? There are a few common paths I see. Here are some examples within each: 1. Expanding to a GC+ role, like: - Andy Dale at OpenAP (GC + Chief Privacy Officer) - Conor French at Zipline (GC + Chief Regulatory Officer) - Galya Blachman at Enliven Therapeutics (CLO + Head of BD) - Shaun Sethna, our own GC at The L Suite, who manages Content (event programming) and HR in addition to Legal 2. Moving entirely to non-legal leadership roles, like: - Alex Su at Latitude (Chief Revenue Officer) - Abigail Johnson at Sapphire Ventures (COO) - Jason K. at OpenAI (Chief Strategy Officer) - Kristin Sverchek at Lyft (President) - Kent Walker at Google (President, Global Affairs) - Julie Sweet at Accenture (CEO) 3. Starting a company, like: - Jen Berrent at Covenant - Cecilia Ziniti at GC AI - Caroline McCaffery at ClearOps - Ashish Walia and Raad Ahmed at Lawtrades - Jason Boehmig at Ironclad - Shashank Bijapur at SpotDraft - Winston Weinberg at Harvey - Tony Lewis and Kelsey C. from Aumni (sold to JPMorgan) - Eric Berry from TripleLift (sold to Vista Equity Partners) - Renaud Laplanche from LendingClub (now public) and Upgrade There are many, many more examples that I didn’t have space for. The lesson here? Don't let yourself be painted into a legal box. The skills you have learned as a lawyer are incredibly versatile and valuable across various business functions. You just need to learn how to market them.

19 Underrated Skills for In-House Lawyers: 1. Knowing when not to give legal advice. Sometimes, your role is to listen, coach, or help solve a problem—not cite a law or regulation. 2. Writing like a regular person. Clear, concise, and non-legalese communication builds trust and drives action. 3. Reading the room. Legal insight is only half the battle. The other half is knowing when, where, and how to deliver it. 4. Building relationships before you need them. Your influence often depends on the trust you’ve already earned. 5. Spotting the real issue behind the ask. The presenting problem isn’t always the actual risk—or opportunity. 6. Managing up. Great in-house lawyers don’t just support execs—they help them look ahead, make better decisions, and avoid landmines. 7. Context switching without dropping the thread. You might go from a high-stakes negotiation to a sensitive HR issue to reviewing a SaaS contract—all before lunch. 8. Saying “I don’t know” and meaning it. It’s not a weakness. It’s how you keep credibility and protect the business. 9. Using silence as a tool. Sometimes the best move in a negotiation (or tough internal conversation) is to stop talking. 10. Translating legal risk into business terms. “There’s a 60% chance of litigation” means nothing. What does it actually mean for the business? 11. Helping the business say yes. Not just spotting risk, but helping the team find a path forward that’s workable and smart. 12. Triage. Knowing what needs a 60-minute deep dive versus a 5-minute skim is a superpower. 13. Running effective meetings. You often own the agenda, the framing, and the tone—whether or not you're the most senior person in the room. 14. Staying calm when everyone else is spiraling. Your steadiness sets the tone. 15. Knowing how the business actually makes money. Without that, your legal advice risks missing the point. 16. Coaching junior team members (even if they don’t report to you). Being a resource makes you indispensable. 17. Delegating to outside counsel like a pro. Not just farming it out—but managing for quality, clarity, and cost. 18. Knowing when good enough is good enough. Perfectionism is expensive. And often unnecessary. 19. Working well with non-lawyers. Your job is to make complex issues understandable and solvable, not to sound smart. What would you add to this list?

Not every former General Counsel is looking for another General Counsel role. Recently, I spoke with a lawyer who had previously held General Counsel positions across the Financial Services and FinTech sectors and is now exploring interim and contract opportunities. Their view was refreshingly simple: "As a former GC, people often assume I'm only interested in leadership positions. That couldn't be further from the truth. I'm looking for a role where I can add value and make an impact. If that's an interim GC position, great. If it's an interim Senior Legal Counsel role, that's great too." It was a timely reminder of how many assumptions exist around senior lawyers in the interim market. Too often, hiring teams assume they will: ❌ Only want leadership roles ❌ Be overqualified ❌ Become disengaged ❌ Have unrealistic expectations In reality, many senior interim lawyers are motivated by entirely different things: ✔️ Interesting work ✔️ The opportunity to solve problems ✔️ Flexibility ✔️ Being part of a strong team ✔️ Reconnect with the legal work they love handling ✔️ The chance to add value from day one Some of the most impactful interim lawyers I've placed have brought decades of experience into roles that sat below their previous title. The lesson? Focus less on the title they held previously and more on the value they can bring to the challenge sitting in front of you today. #FlexibleLegalResource #FlexibleLawyering #LegalCareers

Many young lawyers begin their journey with the ambition to one day become a partner. While legal knowledge, academic excellence and winning cases are important, what truly sets someone apart extends far beyond technical expertise. It lies in the quality of their legal service and the strength of their soft skills. The way a lawyer communicates, learns, builds relationships, markets themselves and represents the firm are qualities that define long-term success and career progression. Technical ability may get you noticed but it is your attitude, professionalism, attention to detail and emotional intelligence that sustain your growth. A future partner is not only a skilled lawyer but also a trusted advisor to clients, a team player and a representative of the firm’s values. Some skills may be innate, while others are developed through practice and experience. What matters most is the drive to learn, adapt and continually grow; and those who master both the law and the art of leadership and charisma naturally rise to the top.

I have noticed something in countless conversations with Legal & Compliance professionals: many arrive with impressive CVs. It involves global exposure, reputable employers and a significant leadership role. But here’s the truth: ❗ A strong CV may open the door, it doesn’t win the room. ❓ What separates those who simply impress from those who truly convince leadership? They make complex situations sound simple. They turn achievements into numbers and stories that stick in the mind. And they connect their personal values to the organization’s mission in a way that feels genuine. That ability to transform experience into a compelling story is often the difference between being “good on paper” and being placed on the shortlist. And again and again, I see five traits that convince boards and executive teams most. 1️⃣ Clear priorities Strong candidates articulate what matters most in their role, cutting through complexity and showing sharp focus. 2️⃣ Measurable impact Numbers, outcomes, and hard facts stick: “My new compliance training program increased staff completion rates from 68% to 97% within one year.” 3️⃣ Proven leadership Beyond titles, real stories of building trust, retaining talent, and influencing across functions resonate deeply. 4️⃣ Pragmatic risk assessment Boards value judgment over theory. Candidates who can balance compliance with business realities earn trust. 5️⃣ Cultural fit The strongest candidates connect their personal values and experiences with the organization’s DNA, making it clear why they belong. In the end, what boards remember are the candidates who show them something different: ❗ Judgment under pressure ❗ Proven impact ❗ Stories that resonate #leadership #success #exectivesearch #inspiration

I sat through the whole meeting in silence. I didn’t say a single word. I was a young lawyer in a high-powered room, surrounded by people who intimidated the hell out of me. I was smart. I was prepared. But I didn’t understand the dynamics — or myself — well enough to contribute with confidence. Looking back, that moment had nothing to do with legal skill. It had everything to do with emotional intelligence. Daniel Goleman — the psychologist who coined the term EQ — breaks it down into five key components. In my experience, these are exactly what every in-house lawyer needs. 1. Self-awareness You’re surrounded by pressure. Deadlines. Decisions. Uncertainty. The ability to recognize your own emotions — and understand how they affect your tone, judgment, and presence — is step one. 2. Self-regulation When the heat turns up — litigation, a PR crisis, or a Slack bomb — people look to legal for clarity. High EQ lawyers stay composed, respond strategically, and de-escalate the chaos. 3. Motivation The best in-house lawyers aren’t just task takers. They’re curious, business-minded, and driven by purpose. They connect their work to the company’s goals — and it shows. 4. Empathy Empathy isn’t soft — it’s strategic. Whether you’re supporting HR through a tough employee issue or negotiating a deal, being able to understand where others are coming from builds trust faster than any clause. 5. Social skills Influence doesn’t come from job titles. It comes from relationships. Great in-house lawyers know how to collaborate, read the room, and communicate legal advice in a way that actually moves the business forward. Legal skill gets you in the door. Emotional intelligence keeps you at the table. So if you’re building an in-house legal career, know the law — but know yourself, too.

Your First Job as a Lawyer: What Really Matters (and What Doesn't) Your first job as a lawyer will test far more than your knowledge of statutes or case law. Whether you're joining a law firm or going in-house—your degree is just your passport. The real journey begins now. Here are 5 skills that actually matter—and will carry you far beyond your first role: 1. Learn how to learn (fast) Law evolves. So must you. Be curious, not just about legal issues, but about the industry, the client, the people in the room. Speed matters, but clarity under pressure matters more. 2. Write to be understood, not to impress Your writing isn’t a test of your vocabulary. It’s a tool to persuade, protect, and guide. Judges, clients, and teams value clarity more than legalese. Simplicity is brilliance. 3. Attention to detail isn't optional Mistakes in the legal world aren't typos—they’re time bombs. Treat every draft like it might be read in court. Double-check everything. Then check again. 4. Ask questions—but ask better questions You don’t need to know everything. But you do need to know how to think. Learn to ask sharp, humble, and context-driven questions. It shows you're present, not just presentable. 5. Your EQ is your secret advantage Law is ultimately about people. Whether you're advising a CEO or a distressed litigant—empathy, timing, and emotional intelligence are what build trust. And trust wins cases, clients, and teams. --- Whether you're heading to a law firm or a corporate house, remember: -You were hired for your potential—not your perfection. -Be teachable. Be responsible. Be human. Your job is not just to interpret the law. It is to serve justice, however it's defined in the space you're in. To every new lawyer reading this: The law needs not just your intellect—but your integrity. #LawStudents #LegalCareers #YoungLawyers #FirstJobTips #LawFirmLife #InHouseCounsel #Leadership #ProfessionalGrowth #LegalIndustry

I was working on a project to evaluate the compliance structure of one of the organizations. They wanted to hire a compliance head internally from existing employees and thought that this person should explicitly come from the legal department. However, we ended up hiring from a different department by looking beyond the university degree. Yes, a law degree is important, and as a lawyer who has been a head of compliance several times, I understand its value. However, the role of Compliance is not exclusive to holders of legal degrees. Here are the key qualities we focused on:  Courage to Speak the Truth: Understanding that sometimes saying the truth might jeopardize your role internally, especially when it involves sensitive issues with management supporting certain clients. However, having no fear to do so is crucial. Supporting the Organization: Knowing that what you do is to make the organization thrive, not block it. You are part of the business, protecting it while fostering a culture where every employee supports rather than scares. Strong Personality and Communication Proficiency: The confidence to speak up, say things as they are, and effectively communicate with management and the board. Strong verbal and written communication skills are essential. Integrity and Ethical Judgment: A steadfast commitment to upholding the highest standards of ethics and integrity in all aspects of their work. Analytical Skills and Attention to Detail: The ability to dissect complex regulations and ensure they are integrated seamlessly into our operations, with keen attention to detail to identify potential compliance issues before they escalate. Risk Management: Experience or a strong understanding of risk management practices to proactively mitigate potential risks. Fearlessness with Regulators: The ability to deal with regulators confidently and without fear, maintaining a calm and focused manner under pressure. Collaborative Spirit: The ability to work cross-functionally with various departments to foster a culture of compliance throughout the organization. Working under Pressure: The ability to manage the pressure of numerous regulations, rules, and compliance requests, understanding that compliance is often extraterritorial. Knowing how to navigate and manage these demands to ensure the right actions are taken is crucial. Training and Knowledge Sharing: The capability to deliver effective training sessions and share knowledge to ensure all employees understand and adhere to compliance standards. Continuous Learning: A dedication to staying current with regulatory changes and industry best practices, beyond formal education. I believe that the right fit for this role could be anywhere within our organization, not limited to any specific department. If you possess these qualities and are ready to take on this pivotal role, be encouraged to apply! #compliance #legal #hire #jobs #careers #apply #opening #complianceofficer

When I first qualified as a Chartered Legal Executive, I was often asked in interviews, “Are you a qualified lawyer?” or rejected outright for not being a solicitor. . . . . Now, as a solicitor, New York attorney, and Chartered Legal Executive, I don’t get asked that question anymore—but it’s a question that shouldn’t be asked in the first place. When hiring for a role that allows for multiple qualification types and routes, a basic awareness of different paths and qualification types should be possible. It's also worth remembering that qualification ≠ experience. When I was "just" a Chartered Legal Executive, I was sometimes rejected for IT legal counsel roles because I wasn't a "solicitor" (despite my years of legal experience in the IT industry). When I qualified as a solicitor, suddenly, I became eligible for some of these roles I had been rejected for. It was truly astonishing: having sat the SQE exams did not give me any greater ability or knowledge of working as an in-house counsel in an IT company. But some organisations have that incorrect perception. All legal professionals (regardless of how they qualified or what they are called) bring unique skills to the table, and hiring decisions should reflect an understanding of that—not assumptions based on role titles or qualification names. I hope that future generations of legal professionals will be working in a more inclusive setting which understands and appreciates the variety of ways lawyers may qualify. #LegalProfession #Hiring #CharteredLegalExecutive #Qualifications #DiversityInLaw #Solicitor #Law #LegalCareer #Attorney

The legal job market has shifted, and simply having a high GPA is no longer the golden ticket it used to be. As a legal professional, I’m seeing a fundamental change in what firms and legal departments are actually looking for in new hires. Technical skill is the baseline, but "future-proofing" your career requires a different toolkit. If you are currently looking for a new role or planning a transition, here are 5 things you need to focus on: 1. Prioritize Commercial Awareness: Firms don't just want lawyers; they want business partners. Understand the industry trends affecting your clients, not just the case law. 2. Master Legal Tech: You don't need to be a coder, but you must be proficient in automation and AI tools. Efficiency is the new currency. 3. Quantify Your Impact: Instead of listing duties, list results. Did you reduce turnaround time? Did you manage a specific budget? Data wins interviews. 4. Cultivate a Digital Presence: Your LinkedIn profile is your modern resume. Share insights, engage with peers, and position yourself as a thought leader before the interview even happens. 5. Focus on Soft Skills: Emotional intelligence and adaptability are the only things AI can't replicate. Show how you handle high-pressure negotiation and team dynamics. The roles are there, but the requirements have evolved. The most successful candidates aren't just great at "the law"—they are great at the business of law. What is the one skill you think is most underrated in the current legal job market? #LegalCareers #JobSearch #LegalInnovation #LawFirmLife #CareerDevelopment