Guerrilla Tactics for Getting the Legal Job of Your Dreams [Paperback]

I found the book very well supported, even though I did not agree with all of the author's advice. For example, I appreciated her explanation of how to handle the interview question regarding a "weakness." On the other hand, I disagreed with her unorthodox advice to not broach the issue of salary and benefits in an interview. I found her emphasis on the importance of networking to be lengthy. After all, if you're extremely connected within the legal community, you probably don't need this book. Also irritating was the advice to sell yourself in an interview like an "infommercial." I did, however, appreciate her take on certain interview questions and the advice to keep your answers focused on "what is in it for the interviewer."

There is no magic formula in this book, but it is a good presentation of one person's attack strategy in the legal job market. I gave it only three stars because the book made grand promises that I felt it didn't keep and because it is a bit overpriced.

Grades/school: this book is great for people who are currently enrolled and doing fairly ok-to-well in law school, and want an extra boost to get into a better firm/employer. Students at the very top and very bottom of the class are unlikely to benefit from the book. Why? Because most firms only look at grades, then school, nothing else. Almost all big firms, the ones most capable of hiring graduates, won't hire below the top 75% of a top law school. Kimm suggests avoiding firms that are concerned about grades. Well, unfortunately, that would be almost all of the firms except the ones that pay $28K a year.

Small firms: the author suggests looking at small firms. The problem is these firms also tend to be fixated on grades, sometimes even more so than large firms. In addition, small firms tend to be very low paying ($40K and below) and you will be required to work the same long hours as at a big firm. Grant it, you will have your foot in the door. On the other hand, small firms don't hire until you admitted to the bar, so you're looking at a few months without an income, or longer if you don't pass the bar the first time.

Volunteering: the book suggests doing this at various gov't agencies like DA's or City Attorney's offices. Watch out: most of these places will use the free help and not offer a job. They DO hire volunteers in boom times, but then everyone hires in a boom time so there would be no point in volunteering in the first place. You have to be at the right place at the right time. The experience you will get from volunteering is limited, on the other hand if you are unsure about what you want to do (i.e., corporate vs. litigation), it can be helpful.

Networking: Kimm suggests ways to network. I actually tried her suggestions, and found that I was meeting partners from large grade-heavy firms who could never hire me if they wanted to, OR, solo practicioners. This makes sense, because these are the people who need to make appearances at public events the most. I never really ran into that associate/partner at an up and coming small or mid-sized firm that was recruiting heavily. Although we are in a recession, many firms are doing well. Maybe I'm just looking in the wrong places. However, it seems that more and more firms have set procedures for hiring and are not willing to be schmoozed as easily as in the past.

Mass mailings: her opinion of mass mailings have been confirmed by many attorneys who received my resume. However, I did receive 3 interviews that way. Moreover, if one does not do a mass mailing, how is one supposed to contact employers? Afterall, it is a numbers game. To her credit, I think Kimm talks about well-tailored emails to alum at law firms. This works well, but again, if the firm has a grade-floor, there is no way around it generally.

In conclusion, while many of Kimm's suggestions would be fruitful for that student in the top 55% of a top 25 school wanting to work in NYC, it is not right for everyone.