Recruiter Series: Mindy Baggish

This industry is far from a one-size-fits-all! How does your guidance and advice differ based on an attorney’s experience? Coaching a first year vs a fifth year, an in-house move vs large firm lateral, etc.

For many first and second year associates, my interaction with them is typically their first as a lateral candidate. That kind of search and recruitment process is very different than what they were used to as a law student. The interviews will be focused on their practical experience and much less so, if at all, on their law school experience. Their resumes will have to be retooled: their education section will be pared down to make room for their enhanced practical experience and more emphasis will be placed on the specific type of practical experience they have garnered. In addition, now that they have completed their first or second year as an attorney, they will also have a better sense of what their practice actually entails. Some aspects of it may pique their interest more than others. Can we find them a position that will afford them opportunity to do more of what they like? The job search process is different this time around. To that end, more energy is allocated to reassessing what makes the candidate tick and more sophisticated interview preparation. With midlevel and senior associates this type of counseling is typically not necessary because they have likely been through the lateral recruiting process already or have participated in the process for their own firm. They are well versed in the nuances of the lateral recruiting process.

What is the same, no matter what the experience level of the candidate, is the identification of opportunities that make better sense for them at this stage of their career. If they are conducting a search, they are looking for something different and it is my job to run through each of those options with them. Every candidate is unique and I tailor their search accordingly. That’s what makes this job fun. That’s what keeps it interesting.

What question, or types of questions, are associates just beginning their career most frequently asking? Have the questions changed in the years since your time at UC Davis, or have you found first-year associates are often asking the same group of topics?

It's interesting. Some of the questions are the same: minimum billable hour requirement, compensation, professional development. BUT now that the first year associates have gone through at least a full real world billing cycle, those questions have more import. So, rather than just asking what the hours are, many candidates drill down further – what are the “actual” hours versus billable? What amount of admin hours are there? The focus on bonuses is more pronounced—how are they given? Are they lock step? Merit based? The same in every practice area? The questions about the workplace environment have changed quite a bit since I left UC Davis. The pandemic shifted things dramatically. Working remotely became the norm. Now that things are getting back to “normal” a lot of my candidates are interested in finding out about firm flex plans, how many days a week they have to go into the office, opportunities in other states, etc. The focus on compensation too is more pronounced. Things were a bit crazy over the past two years. The economy has shifted. Will the compensation continue to soar? Will the bonuses? These questions come up a lot more frequently now than they did 10 years ago.

What advice would you give associates just beginning their career? What resources would you recommend they leverage, and/or expectations they should have when just entering the legal industry?

Take advantage of the professional development resources your employer offers. If there is a mentorship program, use it. New attorneys can sometimes be reticent about asking clarifying questions when given an assignment. Don’t be. You want to get the assignment right. If you are afraid to speak with the partner directly, talk to a more senior associate. Also, join local bar associations. Many are no cost or low cost for starting attorneys. You can develop strong networking skills that are critical for your professional development. AND there are mentors to be found in the bar association’s membership. No one expects you to know everything but your employer does want to see that you have excellent problem solving skills and know how to utilize resources (including human (!)) effectively.

What do you enjoy most about being a recruiter, and about working for Swan Legal Search?

I love the counseling component. When you place someone at a firm or company where they have always wanted to work, and can share that joy with them, it’s amazing.

What I enjoy most about working at SLS? My colleagues. It’s a great team and we have a lot of fun together.

Outside of SLS, what do you like to do in your free time?

Spend as much time as I can with my dogs: walking them, playing with them, sharing my hopes and dreams with them. My partner and I also volunteer with animal rescue groups. In fact, we just got back from spending time volunteering in Dogtown at Best Friends Animal Society in Utah. Amazing. We look forward to that every year.  

I am also a devotee of several HBO series. If you have not seen Stath Lets Flats yet, you are missing out.

Read Mindy’s full bio and get in touch with her here.