The recruiter called me Friday morning to ask how the interview went. I was surprised that she had not heard from the firm. I haven't worked with a recruiter before, but DH has, and he says that they usually speak with the employer very soon after an interview--he has had second interviews scheduled within an hour of leaving a first interview.
I am mildly concerned, but before I left the interview, the office manager told me that she would compile the notes of all of the people with whom I met and send them to the powers that be. She also said that she would be out of the office on Friday and Monday. Since the interview wasn't over until 4:00 on Thursday, there is a good chance that she didn't have a chance to talk to anyone about my interview before she was gong to be out of the office for two days.
I interviewed with a total of 8 people, in pairs, except for the named partner and the office manager. In addition to the named partner, I met with two other partners and 4 associates. The named partner was a little hard to read. He asked if I was used a legal assistant. I told him that I did, most of my legal assistant's assignments come through me, and that we work closely together. Then he said that he didn't like for his junior associates to use legal assistants, because he wants them to know how to do things for themselves. Oops--but I think I did ok, because I confidently stated that there is nothing that my legal assistant does that I am not perfectly capable of and comfortable doing.
He also asked if I used a dictaphone--in a way that suggested that I might be expected to use a dictaphone. I responded that I had never used a dictaphone and that I preferred to do my own typing because I think as I go and type just as quickly as I could dictate to someone. This was, apparently, the correct response, because he went on to tell me that everyone there did their own typing.
Overall, I think that interview went well. The named partner and I are from the same part of the state, which offered some common ground.
In the interview with the next two partners I was asked when I graduated from undergrad. (10 years before graduating from law school.) Which begged the question, what was I doing during that 10 years. The female partner seemed quite impressed that I had gone through law school and was building my career with 3 children, and the male partner didn't seem phased by this information. I think that interview went well.
Two of the persons with whom I interviewed had worked with an associate that I now work with and were obviously aware of Big Boss's reputation. Hopefully this will help me by offering a legitimate basis for wanting to leave. Because I was asked by every different group of people why I was leaving.
Of course, I didn't want to say anything negative about my firm, so I followed the recruiter's instructions and stated that I was seeking more manageable hours. I explained that I was given a target of 170 when I was hired, but it has since been made clear that I am expected to bill 200+. I repeated over and over that I have absolutely no problem billing 170-180.
I hope that this is the correct course of action to take. I am afraid that complaining about work load makes me look like a slacker, but I tried to make really clear that I like what I do, I like working, I just don't want to work 200 hours/month. And they repeatedly stated that their 167 requirement is a true 167 and they have a set bonus structure for anyone who goes over.
There are, of course, about a jillion reasons why I want to leave, but I can't really give any of them without looking unprofessional or like a whiner. So I do hope that my firm's reputation is sufficient to add a little weight to my reason for leaving.
What I liked about the firm: They have gone paperless and everything is scanned in. (My firm does not scan incoming documents. If I want to see a pleading from another party, I have to go to the hard file.) They also give everyone two monitors so that they can view one doc while working in another--and they all raved about how much they like this system.
I was also impressed that even junior associates were involved in the hiring process--it shows me that they really care about making a good fit for the entire practice group. In my firm, I never know we are getting a new associate until the day they show up for work.
There was nothing that I didn't like about the firm--well, except for the televisions in the lobby. It seemed very unlawyerish--but I think they are trying to project a high-tech image.
Anyway, the office manager said that if they were interested, a second interview with several more partners would likely be required. And she couldn't give me a time frame on when they would try to make a decision--which leads me to believe they may be on the fence and want to interview a few more candidates. Not a good sign for me--I have never been hired when I am competing with a pool of candidates--all of my law-related hirings have been "on the spot."
But I'll try to keep my insecurity in check--at least until late in the week.
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