Why Choose Us 2017-08-21T21:44:27+00:00

Why Choose Rifkin Consulting

Case Study 1:

CHALLENGE:

This attorney was very unhappy with what he perceived to be discriminatory practices within his law firm. Despite the candidate’s credentials, big law firm and judicial clerkship experiences, his confidence was shaken and interviews that he obtained on his own were unsuccessful. Furthermore, he never received feedback from those firms, which might have improved his interviewing experiences. Why should a candidate with strong credentials use the services of a recruiter if he may be able to obtain interviews on his own?

Success!

Attorney candidates don’t often realize that the recruiting process is far more intricate than just submitting a resume or interviewing. Careful attention must be paid to interview preparation, resume building, in addition to effective follow up communications with each firm/client. A recruiter is your personal manager, i.e., your “partner for success”. Our professionals carefully guided this candidate through the process of resume revision, interviewing preparation, and then discussed law firms where this attorney would likely feel more comfortable. Ultimately, this attorney received an offer from a law firm that specialized in his preferred area of law, and so his enthusiasm for practicing law blossomed. This candidate was successfully placed by partnering with an experienced recruiter who carefully listened to his needs, and guided him through the process from the beginning of the application process to the final acceptance of the firm’s offer of employment.

Case Study 2:

CHALLENGE:

Stellar attorney candidate with top credentials sought a recruiter who would not only get her job interviews, but would also provide her with detailed information about the firms and how they interview candidates. This attorney interviewed more than a half dozen attorney recruiters, and ultimately chose Rifkin Consulting to represent her. The scope of this challenge was extremely broad, as this attorney wanted daily guidance about everything from resumes, thank you notes, cover letters, individual firm personalities, interviewing styles, and office dynamics. The candidate would be easy to place – the challenge was to provide the level of specific and current information that this attorney desired.

Success!

Our extensive recruiting experience with the law firms and job search process was crucial to providing this candidate with the level of information she sought. Respect for this candidate’s particular concerns and attention to detail was integral throughout the process, especially since this attorney interviewed with ten (10) top firms and received offers from nearly all of them. Working closely was also significant when dealing with conflicts issues after an offer was accepted, as this can be an extremely stressful time for a candidate. We worked intensively with this attorney through every step of this process for three months, resulting in a position with an elite law firm that exceeded her expectations. “Thank you very much for your commitment to my job search…your diligence and effort assured me that I would have the opportunity to explore a variety of possibilities to make the most informed decision…”

Case Study 1:

CHALLENGE:

Attorney candidate had worked for three law firms within a period of one year; it was discouraging series of wrong-turns in terms of the firms he selected. He turned to Rifkin Consulting to help steer him (and his career) back on course. Why would a top tier law firm even consider interviewing this attorney, given his shaky work history? How could we draw attention to this candidate’s human qualities and true abilities?

Success!

Rifkin Consulting immediately contacted firms that we believed would take a personal and understanding approach to the process. These firms did not have active openings at the time. Through effective communication and carefully drafted materials, we represented the candidate in a manner that drew attention to this attorney’s experience and articulate nature. After interviewing, methodical follow up and compensation negotiation ensued, resulting in higher compensation than the candidate had hoped for. In fact, this candidate received two (2) offers from top tier firms in only one month. Through a combination of our company’s professional demeanor, active listening skills, sound judgment, established contacts, and a desire to put him in the right place (not just any place), this attorney is finally working at a firm whose interests and priorities are identical to his own.

Case Study 2:

CHALLENGE:

Attorney candidate had worked for a large law firm before going In House to work in a family business for three (3) years. Desiring to return to the law firm environment, this attorney contacted Rifkin Consulting to assist with placement. The legal market was in a shambles in the early 2000’s, attorneys were being laid off, and so firms were not interested in hiring a candidate with this work history. Candidate was concerned that if she did not leave the In House job very soon, her chances of ever returning to a law firm would become practically impossible. Why would a law firm hire a mid level attorney with an inconsistent work history, and given that the market was at a low point?

Success!

Rifkin Consulting contacted a highly-regarded law firm that we knew recruited candidates with not only strong credentials – but also amiable personalities. This particular firm has a kinder, gentler culture and is family-oriented. We suggested that both the law firm and candidate be flexible about compensation in order to adjust for time spent In House, and this became a win-win situation for both parties. This accomplished attorney found a home with a law firm that valued her commitment to her family, as well as to the practice of law.

Case Study 1:

CHALLENGE:

Highly-credentialed senior attorney wanted to leave top tier law firm after only one year, due to a strong personality conflict with the Department Head. Having been previously employed by another top tier firm for eight years, this attorney believed that he needed an entrepreneurial environment in a smaller firm. Attorney had no portable book of business. Why would a law firm be interested in hiring a partner level candidate who was not self-supporting?

Success!

After carefully discussing why this attorney was so unhappy, Rifkin Consulting immediately utilized our extensive recruiting contacts to approach a law firm that was well-known, but not so large that an individual would not have the opportunity to stand out or be assertive in his own right. Additionally, we spent a good deal of time with this attorney, fleshing out potential legal business that might be portable. We worked closely with the firm, discussing various ways in which this attorney could be brought into their existing structure. The result of intensive discussions was to discover that this candidate did have a modest book of business and that, along with his impeccable credentials and affable nature, convinced the firm to hire him in the capacity of Special Counsel. Within two years, this attorney’s business grew to a point where he became an Equity Partner and has remained so for nearly ten years.

Case Study 2:

CHALLENGE:

Attorney candidate had an unusual background; good credentials mixed with a long stint in the military (justice system). His maturity and life’s experiences exceeded his likely ability to get many job offers, since his area of expertise was a niche practice and he did not fit easily into a firm’s typical lateral year program. This attorney was commuting more than two (2) hours daily to his present position, which caused him to miss out on a great deal of quality time with his young family. Why would a law firm’s local office hire a senior attorney for a junior position, with highly atypical legal experience, in a niche area that is typically pursued in a firm’s home office?

Success!

Rifkin Consulting immediately contacted a law firm client that is well-known in this particular practice area, knowing that this firm’s goal was to develop a stronger local presence. We communicated not only this candidate’s experience – but also his prestigious contacts – which would become significant in the recruiting process. The firm appreciated that these are attributes that law school alone cannot provide, as well as the maturity and experience that would prove helpful in practice. The geographic challenge was overcome by occasional commuting to the Home Office. The candidate accepted the law firm’s offer and now works in his specialty area, within twenty minutes of his home.

“Because of Rifkin Consulting, I landed my dream job. Diane took the time to understand me and my objectives, and when coupled with her extensive network and industry knowledge, the result was a perfect match for me and my employer! Diane’s responsiveness and genuine commitment to my well-being made the process of moving on after a decade with the same firm much easier. There is no way I’ll ever be able to adequately thank Diane for all she has done for me!”
J.M., In-House Placement, Southern California

“It is with great pleasure that I recommend Rifkin Consulting, considering I have worked with Diane Rifkin for several years and have found her to be very knowledgeable about the legal community. Whether she is representing prospective attorney candidates or working on a firm search, she consistently demonstrates a high degree of moral and ethical standards. Diane can be counted on for results, efficiency, candor, and confidentiality, while maintaining the human element and sensitivity that is sometimes lost with professional recruiters. I cannot say enough good things about Diane’s professionalism.”

Lorraine Connally, Director of Legal Recruiting at Allen Matkins
“Through an invaluable combination of her professional (yet good-natured) demeanor, her active listening skills, her sound judgment, her established contacts, and above all else, her obvious desire to put me in the right place (not just any place), I am finally working at a firm whose interests and priorities are identical to my own.”
R.J., (Southern California)

“The relationship that you have taken the time to develop with the partners at [law firm] was absolutely critical in my securing this position…. The fact that these partners always seem to make immediate time for you is a testament to your high level of professionalism and your reputation in the community. All of your candidates should feel good about their chances for success once they are presented by you.”

T.K., (Southern California)

“Rifkin Consulting, Inc., impressed me as a professional organization that moves quickly and effectively in its searches. The process they utilized to immediately review my resume, interview me, and begin the process of review…resulted in employment at a new job in less than three weeks.”

A.B., (In House, Southern California)

“As a result of Diane’s superlative knowledge of the legal market and years of experiences, coupled with her ability to understand my particular career objectives, Diane was immediately able to place me with her contacts that enable me to achieve my next career move. I am forever grateful…”

N.H., (Northern California)

“Diane really listens to her clients. She uncovers leads that firms do not advertise. She keeps her clients informed. And she always calls them back promptly. I cannot recommend Diane Rifkin more highly.”

H.K., (Southern California)

“What impressed me most about Rifkin Consulting was their honest commitment to finding me the best placement based on listening to my needs and wishes… my resume was handled with the utmost confidence and care…without a second thought, I would use them again should the need arise.”

M.S., (Southern California)

“It is with the utmost enthusiasm that I recommend Diane. Her genuine concern for her client’s interests, knowledge of the market, communication skills, dependability and integrity separate her from anyone else I ever dealt with.”

C.S., (Southern California)

“Ms. Rifkin negotiated the terms of my employment with my new firm providing me with a competitive salary and an opportunity for a salary increase at the end of my first six months at the firm.”

C.C. , (Southern California)

“What was particularly great about working with Diane is that she took real time to learn my background, interests and needs before presenting opportunities. With that, I was always confident that any opportunity we discussed was a good fit for me.”

A.N., (Southern California)

“Your attention to my needs and interests, your initiative in creating and introducing me to an opportunity that matched my interests, and your responsiveness and good judgment along the way led me to a truly rewarding career change.”

M.P., (Southern California)

“Ms. Rifkin’s candor, professionalism, and affable nature made it a pleasure and a privilege to work together. Her methods of keeping me informed coupled with her knowledge of firms and industry, assured me that my particular job search was a priority.

M.S., (Southern California)

It’s the quality of our counsel, our reliable market intelligence and our network of expansive legal relationships that help attorneys achieve long term practice and career growth.

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