Fake Ads – Why Responding to Classifieds Can Be a Fool’s Errand

Any good career advisor will steer you away from basing your job search on responding to classified ads on LinkedIn or other job boards.

Why? Because half of them are bulls*#t.

I have been telling clients for decades that 50% of the ads they see are fake. The problem is that you can’t know which half is real and which half is bogus. I used to explain that the phantom half existed simply so recruiters could refresh their databases with new resumes.

While that is still true today, there is more to the story.

In an article in The Playbook, Associate Editor Marq Burnett dives into what he calls “ghost jobs”—and these fake postings are becoming more common than ever. Citing the 2026 Hiring Trends Report by Resume Genius (which surveyed 1,500 hiring managers), the findings are startling:

• 90% of hiring managers believe companies intentionally post jobs they have no plan to fill. • Nearly 66% admit to misrepresenting some aspect of an open role. • Over 33% post ghost jobs strictly to signal growth to investors, clients, or competitors. • A similar number post because HR policy mandates it—even when an internal or hidden candidate has already been selected. (Research consistently shows ~80% of management-level hires happen before an ad ever goes live).

Welcome to the hiring realities of the 2020s.

Just as bad: when an ad is for a real job, it frequently downplays the actual difficulty of the position. Notably, generational differences are stark: • 51% of Gen Z hiring managers admitted to intentionally understating a role’s difficulty, compared to only 16% of Baby Boomers. • Conversely, 52% of Baby Boomers insisted their companies would never engage in such tactics, compared to just 20% of Gen Z hiring managers.

A mentor told me years ago: “Anyone who bases their job search on responding to classifieds is deluding themselves into thinking they are looking for a job.”

With half the listings out there being pure fiction—and hundreds fighting for the few that remain—it is easy to see why.

Next column: On October 15th, we will explore “Talent-First Hiring,” a framework making career transitions viable for practicing attorneys.

About the Author:

Bruce Blackwell is ranked at the top of the 2026 list of “The 10 Best Career Coaches in New York City” by Digital Reference and shortlisted for “Top Alternative Career Solutions 2026” by Management HR magazine. He has also been recognized as a “Dean of Career Counselors for Attorneys” by the New York State Bar Association.

If you are an attorney or executive evaluating your next chapter, schedule a confidential, no-cost 20-minute discussion here:

👉 https://live.vcita.com/site/bruce.blackwell

If you found this helpful, please like, leave a comment, or share it with your network.

#careersforlawyers #jobsearch #careercoachforlawyers #careerchange #inhousecounseljobs

Can a Burned-Out Lawyer Find Meaningful Work Without Starting Over?

Have you reached a point where billable hours, endless pressure, and constant fighting no longer feel worth it? If so, you are not alone. We have helped several thousand experienced attorneys who were looking for jobs for burned-out lawyers that let them use their legal skills differently.

The good news is that changing direction does not mean throwing away years of hard work, nor does it mean starting at the bottom. Your legal background has real value outside of a pure legal role. The key is knowing where that value fits and how to present it.

Burnout Is More Than Feeling Tired

Feeling tired after a busy week is normal. Real burnout is different. It builds over time and starts to affect the way you think, work, and make decisions. Even highly successful attorneys can reach this point after years of handling demanding clients, unappreciative clients and constant pressure.

Some common signs include: • Losing interest in work you once enjoyed. • Feeling mentally drained before the workday even begins. • Feeling at the end of the day that you accomplished nothing of meaning. • Feeling that every case is just another obligation. • Wondering whether practicing law is still the right path.

Recognizing these signs does not mean you have failed. Instead, it means your career deserves an honest review. Executives regularly assess business strategies. Your career should be treated the same way.

Your Legal Experience Still Has Strong Value

One of the biggest mistakes attorneys make is believing their skills only belong inside a law firm. That is wrong. Legal practice develops abilities that employers actively seek, and that translate well into business roles.

A Career Change Does Not Mean Leaving Your Professional Identity Behind

Some attorneys believe changing careers means giving up everything they have built. That belief keeps talented professionals stuck far longer than necessary.

The Right Guidance Can Save Years of Trial and Error

Changing careers without a plan often leads to another role that feels just as limiting. That is why senior attorneys often benefit from working with professionals who understand alternative legal careers and the business world.

Avoid the Mistakes That Slow Down Career Transitions

Even highly successful lawyers sometimes make avoidable mistakes when exploring new opportunities. These include: • Applying for positions without really knowing what they want to do next professionally. • Misunderstanding their real skill set – not their practice area skills, but the skills that enable them to be good lawyers: issue spotting, persuasion, team leadership, multi-tasking. • Using a résumé written only for legal employers when they are applying for business positions. • Waiting until burnout becomes impossible to manage. • Accepting the first opportunity instead of the right one.

A well-planned transition creates stronger results because every step supports your larger career goals.

Build a Professional Brand Beyond the Practice of Law

Employers outside law firms need to understand your value quickly. That means your résumé, LinkedIn profile, and interview conversations should focus on business results, leadership, problem-solving, and decision-making instead of listing only your legal practice skills. For example, leading litigation teams shows leadership. Negotiating settlements shows business judgment. Advising clients on risk shows strategic thinking. Those are business skills that companies actively seek.

Timing Can Make a Big Difference

Instead of waiting until you feel mentally exhausted before exploring a career change, you should begin planning while you are still at the top of your game. A clear mind leads to better decisions, stronger interviews, and greater confidence. Career moves made with preparation create better long-term results than decisions made under pressure.

Success Comes from Making the Right Move, Not the Fastest One

Leaving legal practice does not mean walking away from your professional identity. It means choosing where your experience will have the greatest impact.

If your current role no longer fits your goals or your desired life, remember that your legal career has already given you valuable skills. The next step is finding the right place to use them. If you are ready to explore new opportunities and find out what may be out there for you, we can help!

#CareersForLawyers #AttorneyCareerChange #LegalCareers #WorkLifeBalance

Bruce Blackwell has been named at the top of the 2026 list of “The 10 Best Career Coaches in New York City” by Digital Reference, an online reference publication, and has been shortlisted for nomination for ‘Top Alternative Careers Solutions 2026’ by Management HR magazine, a leading publication whose mission is to advance human resource practices and workforce leadership. Blackwell has also been called a “Dean of Career Counselors for Lawyers” by the New York State Bar Association.

If you are an attorney or executive and have been thinking about “what else is out there?” get in touch with him for a virtual cup of coffee. In a confidential, no-cost call, you can discuss your situation and get expert career advice. To schedule a call, click here: https://live.vcita.com/site/bruce.blackwell

If you like this article, please click on “Like,” add a Comment, or share it with a colleague. Thank you!

You can have your cake and eat it too – the hybrid business/legal role for attorneys who want to do more than just law!

More than 20,000 attorneys have called me to talk about leaving their law firms and moving to in-house roles. Many of them have told me they are also considering “something on the business side.” They don’t know what that “something” is, which is where I come in. We specialize in helping attorneys obtain roles that combine some legal functions with some business-side responsibilities. More on that later – for now, let’s talk about some basic considerations for an attorney career change.

To begin, legal practice offers intellectual challenge, professional credibility, and financial success. However, the structure of law firm practices does not always support every stage of a life-long career.

Attorneys spend years balancing demanding client expectations, court or regulatory filing deadlines, business development, administrative responsibilities, and firm performance metrics. While these are part of life as a law firm attorney, they can also stymie opportunities to focus on impactful organizational leadership or long-term career growth.

As careers mature, many successful lawyers begin asking practical questions:

• Do I want my next 15 or 20 work years to focus on generating billable hours?
• Do I look forward to going to work in the morning, and do I feel like I did something worthwhile when I am ready to go home at night?
• Do I want to live with this work/life balance for the rest of my life?
• Where can I use my experience to have a greater impact on an organization?

As far as I know, we only have one life to live. What do we want it to be? As younger attorneys, we are willing – nay, eager! – to put in the hours and make the personal sacrifices that are necessary to make partner or to start and run a successful small practice. But having achieved those goals and lived with them for a few years, what comes next?

As I tell my clients who are in their 40s and 50s, you have arrived – so nothing is going to change about your daily work life for the next 20 or more years. For some attorneys, that’s OK. For others, the thought is daunting.

Your Legal Experience Is Valuable Far Beyond the Practice of Law

One of the most common misconceptions attorneys have is that changing career direction means leaving their legal identity behind unless they migrate to in-house legal positions.

The reality is quite different.

Years of legal practice develop capabilities that organizations actively seek in management-level business roles. Successful attorneys often bring:

• Strategic decision-making
• Keen judgment
• Risk assessment and management expertise
• Sophisticated negotiation skills
• Project leadership under pressure
• Crisis management capabilities
• Abilities to engender trust and confidence of clients and stakeholders
• Strong persuasive communication skills

These strengths translate naturally into executive environments where organizations value professionals who can evaluate risk while supporting growth, solve complex business problems, and guide critical decisions.

Rather than limiting opportunities, legal experience often becomes a significant competitive advantage for attorneys looking to go into business-oriented roles.

Many lawyers start looking for a change because they want a better work/life balance, more meaningful work, or a chance to be involved in business decisions instead of only solving legal problems. Working in a corporation, either as an attorney or executive, often gives people the chance to:

• Work closely with business leaders.
• Help shape company decisions.
• Focus on long-term goals instead of on billable hours.
• Help prevent problems from happening instead of dealing with what should have been avoided in the first place.
• Build stronger relationships with, and feel connected to, one organization.
• Enjoy a more predictable work schedule.

The Business/Legal Hybrid Job

What comes as a surprise to many attorneys is that the move to a company doesn’t have to be a choice between going in as a lawyer or going in on the business side.

At Career Strategies Group, we pioneered the concept of a hybrid business/legal position, where a client goes into a company performing some legal duties but also having responsibilities for which a JD is not required. This can be the best of both worlds for attorneys who want to keep a hand in the law, but also get more involved in meeting business challenges.

We have applied this strategy successfully to many hundreds of our clients. It might work for you, too.

If you would like more information on this type of hybrid role, or if you are thinking about exploring your career options, give us a call today and schedule a no-obligation 20-minute strategy call.

#careersforlawyers #jobsearch #careercoachforlawyers #careerchange #inhousecounseljobs

Bruce Blackwell has been named at the top of the 2026 list of “The 10 Best Career Coaches in New York City” by Digital Reference, an online reference publication, and has been shortlisted for nomination for ‘Top Alternative Career Solutions 2026’ by Management HR magazine, a leading publication focused on advancing human resource practices and workforce leadership. Bruce has also been called a “Dean of Career Counselors for Attorneys” by the New York State Bar Association.

If you are an attorney or executive and have been thinking about “what else is out there?” get in touch with him for a virtual cup of coffee. In a confidential, no-cost 20-minute call, you can discuss your situation and get expert career advice. To schedule a call, click here: https://live.vcita.com/site/bruce.blackwell

If you like this article, please click on “Like,” add a Comment, or share it with a colleague. Thank you!

The Fall 2026 Legal Job Market: Opportunity, but No Easy Street.

For attorneys heading into the fall of 2026, the good news is that the U.S. legal job market is not in retreat. The better news is that demand is becoming more selective—and that creates opportunities for lawyers who know where to look and what they bring to the table.

For lawyers looking for new opportunities, this means you need to find a strong brand strategy to give yourself a competitive edge in the marketplace. This is one of the most important things we do for our career coaching clients.

The U.S. legal sector reached a record 1.245 million jobs in July, according to Bureau of Labor Statistics data reported by Reuters. Employment has continued to grow even as the broader U.S. economy has softened.

Law firms are also reporting healthy business conditions. Thomson Reuters’ Law Firm Financial Index found that demand for legal services rose 3% in the second quarter compared with a year earlier, while billing rates increased 7.1%. Demand was particularly strong in real estate, corporate law, labor and employment, litigation and intellectual property. If those trends continue, 2026 could be the busiest year for law firms since 2021.

That sounds like a lawyer’s dream. There is, however, an important catch.

The market is increasingly favoring experience.

NALP reports that U.S. law firms with 500 or more lawyers hired 7.5% fewer new associates in 2025—the first decline in that category since 2014. Federal government employment for new law graduates dropped 37%, while public-interest employment fell nearly 14%. Overall, approximately 2,700 fewer law graduates found jobs than the previous year.

At the same time, lateral hiring has been expanding. NALP described 2025 as the strongest lateral hiring market since 2022, with growth in both associate and partner recruitment as well as post-clerkship and 3L hiring.

For experienced attorneys, that is encouraging. Firms appear willing to spend money for lawyers who can walk through the door and contribute immediately. Robert Half’s 2026 legal hiring outlook found that 58% of legal leaders planned to increase permanent headcount during the second half of the year, while 51% expected to increase contract or temporary hiring. Positions for both early-career and highly experienced attorneys showed above-average demand.

So where are the opportunities?

Litigation remains a significant area of demand, while corporate work, labor and employment, intellectual property, real estate and compliance-related work are also showing strength. Lawyers who combine substantive expertise with practical business skills have an additional advantage.

Artificial intelligence is another part of the equation. Legal employers increasingly want attorneys who can use AI tools intelligently rather than simply regard them as a threat. Research, document review, contract analysis and other routine assignments are being reshaped by technology, meaning attorneys increasingly need to demonstrate judgment, client management and specialized knowledge—the skills that are harder to automate.

For new lawyers, the picture is more complicated. The Class of 2025 still achieved a 93% employment rate, with 85% obtaining jobs requiring bar admission. But the decline in entry-level hiring at large firms suggests that simply having a law degree—and hoping a prestigious firm will come calling—is no longer a reliable strategy.

The fall 2026 market, then, is best described as healthy but demanding. There are jobs. There is money in the system. Firms are hiring. But employers are becoming more deliberate about whom they hire.

For attorneys considering a move this fall, the lesson is straightforward: don’t wait for the perfect posting. Identify the practice areas where demand is strongest, sharpen the skills employers are actually buying, cultivate relationships with influencers and lawyers in your target market, and make a clear case for the value you can deliver.

In 2026, the legal market is open for business. It just expects you to arrive prepared.

#careersforlawyers #jobsearch #careercoachforlawyers #careerchange #inhousecounseljobs

Bruce Blackwell has been named at the top of the 2026 list of “The 10 Best Career Coaches in New York City” by Digital Reference, an online reference publication, and has been shortlisted for nomination for ‘Top Alternative Careers Solutions 2026’ by Management HR magazine, a leading publication whose mission is to advance human resource practices and workforce leadership. Blackwell has also been called a “Dean of Career Counselors for Lawyers” by the New York State Bar Association.

If you are an attorney or executive and have been thinking about “what else is out there?” get in touch with him for a virtual cup of coffee. In a confidential, no-cost call, you can discuss your situation and get expert career advice. To schedule a call, click here: https://live.vcita.com/site/bruce.blackwell

If you like this article, please click on “Like,” add a Comment, or share it with a colleague. Thank you!

The Unappreciated Power of a Cover Letter

Pity the poor cover letter. This missive is one of the least understood and most often wasted elements of a job search. I read an article just the other day by some alleged sage that cover letters are out of fashion and no one reads them.

Bull.

While it is true that cover letters sent in response to online classified postings often are not read, they are an extremely powerful tool when used the right way. Besides, I am not a big believer in chasing classifieds anyway — but that will be the subject of a future column.

Resumes, properly targeted, are very important, but the resume cannot do what a cover letter does.

A resume is about facts. It can show what you have accomplished. It cannot explain what you bring to the dance, what you are like as a person, and why you are seeking a new position. For a career changer, that last question is top of mind when a hiring executive gets your resume.

They will wonder, “Why is a lawyer applying for this? What’s wrong with them? Were they fired? Are they desperate? Did something happen?”

If your cover letter does not answer those questions directly, the resume most likely does not get you the interview.

Let’s start with what a cover letter is actually for. It is not a summary of your resume. Hiring managers read resumes every day – they don’t need you to narrate one back to them in paragraph form.

[Sidebar. I don’t want to tell you how many cover letters I have seen that start with, “As you can see from the attached resume…” What a complete waste of time – you are telling the reader what you will be telling the reader. Next!]

Rather than being wrapping for your resume, the cover letter is the primary persuasion document in your package. The resume is expository – it describes where you have been and what you have done. The cover letter is a marketing document – it adds dimension to you.

The cover letter is where you give concrete statements about what you bring to the table. It relates to the issues the company is facing, even generally. It cites a few relevant accomplishments. It talks about your attitude and spirit. It addresses why you want to make a change. It has a call to action at the end (to wit: to set a meeting).

The resume and the cover letter have two entirely different missions.

While sending cover letters to the HR department as part of an online application is only marginally productive, sending one directly to the decision-maker – the person to whom the open job is likely to report – can be a great way of generating an interview. Unless you want to be in HR, bypassing that department is the best way for career changers to go!

A hiring manager reviewing a career changer’s candidacy is doing a risk assessment. That is all. They are trying to figure out whether bringing you in is worth their time, or if it will create a problem for them. If the cover letter does not reduce that perceived risk, it cannot do its job … and you will not get the job!

Here is where even sharp people get this wrong. They write a cover letter that focuses on what they want and how excited they are about working for XYZ company. This doesn’t work! This is corporate America – companies don’t give a darn about what you want — they want to know what you can do for them!

To paraphrase John F. Kennedy, “Ask not what my company can do for you, ask what you can do for my company.” All that hiring executives care about is what problems you can solve for them. The cover letter has to stay on their side of the table the entire time.

#careersforlawyers #jobsearch #careercoachforlawyers #careerchange #inhousecounseljobs

Bruce Blackwell has been named at the top of the 2026 list of “The 10 Best Career Coaches in New York City” by Digital Reference, an online reference publication, and has been shortlisted for nomination for ‘Top Alternative Careers Solutions 2026’ by Management HR magazine, a leading publication whose mission is to advance human resource practices and workforce leadership. Blackwell has also been called a “Dean of Career Counselors for Lawyers” by the New York State Bar Association.

If you are an attorney or executive and have been thinking about “what else is out there?” get in touch with him for a virtual cup of coffee. In a confidential, no-cost call, you can discuss your situation and get expert career advice. To schedule a call, click here: https://live.vcita.com/site/bruce.blackwell

If you like this article, please click on “Like,” add a Comment, or share it with a colleague. Thank you!

The 80/20 Rule in Job Search and Job Satisfaction

If you are thinking about going after your dream job, you should keep the 80/20 rule very much in mind.

The 80/20 rule applies from two perspectives – your job search campaign and your new job once you obtain it.

So what is the 80/20 rule? In business, the 80/20 rule means that 80% of income often comes from 20% of clients. It also means that 80% of your results come from 20% of your efforts. In geology, it means that 80% of the rocks in the Earth’s crust come from 20% of the most common minerals. You get the idea.

In relationships, the 80/20 rule means that you can only expect your partner to fulfill about 80% of your wants and needs, and 20% of those needs are not going to be met.

It is the same with jobs. As a nearly lifelong student of job search, I believe that there are many parallels between relationships and careers. They are both marriages.

When I embark on a career transition program with a client, our goal is to find a career path and a job the client loves. Not likes. Loves. But this doesn’t mean they will love every minute of their jobs, or every aspect of their duties and responsibilities.

The 80/20 Rule in Job Search

There are two aspects of the 80/20 rule in a job search campaign. One is that most do-it-yourself job seekers follow what I call The Traditional Triad of job search: They rely on classifieds, recruiters and old fashioned networking. These activities take up 80% of their job search time but only produce results 20% of the time. It’s bad math and bad business. A job seeker should be spending 80% of their efforts on using innovative and proactive job search techniques, not the old tried-and-true reactive ones, which take forever to produce results.

If you don’t know any innovative techniques, email me at info@careerstrategiesgroup.com and I will send you a free copy of my 36-page Guide to Alternative Legal Careers and Job Search Methods. I am currently updating it, but it will be ready in about two weeks. Did I mention it was absolutely free?

My free guide will show you how to spend 80% of your job search time on productive methods, rather than wasting time on methods that are just that — a waste of time.

While one aspect of the 80/20 rule relates to job search methods, the other aspect relates to where the jobs can be found.

By now, my readers know that almost every study ever done since WWII has found that classifieds and recruiters together only represent 20% of the executive & professional jobs that are available. This means that 80% of the available positions are not found online or with recruiters. It’s like an iceberg. The 20% showing above the waterline is dwarfed by the 80% below the surface. To be effective in finding a new position, you need to do a dive below the waterline.

Why intelligent professionals think they are doing effective job search campaigns focusing on the jobs they can see, rather than the huge number of jobs in the so-called Hidden Job Market, is a mystery to me.

The 80/20 Rule in Job Satisfaction

When considering jobs that are more satisfying and fulfilling, there are a few considerations that, if attended to, will result in a career – and by extension, life — you can truly enjoy.

1) Manage Your Expectations

Even in a dream job, not every moment is wonderful. A general expectation in career coaching is to help clients find a role that provides 80% of the satisfaction and fulfillment they are seeking, and to understand the reality that the remaining 20% will be filled with tasks that don’t ring your bells. Expecting 100% perfection will lead to dissatisfaction – a 100% wonderful job does not exist. I love what I do, but there are some functions that I don’t look forward to handling.

Along with updating my job search guidebook, I am in the process of creating a comprehensive self-help course on how you can identify your realistic career options – what you would love to do, have the skills to do, can be hired to do, and be paid well to do. In my private coaching practice, I help people make this determination all the time, but I am now developing a way for people to do this on their own. One of the aspects of the course that I devote time to is helping my students understand what having a job you love really means. It’s like a marriage – you love your spouse, but they are not perfect. (Except mine is, right dear? Dear?)

2) Seek the “Missing” 20% Outside of Work

If your job satisfies 80% of your core requirements but leaves out a specific passion (e.g., creativity, public speaking, or deep technical problem-solving), the 80/20 rule suggests you should seek that final 20% outside of your work. Pursuing side projects, hobbies, volunteering, or signing up for continuous education courses can provide the well-rounded fulfillment you are not getting from your regular job.

If you learn how to do a productive, efficient job search, look into the high number of jobs that are not readily visible but can be found, then have realistic expectations about what job happiness really means, you can achieve and maintain a career that on most days of the week, you feel very good about having.

PS – Don’t forget to email me for an absolutely free and very informative job search guide.

#careersforlawyers #jobsearch #careercoachforlawyers #careerchange #inhousecounseljobs

Bruce Blackwell has been named at the top of the 2026 list of “The 10 Best Career Coaches in New York City” by Digital Reference, and has been called a “Dean of Career Counselors for Lawyers” by the New York State Bar Association.

If you are an attorney or executive and have been thinking about “what else is out there?” get in touch for a virtual cup of coffee. In a confidential, no-cost call, you can discuss your situation and get expert career advice. To schedule a call, click here: https://live.vcita.com/site/bruce.blackwell

If you like this article, please click on “Like,” add a Comment, or share it with a colleague. Thank you!

The Classified Waste Land – One Against the World

Responding to classifieds is almost a waste of time — but this past week, I was reminded about how much of a waste it really is.

A potential client sent me links to several jobs to which she planned to apply. They were all from LinkedIn. I said I’d take a look at them for her. I haven’t checked specific job listings on LinkedIn for a while, and I was flabbergasted by what I found.

I should have known better than to be surprised, so let’s just say I was reminded of what I – and any other qualified career coach – have known for years: Classifieds draw hundreds of responses, sometimes more than a thousand for a single position.

One LinkedIn classified for a GC spot at a consulting company has drawn 677 responses so far. A Deputy GC ad for a financial services company has drawn 202 resumes in just 5 days – that’s more than 40 incoming resumes per day, day in and day out! A LinkedIn posting for a GC at a lifestyle company has drawn 706 responses in 30 days, with more coming in.

How in the name of Mary are you supposed to compete

against 677 or 706 other lawyers?

Your chance of getting an interview are less than 1%.

The companies can wade through that pile of resumes and find two or three candidates who exactly match their specs. They can want to hire someone left- handed with blue eyes and find a perfect match.

Making it worse, some of these jobs allow for remote work – at the higher-level in-house positions, this is not unusual. This means the company can choose from applicants anywhere around the world if they have the proper US admissions.

So if you are looking for an in-house counsel role, you are not just competing against lawyers from your local area, you are competing against lawyers from all around the country, and even all around the globe. American companies can hire full-time senior in-house counsel to work remotely from India for $30 to $50 an hour, or around a high of $100,000 per year.

Classifieds are the easiest way to find job opportunities and apply to them. It takes minimal effort, very little time, and creates the delusion that you are actively seeking a job. Because that’s what it is – a delusion.

Recruiters are another easy way of finding jobs – all you have to do is send in your resume and let them find a job for you, right? Wrong. Recruiters are paid by the hiring companies to find attorneys with specific practice areas skills, years of experience and depth of knowledge in a hiring companies’ industry. For this they get paid 20-30% or so of the candidate’s first year compensation package, so for a position with a $350,000 package, the recruiter’s fee will be around $80,000 to $105,000 or more.

Recruiters are not paid that kind of money to find lawyers who have never done the specific work the employer needs, or who don’t know the employer’s industry. Recruiters put square pegs in square holes, and are all but useless to lawyers seeking a bend in their career paths.

I have talked with many attorneys who were seeking new careers, but who gave up because they never received responses from classified ads and got nothing but negative feedback from recruiters. Classifieds and recruiters are not likely to help lawyers seeking alternative careers. But there is a way out. In a free call, I will be glad to discuss better ways that are easy, but that also work.

__________________________________

Bruce Blackwell has been named at the top of the 2026 list of “The 10 Best Career Coaches in New York City” by Digital Reference, and has been called a “Dean of Career Counselors for Lawyers” by the New York State Bar Association.

If you are an attorney or executive and have been thinking about “what else is out there?” get in touch with him for a virtual cup of coffee. In a confidential, no-cost call, you can discuss your situation and get expert career advice. To schedule a call, click here: https://live.vcita.com/site/bruce.blackwell

If you like this article, please click on “Like,” add a Comment, or share it with a colleague. Thank you!

The First 90 Days on the New Job: A Strategic Blueprint for Success (and for Avoiding Failure)

You have all seen them. You might have been one yourself – A new employee who is talented, experienced and intelligent, but who crashes and burns within the first few months on the job.

One of the best investments I made at Career Strategies was in a Harvard Business School program about Experienced Executives Moving into New Companies and Why they Fail. I often counsel my new “graduates” – clients who have landed new positions – so that they can avoid these common and career-damaging pitfalls. Now I am sharing them with you.

First of all, in today’s high-stakes world of executive leadership and legal counsel, the “honeymoon phase” is a myth. For a General Counsel, C-suite executive or other senior-level professional, the first 90 days are not a grace period—they are a high-velocity diagnostic window. Your goal isn’t just to fit in; it’s to establish a mandate for your leadership.

Here is how to navigate the three critical phases of your transition.

Phase 1: Days 1–30 | The Diagnostic Deep Dive

Your first month is about radical listening.

Internal Stakeholder Audits: For new in-house senior attorneys and executives, this means meeting not just the C-suite team, but also the department heads and the administrative assistants who keep the business running. It’s about understanding the “unwritten rules” of the corporate culture. I have someone who is starting an important job at a global consulting company. One of that organization’s little peccadillos is that there is no swearing, Ever. Even a “damn” will put you on the way toward the exit ramp. Learn these cultural cues. In your initial forays, ask questions like, “If there is one thing you think we can do better, what would it be?” Another is, “What is the one thing we do here that makes no sense?”  At this juncture, don’t make any comments or suggestions – just say you will look into that. Make notes about things you may want to change, but for Pete’s Sake, don’t actually change them yet!
Inventory Risk and Assets: Conduct a SWOT analysis of your immediate domain. If you are a new CFO, look at the debt covenants and aging reports; if you are a Chief Legal Officer, audit the pending litigation and compliance workflows. If there are IP assets, review how they are tracked.
Define “Success” Upward: Schedule a formal alignment meeting with your CEO or the Management Committee. Ensure that your definition of a “win” matches theirs. Areas you discussed during the interview phase may not hold now that you are onboard. Get their input on top concerns and discuss your 30-60-90-day plan of action, specifying priorities, goals and milestones.

Phase 2: Days 31–60 | Building the Coalition

By month two, the “new person” smell has faded. Now, you must pivot from observing to connecting.

·         You should be meeting with your boss weekly, or at minimum bi-weekly, to make sure you are on track. Have a formal review of your 30-60-90 plan at the end of each month.

Identify the Influencers: In every organization, power doesn’t always follow the org chart. Identify the “institutional hubs”—the people others go to for advice. Securing their buy-in is essential for any future reforms.
The “Quick Win” Strategy: Identify a low-hanging fruit—a redundant process, a neglected vendor contract, or an outdated filing system—and fix it. For an attorney, this might be streamlining the NDA process. For an executive, it could be clarifying a muddled reporting line. These wins build the political capital you’ll need for larger transformations. If possible, make sure this quick win will resonate with the boss.
Assess the Talent: Evaluate your direct reports. Are they in the right seats? Do they have the resources they need? You cannot execute a long-term vision with a team that isn’t aligned with your standards.
At this juncture you are still doing your due diligence. Make sure your superiors – not just your immediate bosses, but other members of the management team — know what you are doing and when you will be prepared to take action; if you don’t do this early in your tenure, they may think you are doing nothing.

Be careful, though, not to give too much information about your plans to those who are not in your chain of command. It is too soon to know who you can trust, who is jealous because they didn’t get your job, and who is resistant to change and may sabotage your efforts. Corporate America is not always a nice place.

Phase 3: Days 61–90 | Defining the Strategic Mandate

The final month of your first quarter is where you move from tactical fixes to strategic architecture.

Present the 90-Day Report: Don’t wait for a formal review. Proactively present your findings to leadership. Detail what you’ve learned, the risks you’ve identified, and your proposed roadmap for the next six months.
Culture Over Structure: Executives often fail because they try to change the “what” before understanding the “why.” THIS IS A HUGE POINT! Executives who fail, according to my Harvard course, are often those who start making changes before they understand the true nature of the problems. Use this period to reinforce the values you want your department to embody.
Set the Boundaries: As a leader, your time is your most valuable asset. Use the end of your first 90 days to reset your calendar. Stop attending “courtesy” meetings and start carving out time for deep work and strategic planning.

The Professional’s Trap

The most common mistake for high performers is the “Action Bias.” You feel the pressure to prove your worth immediately, leading to premature decisions. Remember: your value in the first 90 days isn’t your ability to give answers; it’s your ability to ask the right questions. After that, it will be your ability to resolve obstacles to success and produce results that benefit your organization.

By the end of your first quarter, you should have moved from a state of “onboarding” to a state of “ownership.” You are no longer the new hire; you are the architect of the future … for your company, and yourself.

Bruce Blackwell has been named at the top of the 2026 list of “The 10 Best Career Coaches in New York City” by Digital Reference, and has been called a “Dean of Career Counselors for Lawyers” by the New York State Bar Association.

If you are an attorney or executive and have been thinking about “what else is out there?” get in touch with him for a virtual cup of coffee. In a confidential, no-cost call, you can discuss your situation and get expert career advice. To schedule a call, click here: https://live.vcita.com/site/bruce.blackwell

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The Need for Innovation and a Personal Brand Strategy (And free “Lunch and Learn” program on building your Competitive Edge)

In today’s competitive job market, especially for higher-level positions, relying on classified ads, LinkedIn or recruiters is a strategy that will prolong a job search and that may ultimately fail. Most people don’t realize that these traditional methods account for only about 20% of job opportunities, leaving 80% of the market untouched by many job seekers. The best jobs are seldom advertised, and recruiters put square pegs in square holes.

To secure a coveted senior-level role, it is imperative to employ creative strategies that go beyond the conventional. This is the focus of my work at Career Strategies Group – getting clients smart on innovative approaches to the job search and re-careering process.

The first step toward success is to do research. Understanding the specific needs and challenges of your targeted industries or companies is crucial. This knowledge allows you to tailor your approach and demonstrate how your unique skills and experiences can provide solutions. For instance, if a company is expanding into new markets, showcasing your expertise in international business development can make you an attractive candidate.

Keeping track of industry trends and emerging technologies can position you as a forward-thinking leader, ready to drive innovation and growth. The latest surveys of employers show that while expertise in your specialty or practice area matters, what is really important is evidence of innovative thinking, comfort with technology, and the ability to contribute to corporate growth in ways outside of your practice area. I have talked with literally more than 20,000 lawyers, and 19,640 described themselves as “creative problem-solvers.” Your resume needs to prove that and not just talk about your duties are responsibilities!

Networking remains a powerful tool in the job search arsenal, but it requires a different approach than what I call “old- fashioned” networking — calling on people you know in hopes they know of job openings for you. Old-fashioned networking still has its place, but as Al Dold, one of my great career counselors at Career Strategies, so often said: “It’s not who you know, it’s who you get to know.”

Establishing genuine connections with industry influencers is a form of networking that can set you apart. Engaging with thought leaders on social media platforms, participating in relevant online forums, and contributing to industry publications are excellent ways to build a robust professional presence. These activities not only increase your visibility but also demonstrate your commitment and expertise in your field.

Another innovative approach is to create a targeted value proposition for each potential employer. I call it your Personal Brand Strategy. I have helped thousands of clients develop one so that they can differentiate themselves from other candidates with similar experience.

We are planning a free Zoom “lunch and learn” on how to create a Persona Brand Strategy and gain a Competitive Edge over other candidates. If you are interested in attending, send an email to info@careerstrategiesgroup.com or message me on LinkedIn and I will send you information as the program is developed.

An approach that I often work successfully with my clients is not relying on a resume-based campaign. Instead of a generic resume and cover letter, I recommend developing a customized pitch that outlines how they can address the company’s specific needs. We call this our “create-a-job” strategy. This might include a strategic plan or a portfolio of past successes that align with the company’s goals. Such tailored applications show a deep understanding of the company’s challenges and your readiness to tackle them head-on. This approach has produced some incredible results and is a hallmark of our work!

Leveraging digital tools and platforms can – and must – be used today, since they significantly enhance your job search efforts. Building a strong LinkedIn profile, maintaining a professional blog, or creating a personal website can showcase your expertise and attract the attention of hiring managers. Many of my clients are senior-level and in mid-life or beyond; they are very smart people, but often not when it comes to social media. This is one of the ways we help them. You may be an old dog like me, but you will need to learn some new tricks!

The bottom line is the securing a high-level job today demands more than traditional methods. It requires a blend of innovative thinking, thorough research, and creative engagement strategies.

By going beyond the conventional and tapping into the hidden job market, you can significantly decrease your job search time and significantly increase your likelihood of landing a role that aligns with your career aspirations.

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Bruce Blackwell has been called a Dean of Career Counselors by the New York State Bar Association. His specialties are Job Search Coaching and Alternative Careers for Lawyers and Executives.

If you are an attorney or senior executive and you have been thinking about “what else is out there?” get in touch with him for a virtual cup of coffee. In a confidential, no-cost call, you can discuss your situation and get expert career advice. To schedule a call with Mr. Blackwell, click here: https://live.vcita.com/site/bruce.blackwell

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