Opportunity Knocks

Become a Conference Commando

david@cowengroup.com (David Cowen) — Tue, 18 Nov 2008 13:25:56 -0500

You know that old saying “95 percent of life is just showing up”? Well, I couldn’t disagree more.

When you’re talking about your career, just showing up is not good enough. You’ve got to be prepared, do your homework and be proactive.

This mandate applies to industry events and conferences as well. Just showing up is not enough. You must take active steps to make your conference experience meaningful and productive.

Here are a few tips for making the most of every conference you attend.

Develop clear goals. Never attend a conference without clear goals as to what you want to accomplish, who you want to meet and what you want to learn. This will help you maximize your time and get the most out of every event.
Do your homework before you arrive. Review the conference agenda and speaker list. Chose five speakers that you want to meet and research each speaker’s background to determine any common backgrounds or interests you may have. Based on your research, prepare a short list of talking points or questions to ask. By doing your homework on who you want to meet, you can obtain meaningful and relevant information that will be helpful to you.
Greet and thank the speakers. I’m always amazed at how few people greet the speaker or thank him (or her) after the session. Talking to the speakers is a great opportunity to exchange ideas with thought leaders in the industry and forge new relationships. Most speakers are thrilled to talk to the audience after their presentation.
Introduce yourself to at least 5 other people daily. I make it my business to meet no less than five people a day at every conference. As you soon as you realize that everyone is as self-conscious as you are, this process becomes easier. Conferences present an excellent opportunity to exchange information and ideas.
Take advantage of mealtime. When you sit down to breakfast, lunch and dinner, introduce yourself to everyone at the table. Make sure you get one or two business cards per meal. I’m not talking about networking for networking’s sake or collecting business cards to market a service. That is so 1980’s. I’m talking about building relationships with the people around you and taking advantage of the opportunity to engage one-on-one with leaders in the industry.
Listen more than you speak. This is a concept that my father instilled in me when I was seven and has served me well at conferences. Listening more than you speak allows you to ask intelligent questions, be genuinely interested and learn from the speaker.

Leverage each conference and industry event so that you are getting more than just a quick education on the latest tips, tricks and tools of the trade. Use these as platforms to drive your personal and professional development to a new level. I guarantee that once you start reframing these events as career advancement opportunities, you will not regret it.

I’ll be attending the Georgetown E-Discovery Institute Conference on November 19-21. Feel free to stop me and introduce yourself.

Crack Open That Piggy Bank and Invest In Yourself

david@cowengroup.com (David Cowen) — Thu, 13 Nov 2008 16:56:52 -0500

With growing job opportunities and salaries ranging from $75,000 to $150,000+, the exploding litigation support field is attractive to many paralegals and IT professionals (for more information on litigation support salaries see The Cowen Group Litigation Support Salary Survey). I receive, on average, three to five calls a week from professionals who would like to get into this space but don’t know where to begin.

When the litigation support field began to grow, it seemed logical that AmLaw 200 firms would aggressively train their paralegals, para-technical and IT staff for much needed litigation support positions coast-to-coast.

That is just not happening.

Law firms and vendors are too busy to train. They want seasoned talent who can hit the ground running. They want knowledgeable professionals who are already up to speed on best practices and technology.

So how can a paralegal or IT professional break into this space? By reading prolifically.

By getting educated. By investing time and money to learn this business.

Below are six steps you can take today to position yourself for a lucrative career in the litigation support industry.

1. Remain Current on Industry News. Set your Google news reader for e-discovery and litigation support and read for 10 to 15 minutes every day.

2. Read Prolifically. Review litigation support websites, blogs and webinars. A great place to begin is Litigation Support Today and Legal Technology News.

3. View Webinars. Sign up for webinars such as those offered by The Association of Litigation Support Professionals (ALSP) and those your learn of through your Google news reader.

4. Attend Industry Conferences. The litigation support/e-discovery industry offers many conferences throughout the year including LegalTech in February; the ABA Tech Show in March; Litigation Support Today’s Leadership Conference in May; and ILTA in August. These conferences are usually one to five days in length and cost between $500 and $3,000. Yes, you may have to pay your own way but it is certainly worth the investment. (Stay tuned for next week’s blog on how to get the most out of every conference).

5. Attend Networking Events. Attend industry events offered by organizations such as ALSP and Women in eDiscovery to forge new contacts and learn more about opportunities in this space.

6. Join Online Social Networking Sites. Join LinkedIn and other web-based social networking groups. Participate in the discussion groups or just listen and watch the dialogue.

Breaking into litigation support is not easy. You will need to invest both time and money in educating yourself for this career. The good news is, you don’t need three years of law school to break into this space. Follow the steps above and start working towards your future today.

Job Security

david@cowengroup.com (David Cowen) — Wed, 01 Oct 2008 13:08:16 -0500

I don’t know many people who woke up and said to themselves: “I think I want a career in litigation support or E-discovery.” But I do think we are lucky to be in this industry. For all the challenges, long hours, impossible deadlines and difficult egos that professionals in legal services deal with, we have the good fortune to be in a relatively recession proof industry right now.

If you’re in banking, brokerage or financial services you are experiencing a complete meltdown and loss of jobs. Many of those jobs are in information technology, systems, and programming. What’s more, this crisis is certain to get worse before it gets better. We will all see the continued loss of jobs in the financial services sector and elsewhere for some time to come. This will lead to a significant number of people trying to break into the legal silo.

How will all this talent flooding the market affect the legal technology job market?

Good question. But here’s the thing - the legal silo has historically been reluctant to hire from financial services. Why? Because financial technologists don’t stick around after the market rebounds.

When the market goes down, tech guys from finance come running to legal. But the moment the market goes back up, those same individuals run back to banking brokerage and financial services…. and the big year-end bonuses that go with it. Legal Human Resources professionals know this pattern all too well. The last major meltdown occurred during the “DotCom” bust in 2000. How many Wall Street guys are still around in the legal vertical from that last talent migration?

What’s more –the technical nuances of the legal vertical are different. Database Analysts, Project Managers, and IT Managers from financial services cannot just walk in the door and run litigation support and/or E-Discovery practice groups.

If you are in litigation support, E-Discovery or practice technology you are in extremely good shape from a career standpoint. There are well over 300 open positions across the country in our industry. Think about it: How many of you work for a law firm, consultancy, vendor or corporation that has an open position in litigation support or E-discovery?

Very few financial technologists will be able to fill those shoes. That’s called “Job Security.” And in tough economic times, I call it “sleep factor” - a.k.a. the ability to sleep soundly at night as the world melts down around you.

Pleasant dreams everyone. :)

THE COWEN GROUP LAUNCHES LEGAL TECHNOLOGY DIVISION

david@cowengroup.com (David Cowen) — Fri, 19 Sep 2008 17:15:55 -0500

Good news…Despite the recent decline in the banking, brokerage, and financial community the legal staffing realm continues to grow! As a result, The Cowen Group is pleased to share with you our latest announcement:

THE COWEN GROUP LAUNCHES LEGAL TECHNOLOGY DIVISION

Search firm expands beyond litigation support recruiting and staffing to fulfill increased demand for top talent in legal technology

NEW YORK – September 17, 2008 – The Cowen Group (www.cowengroup.com), a New York-based recruiting and staffing firm specializing in litigation support and e-discovery, today announces the expansion of services to include placement of top talent in legal technology positions. The Cowen Group helps human resource departments with staffing needs for CIO, director of information technology, system engineers, software developers and analysts.

Despite a slowing economy, The Cowen Group Salary Survey shows the demand for legal technology, litigation support and e-discovery resources required to operate successful law firms and corporate legal IT departments continues to rise.

As law firms and corporate legal departments become more technically sophisticated, there is a growing need for technical experts that understand how to analyze, develop, deploy and administer new systems and protocols that not only fit the organization’s culture, but are compliant with regulatory agency requirements. Historical cases such as Morgan Stanley or Zubulake and federal regulation such as SOX and the newly amended FRCP have made every attorney take a second look at their in-house technology and protocol. History proves that not abiding by these rules and regulations sets an organization up for heavy sanctions or possibly an organization’s dreadful demise.

“In this global economy our clients require a strategic partner who can provide expertise in identifying and matching the best human resources with the best organization,” stated David Cowen, founder and president of The Cowen Group. “We have created an extensive network of talented legal technology professionals and provide valuable market intelligence for many of our clients. We are now seizing upon our vision to remain as the leader in market insight and talent placement and look forward to helping our clients expand and grow every way possible.”

More information on The Cowen Group can be found at www.cowengroup.com.

About The Cowen Group

The Cowen Group (www.cowengroup.com) was founded in 2004 and is a New York-based search firm specializing in the placement of experienced professionals in all areas of the legal technology industry, including e-discovery, litigation support, practice management, IT and computer forensics across the United States and Europe.

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It's the people...

david@cowengroup.com (David Cowen) — Thu, 28 Aug 2008 17:45:39 -0500

I am here in Texas at ILTA 2008.

The venue is big and the food is awful….

But the people…. Well the people are fantastic!

1500 and counting and 1/3 are 1^st time attendees.

But I did not come to the legal industries best peer to peer networking event for the food and snacks. I came to see, hear and meet the thought leaders of the legal technology community.

And like always they are here… open and available, before, during, and after sessions to answer questions or just say hello.

If you are looking for a good meal… stay home… but if you want to listen and learn from the best and the brightest in the legal technology community...then this is the right place!

Stay tuned for more details and if I miss you here…. then I’m sure I’ll see you at LegalTech!

Welcome to ILTA

david@cowengroup.com (David Cowen) — Fri, 22 Aug 2008 17:10:45 -0500

The month of August has seen several significant mergers, acquisitions and product launches.

I am happy to report that I have watched these developments from the comfort of my favorite vacation spot with my family.

So with my batteries recharged, I am looking forward to seeing many of you in Dallas for ILTA.

If you are attending and would like to connect to exchange ideas or to discuss the recently published 2008 East Coast Salary Survey… please drop me a note.

My email is david@cowengroup.com

I can easily be found at any of the Litigation Support Track sessions and will be holding a table discussion every morning at breakfast.

Hope to see you in Dallas!

and the Survey Says...

david@cowengroup.com (David Cowen) — Wed, 06 Aug 2008 12:33:11 -0500

We are pleased to announce the publication of The Cowen Group 2008 Salary Survey and our partnership with Litigation Support Today Magazine:

FOR IMMEDIATE RELEASE

THE COWEN GROUP AND LITIGATION SUPPORT TODAY BRING IMPORTANT SALARY SURVEY INFORMATION TO THE LEGAL TECHNOLOGY MARKET

Industry-leading publication and placement firm bring much-anticipated and timely information to litigation support professionals

NEW YORK – August 6th, 2008 – The Cowen Group (www.cowengroup.com), a leading search firm specializing in the legal technology market, and Litigation Support Today, a magazine for the litigation support professional, today announces they will be working together to bring The Cowen Group Salary Survey to the legal community at large.

The Cowen Group Salary Survey was developed by The Cowen Group by researching top law firms, corporations and vendors in the legal space for their annual survey. Until now, this coveted information has only been available to select professional clients and associates. Litigation Support Today will be publishing the results of the survey, by region, throughout the year, beginning with the East Coast which will appear in the August/September 2008 issue. A full report will be distributed at the beginning of 2009 that will contain all the salary data, comprehensive job descriptions and industry growth trends.

“This definitive and impartial survey by The Cowen Group sets the benchmark for litigation support professionals seeking to grow in their careers,” stated Albert J. Buckwalter, editor-in-chief of Litigation Support Today. “We are pleased to be collaborating with The Cowen Group in bringing this highly useful survey information to our readers and the industry at large.”

“We are thrilled to be working with Litigation Support Today. They are a very well-respected media organization within the litigation support community and together we aim to extend our reach in getting the word out to key people in the industry at large,” stated David Cowen, founder and president of The Cowen Group. “The industry is changing rapidly and we hope this survey provides vital information to allow litigation support professionals to adequately plan and track their career growth and for managers to hire and retain the right people for their needs.”

More information on The Cowen Group Salary Survey can be found at www.cowengroup.com.

About The Cowen Group

The Cowen Group (www.cowengroup.com) was founded in 2004 and is a New York-based search firm specializing in the placement of experienced professionals in all areas of the legal technology industry, including e-discovery, litigation support, practice management, and computer forensics across the United States and Europe.

About Litigation Support Today

Litigation Support Today (www.litigationsupporttoday.com) is published by Conexion International Media, Inc. a division of Conexion International LTD, Inc. (http://conexioninternationalltd.com) a private international consortium that specializes in the development of print and electronic media for niche markets in North America, South America and Asia-Pacific. Litigation Support Today is issued quarterly, with controlled circulation to qualified litigation & practice support directors, managers, specialists, analysts, courtroom technology specialists, legal assistants/paralegals heavily engaged in litigation support activities, and other legal support staff.

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Managing Up, Up, and Away!

david@cowengroup.com (David Cowen) — Fri, 25 Jul 2008 15:02:45 -0500

We’re instilled with the belief early on that we can accomplish anything as long as we work hard, work long, and work to deadline. However, in this more service-oriented work environment, understanding and incorporating the thought processes of those above you is just as important to the future of your career your own production.

If you are one of our clients or candidates you have heard this from us on an ongoing basis. Relationships are the fuel powering every day transactions. Developing alliances throughout your firm, not just your direct departmental contacts, will provide you the support you need to learn and master the political climate that you’ll navigate. But the most powerful and influential compatriot to have on your side is your boss. By understanding your boss’s point of view, as well as assimilating it into your style, you are signaling to them that you’re ready for advancement. What will come across is that you have the ability to think and strategize beyond your current position.

This is the process of Managing Up.

Here are some helpful questions you can ask yourself to assist yourself into isolating what exactly is imperative to your boss:

What details does your boss pay attention to first and foremost?
What is expected from the people in positions you want to move into?
What questions do they ask of their direct reports and why?
What is their leadership style and how do they make decisions?
By which methods do they prefer to be informed of status updates (email, phone, in-person, etc.)?
How does your boss’ management style differ from yours? And what can you utilize in your own dealings?

The last query is the most critical. The real test to pass for the promotion you desire is if you are flexible and perceptive enough to adapt to your boss’ needs. What is important here is to remember that it is your job to develop a relationship with your boss, not the other way around, while demonstrating to them that you have the ability to function at a higher level...

…their level!

Mergers, Mergers Everywhere

david@cowengroup.com (David Cowen) — Tue, 15 Jul 2008 16:45:44 -0500

This year’s biggest merger has been between K&L Gates with Kennedy Covington. And now the current buzz surrounds a possible merger between Winston & Strawn and Heller Ehrman.

The numbers don’t lie. So far there have been 26 new law firm mergers and acquisitions reported in the past three months. Not to mention the 18 we saw in the first quarter of the year. Compared to last years 27 at this point – 2008 looks to add to that total.

What does this mean to you and your career? Does this pace of merger activity reduce career opportunities? How does this affect you and your role in an organization?

If history is any indication of what will happen, there should be a consolidation and reduction in staff.

But this is eDiscovery/Lit Support. The war for talent continues to be fierce…. And I do not see a reduction forthcoming.

There are over 250 open positions for eDiscovery professionals in Corporate, Vendor, and AmLaw 200 Law Firms.

It’s a buyers market.

I would hate to be selling a house in this market. But if you have talent and experience in eDiscovery – it’s your kind of market.

Greetings From Legal Tech West

david@cowengroup.com (David Cowen) — Thu, 26 Jun 2008 12:28:17 -0500

Do you know what I enjoy about conferences? It’s the interaction that occurs. It’s being able to speak face-to-face with other people with a passion for the business. It’s sitting in on sessions presented by thought leaders in the industry.

I make it routine to attend all the trade conferences to further my understanding of the space and what trends to be aware of. Like last year, The Cowen Group hosted a Pre Legal Tech dinner Wednesday night. I’d like to extend a thank you to all that attended our soiree. The discussion on how to manage, train and retain top talent was very thought provoking.

Today I’ll be attending the practice management track and look forward to hearing George Rudoy, Joy Murao, Jim McKenna and Mary Panneta discuss the hot trends and new directions that practice technology is taking.

With the rate at which the lit support community is expanding, it’s exciting to be sitting in the front row. The increased demand for trained professionals, informed talent and the lack of a homogenous curriculum opens the space for a lot of change and opportunity. It definitely keeps me on the edge of my seat.

If you happen to be here in L.A. for Legal Tech West, please say hello or drop me a line. We can find some time to get a coffee and exchange ideas. If not, I’d love to hear your thoughts on the conference.

The E-Discovery Lawyer: It's Evolution, Not Revolution

david@cowengroup.com (David Cowen) — Fri, 20 Jun 2008 12:55:22 -0500

I highly recommend reading Monica Bay’s article, “Can You Adapt?,” in the June issue Law Technology News.

I too am seeing more of this new breed of techno/e-discovery lawyer.

Many firms have them in place or are looking to hire or develop them and they are discussed at every conference I attend.

Many people see this growing role of staff attorneys and techno-lawyers in litigation support as a threat or source of irritation.

I don’t.

It’s not us versus them. It’s not a competition for visibility within the firm.

It’s evolution, not revolution.

Paralegal, IT or lawyer - there’s plenty of room for everyone.

As the profession evolves and litigation support becomes more complex and sophisticated, the techno-lawyer can play a valuable role in practice support leadership. Lawyers understand lawyers. They understand the internal and external clients being served, the specifics of the case and the strategies and goals to be accomplished. They understand the WHY of what is needed.

Today’s litigation support departments are like chocolate chip cookies. There are countless ways to make them, depending on what ingredients you have in the house. How many chips, how much butter, a preference for crispy or chewy and, dare I say it, nuts? Each batch is different.

Directors and Managers need to evaluate their needs and internal resources to create strong and diverse teams. They must determine who has the skills as well as the passion, motivation and intellectual curiosity to step into litigation support roles. A lawyer may be the perfect fit for your team, depending on:

· The culture of your firm;

· The nature of your clients;

· The depth and complexity of the matter;

· The maturity of the department; and

· The relationships with IT.

There are many ways to make a chocolate chip cookie.

I like mine chewy.

Job Security in a Slowing Economy

david@cowengroup.com (David Cowen) — Tue, 10 Jun 2008 13:44:23 -0500

With only 5 full months of 2008 on the books, the list of casualties from the slowing economy is growing. The Department of Labor released statistics Friday revealing that the legal sector lost 1,100 jobs in the month of May. These figures, when added to the 1,900 losses from April, indicate a volatile job market.

Despite this sharp reduction in workforce, I continue to see solid growth and demand in e-discovery and litigation support across the AmLaw 200.

The Cowen Group conducted a quick poll on Monday of litigation support/e-discovery hiring trends among 20 global law firms. Our poll revealed the following:

65% are aggressively hiring litigation support staff.
20% are on plan and will continue to staff.
15% are cautious and/or scaling back.

These results are precisely what I saw last year at this time. Indicating healthy hiring activity in the litigation support space despite the sluggish economy.

Although several clients acknowledged a decline in business and case loads, they were quick to point out that the increase in size, scope and complexity of cases were keeping their headcounts high.

Several of the firms polled responded that they were adding services and staff to their litigation support practices this year.

There’s nothing like the DOJ, SEC, FBI and a sub-prime meltdown to give one a sense of job security.

Mortgage Meltdown Fuels Litigation Support

david@cowengroup.com (David Cowen) — Fri, 06 Jun 2008 13:33:38 -0500

The woes of sub-prime mortgage lenders may prove to be another boon to litigation support.

A new study by Navigant Consulting Inc. offers the most detailed statistical portrait of subprime litigation yet. The Chicago-based firm reports that 448 subprime-related cases had been filed in federal court from January 1, 2007, to March 31, 2008. By comparison, the Resolution Trust Corp., which was created to deal with problems spawned by the savings and loan crisis, handled a total of 559 suits from 1989 to 1995.

Subprime litigation has exploded over the past year, with filings skyrocketing during the first quarter of 2008, according to a recent article in Corporate Counsel. The complex, discovery-intensive nature of subprime litigation suits lends itself to litigation support work. This spike in subprime mortgage litigation is likely to spark a wave of litigation support activity across the nation as litigation support and e-discovery teams gear up to tackle the subprime lending fallout storm.

Lawwave reports that the subprime crisis is also increasing opportunities for litigation support providers abroad. Any decrease in the practice of offshoring may fuel the need for talented professionals in the United States, taxing an already-shrinking talent pool.

With over 225 open litigation support positions coast-to-coast, the war for talent at all levels continues.

What the space desperately needs is training for seasoned para-technicals with the desire and intellectual curiosity to step into a new role - Jr. Litigation Support Analyst.

What are your thoughts?

If Not There, Where?

david@cowengroup.com (David Cowen) — Tue, 03 Jun 2008 16:12:47 -0500

Offshoring – the practice of sending legal work to low-wage markets overseas – may have just hit a major roadblock.

According to a recent federal lawsuit, Maryland attorney Joseph A. Hennessey believes he has uncovered a significant flaw in the practice of offshoring: compromised confidentiality.

The suit alleges that offshoring legal work constitutes a waiver of the attorney-client privilege and Fourth Amendment protection, since data sent overseas may be subject to eavesdropping by the U.S. government, according to a recent article in the Legal Times.

“This waiver of rights would nullify the reasonable expectation of privacy that American citizens — litigating purely domestic disputes in U.S. Courts — would have in the documents that they produce in the course of civil litigation,” the complaint reads.

Some of the nation’s largest law firms and corporations have outsourced legal work, including Arnold & Porter, Howrey, United Technologies Corp., Oracle Corp. and Bayer AG, according to The Washington Times.

A favorable ruling could have significant implications for the future of offshoring, potentially curtailing the outsourcing of legal functions including litigation support.

Many law firms and corporate legal departments rely on cheap foreign labor to perform document review, coding, indexing and other litigation support functions. Any downward shift in the amount of litigation support/e-discovery work performed abroad will undoubtedly raise the demand for services and talent here in the United States, potentially driving salaries upward yet again as the war for talent reaches an alarming level.

What do you think about the practice of offshoring? Should law firms obtain consent before client data is sent abroad or disclose their use of foreign legal service providers? Feel free to weigh in.

At the Core

david@cowengroup.com (David Cowen) — Wed, 21 May 2008 17:42:00 -0500

Litigation support is stepping beyond the sidelines into the limelight. A growing number of law firms are establishing independent litigation support centers to better serve their clients.

This shake-up, prompted by client demand and an effort to gain a competitive advantage, has led to an increased recruitment of IT and litigation support personnel.

Many firms, like King & Spalding, Sullivan & Cromwell and Sherman & Sterling have made litigation support offerings a key business strategy. Most recently, Howrey announced its litigation support strategy, with a standalone litigation support center in Virginia and plans to open a center in India.

Packaging and marketing their technology services lets firms diversify the menu of options for clients, reduces client costs and creates a revenue-generating side business for the firm.

Twenty-five of the AmLaw 200 have litigation support departments of 20 or more; 12 have departments that exceed 30. Like IT services, these departments are not so much law firm profit centers as core competencies that a firm must provide to serve its clients.

Despite the slowing economy, the demand for litigation support talent will remain hot. The litigation support space will continue to ride the roller coaster of double-digit growth as law firms up their technology staff. Hold on for an exciting ride!

That Hiring Thing

david@cowengroup.com (David Cowen) — Fri, 09 May 2008 19:23:51 -0500

You don't have to be an expert to know that the economy has hit a serious bump in the road.

Meanwhile, the jitters have spread throughout law firms everywhere. Budgets are being trimmed, headcount is being carefully controlled, and nothing is moving on the fast track.

So what does this all mean for key staffing? The good news is that litigation support hiring remains steady as she goes. Most of my clients are being asked to do more in-house work. This means maintaining current litigation-support staffing levels--or even adding meaningful key team members--is the play of the day.

That's good news in a downward market. What's your firm's power plan? Let me know

eDiscovery Moves

david@cowengroup.com (David Cowen) — Sun, 06 Apr 2008 14:48:41 -0500

What do Xerox, Pitney Bowes, Deloitte, and now HP all have in common? Each of these companies is making eDiscovery acquisitions at an alarming rate.

HP boosted its eDiscovery market share with the recent acquisition of Australia's Tower Software. HP said the addition of document and records management software will position the company to better compete in the fast-growing market for eDiscovery and compliance solutions.

Does this mean lower costs and better service to the market? Don’t bet on it. Several firms are already looking to shed their recent eDiscovery acquisitions.

Confusion and consolidation are on the horizon.

How will this impact your career? Stay tuned.

Risk? In this market? Not so much

david@cowengroup.com (David Cowen) — Sat, 05 Apr 2008 14:47:06 -0500

Bear Stearns, falling dollar, collapsing housing market and a presidential election year.

No doubt about it, this is a tough year to be making career decisions.

Last year, there was little or no risk when making a move for more money, new opportunity or expanded sales territory. This year, not so much.

Despite a significant shortage of talent in the eDiscovery-litigation support space, law firms and vendors are growing increasingly selective when interviewing candidates. Companies are looking for prospective employees with solid backgrounds of two plus years. Job hoppers need not apply.

Marquee companies such as LexisNexis, FTI and Thomson West want to invest in people that will be with them for the long haul.

If you have jumped employers in less than two years, you have used-up your "Get out of jail free" card for now.

I don't recommend that anyone risk a career jump for money alone. This year especially, I support a more conservative career path. If you have made one or two jumps in the last two to four years, stay put if possible.

If you absolutely must make a move, be sure it is with a tier one organization.

This is not Vegas folks. This is your career

Back to Blogging

david@cowengroup.com (David Cowen) — Fri, 04 Apr 2008 14:44:58 -0500

Hello all. After my 18 month hiatus, I am excited to be contributing my thoughts on the dynamics that shape our work in the ever-evolving litigation support/eDiscovery space.

My goal--with the new launch of this blog--is to create a meaningful, open platform to discuss career trends, business opportunities, management trends, and strategies for achieving professional success in the eDiscovery.

I invite you to bookmark this blog, visit frequently and liberally contribute your insights, opinions and professional experiences. I look forward to our collaborative and positive exchange of ideas in this free and open space.

Have a topic suggestion? Drop me a line!

You'll find me here once a week. So, buckle your seat belt, bring a colleague and meet me here. We are in for hell of a ride this year.

The Do's & Don't and the Myths & Truths behind Crafting the Perfect Resume

david@cowengroup.com (David Cowen) — Mon, 18 Dec 2006 18:06:29 -0500

The first impression you make with your next potential employer is your resume. How you look on paper is a direct reflection of how you will be perceived by the client in person, so – it is essential to craft a resume that accurately reflects your skills and experience However, the style, flow, and visual clarity also reflects upon you!

Here are some helpful hints from the trenches of resume submission and creation:

MYTH: The Resume has to be one page. I have never had a client say to me,"This resume is too long. I don’t want to see this person." Clients need to know as much about you on paper, so that at the interview, they can get into the details of who you are, what you do, and other indescribable qualities that can’t be communicated on paper.

THE “DEADLY” OBJECTIVE: All resume templates begin with an “objective.” A badly written or generic objective can close more doors for you than a well written one will open. Most people breeze past the objective anyway and go right to “current employer” or “skill set” section. Nine out of ten objectives say something like: “To further my career in a company that can provide opportunities for growth, advancement, and education.” Well, isn’t that what everyone wants? If you are going to have an objective, really have an objective. Otherwise, I say skip it. If you are working with a good recruiter, the objective should be made clear through communication.
ALWAYS THE SAME: Make sure the resume you bring with you to the interview is the same one your recruiter sent to the client. Discrepancies from one resume to another can reflect poorly on your continuity. You want the recruiter, candidate, and potential employer to all “be on the same page” – literally.

DATES OF EMPLOYMENT: Be specific! To the month (if possible, which it should be). Often people will just list years (not months) and this can be very misleading to potential employers if you only spent a few months somewhere. You are not fooling anyone by hiding the months on the initial resume. This specificity will also expedite a background check process if an offer is made.

FORMATTING DRAMA: Do not use complicated MS Word tabling for the formatting of your resume. It makes it difficult for recruiters to reformat it with their letterhead to send to their clients. Also, complicated formatting choices sometimes look sloppy when viewed on a computer and MOST potential employers will see the resume for the first time on a screen BEFORE they print it out.
MYTH: Paragraphs look good on paper. No. People like lists. People don’t like to read paragraphs. Lists are easier on the eyes and makes information easier to ingest.
THE BLIND MAN’S RESUME LITMUS TEST: Hold your resume at arms’ length. What do you see? You want certain things to pop out: previous employers, job titles, employment dates, certifications, and key technical information that are essential to the requirements of the position or industry you’re applying for: Concordance, Ipro, Summation, ediscovery, and so on.

Your resume is an extension of you. Your style, format, font, and grammar/spelling choices will indicate to a prospective employer the quality of the work you will do for them and your ability to articulate what you do.