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BeetleGirl

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  1. +1 When I asked my principal about posting on CanLiiConnects, they agreed but insisted on proofing the draft first. I felt a little slighted because I was writing on my own time not office time, but I did post the article with my firm name showing, so I guess the firm wasn't too out of place asking to review it.
  2. https://canliiconnects.org/en You can cross-post on LinkedIn and CanLiiConnects. The latter will help you reach out to folks outside your network.
  3. Right. Somehow unsupported by emperical findings of correlation between law school grades and job and earning prospects. https://repository.law.umich.edu/cgi/viewcontent.cgi?article=1035&context=alumni_survey_scholarship
  4. Great stats actually would overpower almost everything else, imo. I have never hired people for a law firm, but I have hired for several hard-nosed businesses in my pre-law life. If I have an applicant currently residing in Ottawa who ranked top 10% of her class at UO and another currently residing in Vancouver with 'B' grades from UBC, am I going to worry why the Ottawa applicant wants the position I am filling in Vancouver? Probably not.
  5. It is unclear what you bet, but be ready to give it up now: I can certify that most of them did not have meaningful connections to BC before seeking jobs here after law school elsewhere.
  6. More than half the lawyers in my firm (including me) have law degrees from outside BC. Enough said.
  7. I did PLTC mid-articles. Can't think of a single disadvantage.
  8. My first reaction was the same, but the poster then claims they got a job through cold calls, so that''s the end of the debate. I HATE making and taking phone calls, but shit whatever works, if its messenger pigeons that are needed to get a job then so be it.
  9. What canuckfanatic said. Plus, I can add one insights because I, like you, started looking during the "hiring off-season" (i.e.., outside the couple months when most articling positions are filled). The insight I want to share is that literally all my emails to general inboxes (e.g., [email protected]) went nowhere. Many responded with regrets, others were ignored. However, I selectively sent some emails to partners when I saw through their profile that they may personally be interested in my background (because theirs was similar). Interestingly, the only interviews I got were when partners shows interest and called me in for a chat. So my advice would be that once you are done with steps 1 to 3 per canuckfanatic, take your best guess at which partner would be most receptive to a cold email from a nobody with your kind of background. Then go ahead and email them, instead of the careers inbox. Good luck. Edit: I wish I had a neat graphic like what canuck posted in June for my own search, but I can tell you I sent approximately 120 emails before anything clicked. You will have to be very, VERY patient, unless you are very, VERY lucky.
  10. My firm uses PCLaw, which I find to be clunky as sh*t. Besides having an interface reminiscent of the 1990s, it only saves entries locally (rather than on the cloud), so if I start a time-sheet locally then I can't finish it remotely (and vice versa). Having a background in tech and finance from my pre-law life, I know for a fact that way better technology exists for time-keeping, but not sure if its only PCLaw or if all software commonly used by law firms are the same. What time-keeping software do you or your firm use? Is there life/hope beyond PCLaw?
  11. I work in a small/mid sized boutique practice which, based on my comparison of my salary with reported industry averages, pays at or above average wages to lawyers. In my firm, there are a couple of partners who are workaholics and clearly work 50 hours every week (based on their emailing activities at night, weekends etc.). EVERYONE ELSE (senior lawyers, new associates, articling students, summer) work 40-ish hours on a regular basis. As others have said, there are occasional times when folks have to put in extra hours, but its not a norm.
  12. Hi there. Sorry if you misunderstood, but I don't know what other firms do such hires. What I was suggesting is that since, in my personal experience, there is at least one firm that does "non-typical" hires, there may be more firms like that. I suggest you target firms that are small enough that partners directly participate in hiring and you can directly email the partner. In my firm, the partner hires directly, so has a lot of discretion. I know that in bigger firms, initial "screening" is done by staff or associates, and your application would likely never see the light of the day.
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