Career Change Guidance

Attention - Career pivot!? It is rather often that I receive direct messages from candidates asking for advice on how to manage a significant career pivot. Changing careers at a mature stage in life is a little like going on a very tall roller coaster - it can be both exciting and scary. Here are some thoughts to consider: ↝ 𝗦𝗲𝗹𝗳 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁: Start by assessing your skills, interests, and values. Understand your strengths and what drives you. This self-awareness will guide you towards a career that aligns with the true you! ↝ 𝗙𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝘀𝗲𝘁-𝘂𝗽: Understand the financial implications of a career change. Determine how your income might be affected during the transition period and plan accordingly. In today`s environment it almost always takes longer than planned. ↝ 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗮𝗻𝗱 𝗲𝘅𝗽𝗹𝗼𝗿𝗲: Take the time to learn about potential career directions. Look into industries that interest you and explore the job market demand, required skills, and educational or training pathways. Talk to real people to gain insights! Make sure that you take into consideration local market specifics. ↝ 𝗦𝗸𝗶𝗹𝗹𝘀: Identify your skills or knowledge that can be transferred as well as gaps between your current experience and your desired career. Courses, certifications, or workshops can be helpful (and costly). ↝ 𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴: Leverage your existing network and reach out to professionals in the new field. Networking can be critical in your decision making as well your eventual success. ↝ 𝗩𝗼𝗹𝘂𝗻𝘁𝗲𝗲𝗿𝗶𝗻𝗴: If possible, gain practical experience in your new field through volunteering or internships. This can help you confirm you are on the right path; acquire hands-on experience and expand your network. ↝ 𝗣𝗮𝘁𝗶𝗲𝗻𝗰𝗲: Understand that changing careers may take time and effort. Consider adjusting your plans based on new information or opportunities that arise. ↝ 𝗦𝘁𝗮𝘆 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗮𝗻𝗱 𝗣𝗲𝗿𝘀𝗶𝘀𝘁𝗲𝗻𝘁: Resilience on this journey will be critical. Job hunting and career changes are often challenging, but maintaining a positive mindset will increase your chances of success. ↝ 𝗘𝘃𝗮𝗹𝘂𝗮𝘁𝗲 𝗮𝗻𝗱 𝗔𝗱𝗷𝘂𝘀𝘁: Once you've made the change, periodically evaluate your career satisfaction and progress. Be open to making further adjustments if needed to ensure long-term fulfillment. ❓ Anything you would add? Any questions? ------------------------------------------------- Oh, hey there! I am Dana - Recruiter with a 💡 ☝🏼 Like this and want more interesting content? 🍪 Share if others could benefit from this too! 🔔 Follow me and 'hit' the bell on my profile.

There seem to be more exit options for experienced lawyers than there ever were before. A few trends I’m seeing and hearing: 1. Using legal as a springboard to leading other business functions. Common among high performing CLOs and GCs who end up taking over other departments, including HR, technology, operations, etc. Ideal for in-house lawyers who like business/management more than pure law work. 2. Leading a new function within a traditional law firm. Classic examples include leadership roles related to talent or client development; includes ongoing trend of chief innovation or client value officers. Recent trend: AI experts brought in from the outside. 3. Pivoting to a pure business role at a legal-adjacent company/firm. This was my path. Back when I made the pivot in 2016 it felt like the only real option was legal recruiting. These days you have AI startups, large legal tech companies, legal talent staffing/outsourcing, and more. 4. Leveraging expertise to shift to hybrid employee/entrepreneur roles. Could be a fractional GC practice, e.g. using your former employer as an anchor client and then looking for other clients. Or could be practicing law as a remote freelancer, working on specific, limited scope matters that interest you. The ones who have done the best seem to be those who thoughtfully consider what type of work they want to do, and the context (hours, location, flexibility) in which they work—before they plunge head first into something else. 

I once thought career changes were just a fresh start. But I was wrong. Switching careers isn’t just a professional shift—it’s a small death of your old identity. That’s because every career shift isn’t just a step forward—it’s also the end of a chapter. You lose familiar routines, your professional identity, even a sense of belonging. We rush toward the next goal, burying our feelings under a pile of "new beginnings." But those unresolved emotions resurface as regret, doubt, or burnout. Here’s how to process career transitions like a pro: 1) Acknowledge the End ↳ Every career chapter deserves closure. Don’t rush past the emotions—acknowledge them. It’s okay to grieve what you’re leaving behind. 2) Extract the Lessons ↳ What did this role teach you about yourself, others, or life? List those lessons—they're the foundation of your next move. 3) Redefine Your Identity ↳ You’re not just your job title. Ask yourself: Who am I without this role? This question is key to discovering who you want to become. 4) Embrace the Uncertainty ↳ Transitions are messy, but uncertainty creates space for growth. Lean into it—it’s where breakthroughs happen. 5) Set a New Vision ↳ What’s your next chapter? Define your new direction, but keep it flexible—you’re evolving. 6) Celebrate the Courage ↳ Career changes aren’t easy. Recognize the bravery it takes to step into the unknown. 7) Build Your Support System ↳ No reinvention happens in isolation. Surround yourself with people who encourage your growth. 8) Take Small Step Forward ↳ You don’t need to have it all figured out. Small, consistent steps build momentum toward your next path. Take this challenge: ☑ Spend 20 minutes reflecting on what your past role meant to you. ☑ Write down 3 things you want to take forward and 3 things to leave behind. Career changes aren’t just professional—they’re personal. And like any transformation, they deserve time, care, and space. What’s one lesson from a past career chapter that stayed with you? Share it below 👇 ------------------- I’m Jayant Ghosh. Follow me in raising awareness for mental health that inspires growth and well-being.

Gen Z isn’t running from the office—they’re running toward mentorship, meaning, and momentum. There’s a narrative floating around that Gen Z doesn’t want to work. That they’re too soft for the grind. That they’d rather sit at home, scroll TikTok, and collect a paycheck in their pajamas. Jamie Dimon says, “The Zoomers don’t show up.” But from where I sit, that story doesn’t hold up. Not in my experience. And not in the data either. My friend Dan Schawbel, managing partner at Workplace Intelligence, just released new research that found that 91% of Gen Z professionals are actively seeking a balance between remote and in-person work—not because they’re indecisive, but because they’re looking for something deeper: relationships, growth, and career momentum. They want to be in the office. Zoom out to the global stage and the pattern holds. A study from real estate firm JLL found that workers under 25 are returning to the office more than any other generation, averaging three days a week—compared to just two for their older peers. The very group that was supposedly finished with the office is now leading the charge back in. Why? Because they know what they don’t know. They are brand new in their careers, so they’re chasing proximity—to wisdom, to experience, to those unteachable soft skills you only pick up by being around others. They want to observe how a leader thinks through a messy problem. How a mentor handles tension in a meeting. How someone starts a hard conversation. One Gen Z professional said in a recent CNBC interview: “We have no idea how to be a professional adult.” Another said: “I just want to be surrounded by people who are going to guide my future. How can I learn if I’m not here with them?” In my own work—whether I’m giving a keynote or leading a corporate workshop, I’ve met countless Gen Z professionals who are showing up not just for a job, but for a journey. We're teaching them how to find purpose and mentorship in their relationships. How it feels to lead, stumble, learn, and grow. Yes, these folks are carrying the weight of student loans, financial anxiety, climate uncertainty, and a mental health crisis. These folks are the future of your company. Let's ask, “What kind of leader do I need to become to help them thrive?” They want purpose. They want to be mentored. They want feedback. They want to build relationships. So to the Gen Z professionals who are quietly leading the return-to-office movement: keep going. You’re not just showing up. You’re standing up. For growth. For connection. For your future. And we see you.

Not every lawyer wants to argue in court or climb the law firm ladder. Many are looking for roles that offer strategy, business involvement, and a better work-life balance. That’s exactly why careers in Legal Ops, Compliance, and Policy are gaining traction - they offer a fresh path for legal professionals who want something different. Here’s more information on these areas: 📍Legal Operations (Legal Ops) focuses on managing the business and administrative side of in-house legal teams. The goal? To make legal services more efficient and aligned with business objectives. 📍Legal Compliance ensures companies follow regulations and avoid legal risks. Compliance officers play a key role in preventing penalties, maintaining ethical standards, and ensuring smooth operations. 📍Interestingly, compliance roles often overlap with policy-making. Compliance professionals don’t just enforce the rules - they help shape them by creating internal policies that align with laws, ethics, and industry best practices. Why are these roles becoming more popular? The answer is simple: - Faster career growth compared to traditional law firms - Better financial stability with competitive salaries - More flexibility in work hours and environment - A mix of law, business, and technology, allowing lawyers to expand their expertise. As the legal industry evolves, traditional law firm careers are no longer the only path to success. Legal Ops, Compliance, and Policy roles offer lawyers an opportunity to apply their legal knowledge while shaping business strategy. Would you consider a career in these fields? Neeti Shastra | Campaigns by Neeti Shastra ________________________________________ 📍 I am the first legal recruiter and career coach mentoring lawyers and law students since the past 5 years. How do my mentees get placed at top organisations? Let's discuss!

Too many lawyers sell themselves short. They get pigeonholed into purely legal roles because they don’t know how to effectively market their skills to other domains. But the reality is that the skills you develop as a lawyer can take you far beyond the traditional legal sphere. Here are a few reasons why: Lawyers are highly organized and process-oriented. We excel at turning complex problems into simple steps, creating systems, and paying meticulous attention to detail. These skills are invaluable in operational roles. Lawyers are excellent communicators. We’re adept at distilling multi-faceted, highly technical challenges into narratives that focus on the essential, easy-to-understand components. This is a necessary skill for any leader. Lawyers have an uncanny ability to grasp complicated business models quickly and see the big picture. We're used to diving into the nitty-gritty details while keeping an eye on overarching strategy. Lawyers deal in risk assessment and mitigation on a daily basis, which makes us uniquely qualified to take on roles involving business strategy and decision-making. So, how can lawyers leverage these skills to grow beyond traditional legal roles? There are a few common paths I see. Here are some examples within each: 1. Expanding to a GC+ role, like: - Andy Dale at OpenAP (GC + Chief Privacy Officer) - Conor French at Zipline (GC + Chief Regulatory Officer) - Galya Blachman at Enliven Therapeutics (CLO + Head of BD) - Shaun Sethna, our own GC at The L Suite, who manages Content (event programming) and HR in addition to Legal 2. Moving entirely to non-legal leadership roles, like: - Alex Su at Latitude (Chief Revenue Officer) - Abigail Johnson at Sapphire Ventures (COO) - Jason K. at OpenAI (Chief Strategy Officer) - Kristin Sverchek at Lyft (President) - Kent Walker at Google (President, Global Affairs) - Julie Sweet at Accenture (CEO) 3. Starting a company, like: - Jen Berrent at Covenant - Cecilia Ziniti at GC AI - Caroline McCaffery at ClearOps - Ashish Walia and Raad Ahmed at Lawtrades - Jason Boehmig at Ironclad - Shashank Bijapur at SpotDraft - Winston Weinberg at Harvey - Tony Lewis and Kelsey C. from Aumni (sold to JPMorgan) - Eric Berry from TripleLift (sold to Vista Equity Partners) - Renaud Laplanche from LendingClub (now public) and Upgrade There are many, many more examples that I didn’t have space for. The lesson here? Don't let yourself be painted into a legal box. The skills you have learned as a lawyer are incredibly versatile and valuable across various business functions. You just need to learn how to market them.

The biggest career transition myth is that you have to "start over." "I can't afford to go back to entry level at 42 years old." That's what Patricia, high school English teacher, told me during our first call. Her voice tight with anxiety, she described watching job opportunities pass her by because she couldn't see how her skills translated. Three months later, she landed a learning experience designer role at a major tech company with a 30% salary increase. This is very similar to my experience too. The "starting over" fear paralyzes talented professionals. Last month alone, 6 out of 10 of my consultation calls mentioned this exact concern. You are NEVER starting over. You're pivoting with a backpack full of transferable skills that most people never learn to articulate. Another client Sarah moved from project management to product management, she didn't discard her experience. She reframed it. "Drafting project charters" became tied to "user journey mapping." "project success metrics" became "user satisfaction indicators." Companies are hiring less and less for technical skills. Now, in the age of AI, they're desperate for problem-solvers who bring fresh perspectives. Your outsider viewpoint lets you see solutions nobody else can imagine. 𝗬𝗼𝘂𝗿 "𝗹𝗶𝗮𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀" 𝗮𝗿𝗲 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝘃𝗲 𝗮𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲. You're never climbing from the bottom of a new ladder. You're making a move with your professional maturity and learning agility intact. Most of you reading this have AT LEAST 3 years of work experience, not to mention AT LEAST 18 years of life experience. The real reason this myth persists is because our brains crave certainty. The devil we know feels safer than the unknown, even when the unknown holds vastly more potential. Try this today: List 5 projects you're proud of. For each one, identify the skills you used that have nothing to do with your specific industry. Those are your transferable superpowers. Ready to gain even more clarity? Check out my new book, The 30-Day Career Reboot available for pre-order on Amazon. Link in comments. :) #careers #careerchange #creativity #innovation #careeralchemy

If your clients don’t see you as a strategist, they’ll never think to ask for strategy. Most accountants don’t struggle with technical skills. They struggle with positioning themselves as more than just bean counters. If your clients only see you as the person who files taxes or reconciles books, it’s not because they don’t need strategic advice. It’s because they don’t realize you offer it. So how do you shift from being “just another accountant” to a trusted financial strategist? 1️⃣ Stop Talking About What You Do And Start Talking About Why It Matters ❌ “I reconcile your books monthly.” ✅ “Every month, you’ll get a financial snapshot so you can make proactive decisions instead of reacting to surprises.” ❌ “I prepare your tax return.” ✅ “We’ll build a tax strategy that ensures you’re making the most of your money year-round, not just at filing time.” 2️⃣ Ask Better Questions Great accountants answer questions. Great financial strategists ask them. ➡️ “What’s your revenue goal this year and how confident are you in reaching it?” ➡️ “What would you do differently if you knew exactly how much you could pay yourself every month?” ➡️ “Are you undercharging for your services? Let’s look at the numbers.” When you lead the conversation, you shift from being the person who reports the numbers to the person who helps clients understand and use them. 3️⃣ Build Pricing That Reflects Strategy, Not Just Compliance If you’re charging hourly or pricing based only on deliverables, clients will always see you as a task-based expense instead of a long-term investment. ✅ Offer advisory services, not just tax prep. ✅ Bundle compliance work with strategic insights. ✅ Charge for results, not just reports. 4️⃣ Show Up as the Expert A trusted strategist isn’t just knowledgeable, they’re also visible. ✔️ Share insights where your clients hang out (on social media, IRL, in their email!!) ✔️ Host client strategy calls instead of just sending financials ✔️ Position yourself as the go-to person for business clarity Because if your clients don’t see you as a strategist, they’ll never think to ask you for strategy. #AccountingLeadership #FinancialStrategy #KnowYourWorth

I get so many DMs from junior lawyers seeking career advice. They're exhausted, working 60-hour weeks at big law, and starting to question if it’s all worth it. And I get it. The industry hasn’t changed much. Junior associates are still buried in tasks that AI could handle in minutes. Long hours are still seen as a badge of honor. Everyone dreams of making partner, but the reality is, very few actually do. But here's the thing: there are countless opportunities for lawyers beyond the partner track. At SpotDraft, we’ve seen incredible career pivots: - Romit, a lawyer, joined us as a legal analyst and is now a product manager. - Udit started as a law associate, pivoted to marketing, and is now the director of product marketing & growth at SpotDraft. - Akshay moved from big law to legal ops and is now our COO. And it’s not just at SpotDraft. Look at these inspiring transitions: - Alex Su went from a law firm associate to a sales role, then marketing, and is now the CRO at Latitude Legal. - Sarah Irwin transitioned from various law firms to in-house roles, and finally started her own business. If you’re feeling stuck, it’s okay to question the traditional path. It’s possible to find a career that makes you happier and more fulfilled. Here’s how you can start exploring new paths: - Identify your interests: What excites you? Marketing, business development, product management, operations? Your legal skills can translate into these areas. - Network actively: Reach out to people who’ve made similar transitions. Learn from their experiences. - Learn new skills: Take courses, attend workshops, and read extensively about fields that interest you. - Be open to change: It’s scary to leave a well-trodden path, but sometimes it’s the only way to find your true calling. The traditional path isn’t the only way to have a successful and fulfilling career. Your career should work for you, not the other way around.

Gen Z’s application avalanche might actually bring back the human touch to recruiting. Right now, early talent teams are drowning in applications, thanks to a combination of AI-powered application tools and jobseekers’ “spray and pray” method of applying to jobs. What used to be hundreds of applicants has become thousands, and recruiters are overwhelmed trying to keep up with the sheer volume. The impact is rough. Recruiter burnout is real, early career teams struggle to separate signal from noise, and the quality of candidate engagement is suffering. It’s becoming increasingly difficult to give each application the attention it deserves. But this wave of automation might be creating the exact opposite of what it intended. The more Gen Z candidates experience these purely transactional, tech-enabled processes, the more they crave genuine connection. What does this mean for early talent teams? The real opportunity isn’t in fighting against technology or surrendering to it completely. Instead, it’s in relying on technology for both efficiency AND creating meaningful relationships and high-touch personalization. High-touch personalization isn’t just a nice-to-have anymore - it’s a competitive advantage in a sea of automated, canned interactions. The best part is that you don’t have to sacrifice your hiring goals to maintain that human connection. Technology should handle the heavy lifting, freeing up your team to focus on building genuine relationships with promising candidates. At the end of the day, Gen Z isn’t choosing technology over relationships. They’re using technology to find authentic connections faster. The organizations that understand this - and use automation to enable deeper human engagement rather than replace it - will be the ones that win the early talent war.