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Good Closing Questions for an Attorney Interview

Good Closing Questions for an Attorney Interview

The interview is the most important component of the overall hiring process, and it is for this reason that the legal recruiters at Garb Jaffe & Associates work tirelessly to help you successfully navigate your interviews with each of the law firms and in-house departments that you’ll be targeting during your job search.


A successful interview requires great execution from start-to-finish — and though first impressions are vital, the last impression is a great opportunity to close out the interview on your own terms.


Oftentimes, to close out the interview, the interviewer will field remaining questions that you might have about the firm or company.  Don’t waste the opportunity to learn more about the job and to leave a positive impression!


So, what are some strong closing questions to ask at the end of an attorney job interview?  Ask the following…


Overview of a “Day in the Life”


Requesting a summary or overview of the typical workday of someone in the role you’re interviewing for is a great way to find out (directly) what real-world expectations will be placed on you after hiring.  Generally speaking, interviewers give a high-level explanation of role expectations — unfortunately, high-level explanations are not sufficient for applicants to properly assess the day-to-day working conditions of the job.


If your interviewer is capable of giving a detailed overview of a typical workday for the role, then it’s very likely that your role is well-structured and well-managed.  If your interviewer struggles to detail the typical workday, then it may indicate larger role management issues that could lead to problems later on.


Organizational Trajectory


As with most positions, your attorney role at a firm or in-house department is subject to forces outside of your control — which, naturally, includes larger organizational changes.  When closing an interview, consider asking about the strategic roadmap of the firm/department and how that might affect your role.  Changes to hiring or promotional structure, for example, can have a significant effect on your career trajectory.


Understanding the Idealized Candidate


If you have had a strong interview where you have gelled well with the interviewer, consider closing the session with a question about the “ideal” attorney they’re looking to hire.  This type of question can serve to reaffirm the strength of your candidacy if the interviewer recognizes that the “ideal” attorney hire looks strikingly similar to you.


After the interviewer answers your question, don’t be afraid to engage in further conversation in which you discuss your own strengths as a candidate and relate them to that of the “ideal” attorney hire.  Try to confidently relay these qualities to the interviewer without being overbearing.


Unique Challenges of the Role


If it does not come up sooner in the interview, be sure to ask about the unique challenges of the role — in doing so, however, try not to ask the question in such a way that it seems you are anxious about the challenges.  Look upbeat and curious, willing to take on the challenge.


As with all questions, don’t be afraid to further engage the interviewer after they answer.  Follow-up questions and in-depth conversation about the role itself demonstrate the seriousness of your candidacy.


Office Culture Inquiries


Firm and in-house departments can differ significantly when it comes to office culture.  Some firms provide more flexible work schedules and hours expectations, while others are more strict with their attorneys.  Some firms have a more collaborative team environment, while others foster a more competitive environment.  The differences are many, and as such, inquiring into the office culture is critical for determining whether the role is a good fit for you in the long-run.


Not all interviewers are going to be 100% honest about the office culture if there are negative aspects, so bear that in mind.  The interviewer’s own experience may also not be representative of your would-be experience, particularly if the interviewer is not part of the team/department that you’ll be working with.  Generally speaking, you’ll get the most accurate sense of office culture from speaking with the interviewer/former employees/legal recruiters.  Your Garb Jaffe legal recruiter is a great resource for insider information on “office culture,” as we have an extensive network to tap into.



If you’re an attorney looking for a new position, consider speaking with one of our Los Angeles legal recruiters.  We have extensive experience placing attorneys with prestigious “biglaw” firms located across California, and will advise throughout the recruitment process so that you can secure an ideal placement.


Call us today at (310) 207-0727 for a free consultation.

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