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If you read Part 1 of this series, you’ve already done the hard internal work — processing the layoff, reframing your narrative, and building your strategic foundation. Now it’s time to execute.
January is when hiring budgets unlock and companies make strategic bets on talent. This is your phoenix moment. You’re not just looking for any job — you’re architecting your next chapter with precision, leveraging AI tools that didn’t exist in previous job markets.
You’ve got this. Let’s explore ways to help you soar.
Onboard AI as your research and prep partner
AI tools have transformed job search efficiency. Think of them as your personal career strategist, available 24/7 to refine your pitch, sharpen your research, and prepare you for every conversation.
Use ChatGPT, Claude, or other generative AI tools to increase efficiency. Test the same prompt across different tools and compare responses. You can even ask your AI tool to generate better prompts for you.
Try these:
For job descriptions: “Analyze this job description and identify the Top 5 competencies this employer is prioritizing” or “What skills from my background best match this role? [paste resume and job description]”
For cover letters: “Draft a compelling opening paragraph connecting my M&A experience to this General Counsel role at [company name]”
For interviews: “Act as the hiring manager and ask me five tough interview questions specific to this company and position” or “What are this company’s Top 3 business challenges and how might Legal support those priorities?”
For resume optimization: “Compare my resume to this job description. Where are the gaps?” or “Rewrite this bullet to be more achievement-focused with specific metrics”
As always, beware of hallucinations or misrepresentations when using GenAI. Especially with limited data points to work from (e.g., your resume or a brief job description), LLMs have a tendency to “invent” their own information. Double- and triple-check outputs before using them.
Next-level automation with agentic AI browsers
Agentic AI browsers like Perplexity’s Comet perform tasks on your behalf. Comet can search LinkedIn for positions matching your criteria, analyze job descriptions, auto-fill applications, and draft customized cover letters — all from one prompt, e.g., “Find General Counsel positions in Minneapolis, review the top matches, and prepare application materials for the three best fits.”
Create reusable shortcuts for daily job searches, turning hours of manual work into a one-click routine. Comet is available through Perplexity’s free tier, and similar capabilities are emerging in ChatGPT with browser integration and Microsoft’s Edge Copilot.
Lead with impact: metrics, outcomes, business results.
Execute your multi-channel application strategy
Quality beats quantity, but you need both. Work all channels simultaneously:
Network relentlessly. Connect with 2-3 people weekly and ask each for two more introductions. Create a one-page bio (not a resume) that clearly states your accomplishments and target role. When you know someone at a company, ask about their employee referral program.
Apply strategically and follow through. Set a weekly application target. After applying, email the recruiter and hiring manager directly. Follow up once, politely, 7-10 days later if you have a connection.
Track everything. Maintain a spreadsheet: company, role, date applied, contact person, status, next steps. Move rejections to a separate tab to support resilience and optimism.
Treat it like a job. If you’re between jobs, your job is finding a job. Structure your days: 2-3 hours for applications, 1-2 hours for networking, 1-2 hours for research, and 30-60 minutes for skill development. Consistency compounds.
Resume excellence
Showcase achievements, not responsibilities. Instead of “Managed contract review process,” write “Streamlined contract review process, reducing turnaround time from 14 days to 5 days and enabling closure of US$47M in transactions in Q3 2024.”
Lead with impact: metrics, outcomes, business results. Keep it to two pages maximum — yes, even with 30 years of brilliant lawyering. Tailor each version to emphasize your most relevant experience.
Cover letters that work
Strong cover letters open with a specific connection (a person, company initiative, recent news), highlight 2-3 key achievements matching role requirements, demonstrate understanding of business challenges, and close with a clear call to action. Keep it to one page.
Every “no” brings you closer to the right “yes.”
Interview mastery: It’s a conversation, not an interrogation
Reframe interviews as mutual exploration. You’re assessing cultural fit and alignment with your goals, not just trying to get hired. This mindset shift helps you ask better questions, present authentically, and avoid desperate energy.
Before every interview: Research interviewers’ backgrounds and recent posts. Study company news, earnings calls, press releases. Prepare 3-4 thoughtful questions demonstrating business acumen. Have STAR method examples ready (Situation, Task, Action, Result).
Your secret weapon: Spend 5-30 minutes before your interview visualizing success. See yourself showing up with goodwill and confidence, having a great conversation.
Close with power: Employers hire you to solve their problems, not yours. At the end, offer three specific skills you bring to address their pain points. Never inflate or over-promise.
Post-interview: Within 24 hours, send a thoughtful thank-you email referencing specific conversation points, reinforcing your fit, and reiterating strong interest.
Winning the numbers game
According to one source, job seekers need about 42 applications to land one interview — only 2-3 percent of applicants are invited to interview, and only 1 in 5 interviewed candidates receive offers.
Don’t be discouraged. This context prevents you from taking rejection personally. Every “no” brings you closer to the right “yes.”
The legal community is smaller than you think, and generosity builds professional capital that compounds over time.
Handling offers and negotiations
Ask for 48-72 hours to review. Get everything in writing. Review total compensation: salary, bonus, equity, benefits, paid time off. Most offers have flexibility. A large-scale Harvard Kennedy School field experiment found that men had a significantly higher propensity than women to initiate negotiations for higher compensation, especially when the job ad did not explicitly state that wages were negotiable. Ladies, don’t be shy! Negotiate respectfully by leading with enthusiasm, anchoring with market data (not your current salary), requesting specific amounts, and justifying your request with your value proposition.
Paying it forward
Once you land your next role, remember this transition. When a former colleague reaches out, make time. Review their resume. Make an introduction. Share what you learned. The legal community is smaller than you think, and generosity builds professional capital that compounds over time.
Your phoenix moment
Job transitions can feel destabilizing, especially when involuntary. But they create space for recalibration. Many lawyers describe layoffs as the catalyst that pushed them toward roles they would never have pursued otherwise: a better culture, a different practice area, a leadership opportunity, or an entrepreneurial venture.
You’re not just recovering from a layoff. You’re launching into your next chapter with intention, strategy, and tools your predecessors never had. This is your moment to soar.
Disclaimer: The information in any resource in this website should not be construed as legal advice or as a legal opinion on specific facts, and should not be considered representing the views of its authors, its sponsors, and/or ACC. These resources are not intended as a definitive statement on the subject addressed. Rather, they are intended to serve as a tool providing practical guidance and references for the busy in-house practitioner and other readers.
