Is the Grass Still Greener In-House?

Job-seeking attorneys are gravitating toward roles inside corporate legal departments, but perceptions that in-house offers a better work-life balance than a law firm or the ability to influence decision-making could prove disappointing. reporter Frank Ready sought out TRU founder and CEO Jared Coseglia for his input.

Jared Coseglia said that most job-seekers want to be working in-house. “That doesn’t mean that the reasons why they want to work there are accurate. For example, there are some people who believe that working in-house or in corporate will be an easier job, or a higher quality of life than a law firm or a service provider. … And I would say that, depending on the vertical, it’s probably not true most of the time,” he said.

As the landscape of global privacy regulations has continued to expand, one area where legal departments have been especially keen to hire is data privacy. Coseglia noted that those employees—lawyers and nonlawyers—often wind up working very hard, and very long hours. “So I don’t know that quality of life is necessarily the selling point. … I think [privacy people] go to corporate because that’s where the action is. That’s where [compliance] programs are being built,” he said.

Coseglia indicated that there was a time when e-discovery specialists gravitated toward in-house because they wanted to be closer to where key decisions were being made, to influence policy and approach. “That, maybe more so than quality of life, has been the big shock for people in-house, at how slowly decisions are made. At how little impact sometimes people are able to have, which is jarring, I think, sometimes from their expectations,” he said.

Read the full article HERE!

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Recent News & Events

TRU founder and CEO Jared Coseglia lends his market knowledge to the South Florida chapter of ARMA on November 4 at 1:00pm ET. “Legal Tech Jobs: Before and After the Pandemic” will speak not only to the evolving ecosystem of employment opportunities within legal technology, but also to how the community’s approach to interviewing and staff selection has adapted and changed because of the pandemic. Expect a full explanation of how remote and contract hiring modalities have shaped the current landscape and why now is the right time for talent to matriculate between legal disciplines and look to the job market for professional advancement and the best compensation available in a decade.

Thursday, 04 November 2021, 13:00

Attention privacy pros! TRU founder and CEO Jared Coseglia will moderate an all-star panel (Jutta Williams, Twitter; Zoe Philippides, Anthem Inc.; Dennis Sanchez, HP) titled "Healthcare Technology and the Increasingly Important Role of Privacy Professionals” at IAPP's PSR Conference on October 22 at 3:45pm PT.

Thrust once again into the limelight by COVID-19, the intersection of healthcare concerns, data privacy, consumer rights, and in many instances, human rights have meaningfully captured social consciousness and, in turn, captured corporate consciousness. “Alexa, remind me to take my heart medicine at 3pm.” Led by cutting-edge industry thought leaders, this panel will cover the conversation surrounding product creation that leverages healthcare and HIPAA-protected data, and its intersection with our everyday lives. From smart-home technology to the role of social media in the COVID-19 response, we will discuss proactive efforts to monetize and build trust with customers, inspired by product creators who have enticed the public with apps and goods that involve the collection and processing of data related specifically to healthcare. Join us for a deep dive into the risks and rewards of gathering, using, and wielding this data, and the precedent being set for future privacy laws.

Learn more about the conference, peruse the sessions, and register for IAPP PSR HERE!

Friday, 22 October 2021, 15:45
TRU Tips

Q4 2021 is where employees and job seekers will begin to compromise to fill open headcount.

TOP 3 Ways Employers and Job Seekers Must Compromise to Fill Open Headcount
  • In-office mandates vs. work-from-home desires; compromise with hybrid solutions
  • Limited headcount budget vs. high demand/low supply skill sets; compromise with quality of life upgrades for candidates
  • Specific geographical needs vs. limited local talent supply; compromise with contract staffing solutions
Wednesday, 20 October 2021, 09:24