A recent conversation with an in-house counsel for a privately-held financial institution spurred me to unearth a brief article (paid subscription required) from last fall by Wall Street Journal reporter Ashby Jones, who writes on issues related to the practice of law, particularly those related to the problems encountered by lawyers in trying to balance being a lawyer with being a human being, one who must live in a world of non-lawyers. The impetus for Ashby's article, entitled "Tough Times for In-House Lawyers" was the resignation of another general counsel of a publicly-traded company as the result of one more back-dating scandal.
The general-counsel position hasn't traditionally been known as a
particularly risky job: Often a general counsel passes the
bread-and-butter legal work along to in-house staffers and farms out
the bet-the-company litigation and mergers-and-acquisitions work to
seasoned outside counsel.
[...]
Industry observers say the intense scrutiny facing in-house lawyers could make it harder to recruit attorneys to in-house counsel jobs. The damper comes at a time when companies increasingly had been focused on finding candidates with experience pointing to a compliance mindset, such as a job in the Department of Justice or an attorney general's office, said Robert Major of the Houston and San Francisco offices of legal search firm Major, Lindsey & Africa.
The general-counsel position at a public company began losing appeal for some after the passage of the Sarbanes-Oxley Act of 2002, which required companies to place much greater scrutiny on corporate governance and internal record-keeping.
The backdating imbroglio appears to have furthered some candidates' hesitation. "For the first time, I'm hearing 'No thanks, I don't want to sit on the hot seat,' " said Mr. Major. Even though the position "is still the holy grail in the in-house arena, there are just fewer and fewer good candidates."
Well before the appearance of SOX on the scene, general counsels for banks and thrifts knew what it was like to sit in the hot seat of a job where "experience pointing to a compliance mindset" was always (or
should have been) a requirement. The financial institution disasters of the 1980s and early 1990s, particularly in the commercial banking industry in the Southwest and in the thrift industry generally, brought grief to a number of in-house (and "out-house") lawyers. Being a public company does add a layer of risk to the general counsel's job, yet I think that in-house counsel for financial institutions, private and public, have, especially since the early 1990s, faced regulators armed with fearsome disciplinary "weapons" who have the power to make their personal and professional lives a veritable hell-on-earth should they or their institution stray from the straight and narrow path. Being general counsel for a bank always carries a high level of risk.
You would have thought, in the wake of the RTC's, the FDIC's, and even US Justice Department's pursuit of legal professionals associated with thrift failures in Texas, Colorado and elsewhere, that it would have been virtually impossible to find a sane, competent bank lawyer to take a general counsel's position in a "Southwest Plan" thrift, particularly when the FDIC began breaching their assistance agreements in the early 1990s (leading to some juicy lawsuits which are still being fought out in the federal Court of Claims). Yet, I saw a number of very qualified, ethical, and not obviously insane lawyers take on those roles and perform admirably. I don't recall many of them running into trouble, although there was an exception or two.
Therefore, while I don't doubt Mr. Major's claim that he's seen fewer and fewer "good candidates" (after all, he's in the recruiting business and I'm not), I wonder if his pool of talent is too shallow. I have a hard time believing, with the surfeit of lawyers that exists in this country, especially aging big-firm Baby
Boomers with experience and, I would hope, judgment, married to a already-decent investment portfolio, there is not an adequate pool of candidates for these slots. I realize that many companies practice unacknowledged "ageism" and may prefer the younger, less-expensive hotshot over the gray-haired (or no-haired) duffer. Some good friends are young hotshots. Yet, maybe publicly-traded companies ought to expand their horizons (and their search criteria) to look at lawyers who might actually be secure enough with themselves to stand up to miscreant management officials who want to "do the wrong thing," and who don't turn into quivering masses of protoplasm at the sound of the word "SOX."
And with all due respect to those who labor in the US Justice Department and state attorneys general offices, what I'm hearing from financial institutions and other businesses today is that what they need the most are lawyers who not only know the law, but who also can give them real-world, hands-on, practical solutions to the legal problems that are presented. To fill that role takes an understanding of the particular business in question, as well as experience in dealing with human foibles in a setting where business and the law intersect and where the law, and lawyers, may be viewed by the people with the power as, at best, a necessary evil.
By the way, I don't include myself in that expanded pool of potential talent. My normal temperament is akin to that of a cornered badger with bi-polar disorder, suffering from a really bad hang over. I'm referring to the more normal members of the profession.














