Looking for a Job, not a Career

A career is “a profession for which one trains and which is undertaken as a permanent calling.” [1] We often think of having a career as a lifelong pursuit and commitment to a certain profession, like law. For example, lawyers must attend law school, study and pass the necessary bar and ethics exams to practice law in their jurisdiction(s), and stay current through practice and continuing legal education. The legal industry has traditional paths for career advancement (e.g., summer associate → associate → partner → equity partner), and in our CHOOSE YOUR OWN ADVENTURE: An Immersive Guide for Your Legal Career, you can explore both traditional and non-traditional career paths in law. Yet not everyone is in search of a career or life-long commitment to climbing the career ladder. Sometimes all you need is a job to do fulfilling work that pays the bills.

Life is rarely a linear progression, and our circumstances are often dynamic if not unstable or unpredictable at times. For many reasons, there are hardworking, ambitious, talented people who are highly skilled and knowledgeable, who want to work, but are not looking to climb the corporate ladder. For example, some older workers (e.g., retired or near retirement) may be looking to slow down to enjoy their retirement years and take care of their health and other responsibilities while staying active. Continuing to work is also a practical way to pay the bills (as opposed to doing only volunteer work). Other examples are parents of young kids, adult children with elderly or sick parents, or someone with their own health conditions. In a couple of our earlier posts, we discussed the “sandwich generation” or “people—historically those between ages 35 and 54—who are caring for both children or grandchildren and aging parents.” [2] There are a number of reasons and circumstances why someone may want a job that lets them perform fulfilling work without the added stress of navigating career advancement while also having the flexibility and stamina (physical, emotional, and mental) to take care of other needs.

People are not monoliths regardless of having shared experiences, identities, or circumstances; and, as such, employers and recruiters should always assess every candidate on an individual basis. However, not all decision-makers check their bias(es) when hiring or making other employment-related determinations. We’ve explored similar topics in some of our earlier posts including Learning to Advocate for Yourself in the Workplace and Unique Issues Facing Women in the Legal Industry and the Importance of Having the Right People in Your Corner. Apart from those specific issues, below are some tips for any legal professional looking for fulfilling work that does not require climbing the career ladder.

Where to Begin

If you are already working in the legal profession, you most likely have a general idea of the traditional career paths of a lawyer or other legal professional (e.g., paralegal, etc.). What may be less familiar is some of the titles or models of employment available to someone with a legal background looking to steer away from the rigors of the traditional career ladder. Although we encourage anyone considering a job change to work with a trusted mentor or legal recruiter to navigate those employment decisions, it is important to have a basic understanding of the market and potential roles that can best suit your needs. Conducting your own research can help you identify the characteristics of your ideal role. Some key words you may use to research non-traditional roles in your preferred industry and location include but are not limited to the following: project-based, fractional, document review, freelance, consultant, temporary, part-time, of counsel, contract, JD-preferred, independent contractor, or hourly. Further, if you are open to a role outside of the legal profession, some additional search words are as follows: writer, researcher, human resources, teacher/professor, or project manager. Opportunities are endless with a law degree and/or legal experience. These lists of terms are non-exhaustive but can help kick-start your job search.

Explore In-House

Once you have a clear idea of your ideal role, your next step may be to explore opportunities “in-house.” We’re not saying you must join an in-house legal department. Instead, we mean you should explore internal opportunities with your current employer. Consider talking with a trusted direct supervisor/partner/decision-maker about your professional goals and needs. Think of someone with whom you work closely and have a good relationship, who knows your work, and would not want you to leave, even though they would support you if that’s what you had to do. This strategy may not be available to everyone because we don’t all have someone like this at work. If you do, consider proposing your ideal role to your current employer in a way that demonstrates how your needs can align with theirs. For example, it could be a request to switch from full-time to part-time emphasizing your institutional knowledge, familiarity with firm/company business, and years of experience, etc., or it can be something more creative like a lawyer proposing to handle more behind-the-scenes work as opposed to the rigors of day-to-day case or matter management. This presumes you enjoy your current work and team, and that you can have honest conversations with a decision-maker who is likely willing to co-sign a creative solution to keep you on the team even if it is in a different role. Ultimately, your needs and your employer’s needs may not align—for example, as much as your supervisor may not want to lose you, a law firm may not have the capacity to reduce an employee’s schedule to part-time—but if you have a strong working relationship with the team you are on now, it doesn’t hurt to at least have the conversation before deciding to accept a position elsewhere.

Strengthen Your Network

While it is not impossible to secure a new role through traditional application submissions, candidates usually have more success when someone can vouch for them, such as a recruiter or referral. Expanding your network to develop and strengthen genuine and close relationships with people in your preferred industries can help you achieve your goals, including securing roles and work that do not follow the traditional career ladder progression (e.g., project-based, fractional, of counsel). Consider outreach to former colleagues and supervisors and college and/or law school alumni who work with employers or in industries and roles of interest. Those connections and conversations can lead to guidance and more information about diverse opportunities, including non-traditional roles like consultant work, part-time work, or freelance work, and potentially new job opportunities. One of our earlier posts, A Guide for Lawyers and Legal Professionals on “Spring Cleaning” Your Brand, offers more tips on how to effectively build and strengthen your network.

Work with a Recruiter

Navigating the legal profession whether following a traditional career path or creating a professional life of your own should not be done alone. There are important factors to consider when making employment decisions, such as short-term and long-term impact on career, personal, financial, family, and health needs. Brainstorming with a trusted friend or mentor can offer different and helpful perspectives. Also consider working with a knowledgeable and experienced legal recruiter, who can offer unique insights into current and anticipated market trends and potential opportunities that may not be widely advertised, but are otherwise known or anticipated by a recruiter based on their client relationships. It is important to understand that legal employers pay recruiters to provide a service they cannot otherwise perform exclusively on their own. As such, for certain roles and types of work (it varies by employer, practice group, location, etc.) working directly with your current employer or connecting with a prospective employer through a non-recruiter referral may be a more effective method for securing your ideal role. It all depends on the role and whether a legal employer prefers to rely on its internal resources to fill those vacancies or needs. Having that backdrop in mind, you can still benefit from working with a legal recruiter by gaining unique insights into potential job and market prospects. If you have never worked with a legal recruiter or are hesitant to do so, refer to our earlier post about How to Spot a Bad Recruiter (and What a Great One Actually Does) for guidance on how to identify a recruiter that could be a compatible partner in your job search.

Let Your Resume do the Talking 

Some job openings require cover letters, transcripts, and writing samples whereas others do not. The one document that continues to be universally required for most job applications is the resume. Submitting a clear and concise resume that accurately and persuasively demonstrates your transferable skills and knowledge relevant to the job you seek is necessary to achieving your desired job. For example, use specific examples to quantify and qualify your work (e.g., supervised four junior associates by reviewing their cases with them ahead of weekly discovery and motion conferences). Also, anticipate and address information that may be considered “red flags” by an employer, like gaps in employment (e.g., include information that fills those gaps, such as volunteer work, noting any career breaks, or any continued education). For more tips on how to best articulate your achievements on your resume and virtual profiles (e.g., LinkedIn), refer to our earlier post A Guide for Lawyers and Legal Professionals on “Spring Cleaning” Your Brand. Moreover, another benefit of working with a legal recruiter on a specific job opportunity is the recruiter can often offer advice on the content and format of your resume in accordance with the industry standards and client/employer preferences.

Additional Considerations

Working in a role that is not considered the next step on the career ladder does not have to be a permanent choice. However, understanding potential long-term effects of stepping off that ladder should be reflected upon before you make that decision. In the Topical Musings section of the April 2026 edition of our newsletter, The Legal Brief, we offer some advice to those looking to return to a traditional career path when faced with the reality “that the ideal candidate for most employers is someone who can jump right into a role with as little transition as possible (i.e., a lateral hire).” [3] Similarly, we encourage anyone considering any professional change to use our Self-Assessment and Goal-Setting Action Plan resources to help with short-term and long-term planning.  

However you define your work—job, career, or something else—only you can decide what is best for you, but you don’t have to do it alone. Work with a trusted mentor, experienced recruiter, or other knowledgeable confidant to help you explore your options that will best suit your goals and needs for now and later.

[1] Career, Merriam-Webster, https://www.merriam-webster.com/dictionary/career (last visited August 24, 2026).

[2] Shanice Naidu-Jimenez, Unique Issues Facing Women in the Legal Industry and the Importance of Having the Right People in Your Corner, Zerega Consulting (March 25, 2026), https://www.zeregaconsulting.com/post/unique-issues-facing-women-in-the-legal-industry-and-the-importance-of-having-the-right-people-in-yo#viewer-18mdf5118; see also Shanice Naidu-Jimenez, REMOTE, IN-PERSON, OR HYBRID: which is the best workplace for you?, Zerega Consulting (February 20, 2025), https://www.zeregaconsulting.com/post/remote-in-person-or-hybrid-which-is-the-best-workplace-for-you.

[3] Zerega Consulting, CHOOSE YOUR ADVENTURE: A Guide for Your Legal Career. The Legal Brief, LinkedIn (April 28, 2026) https://www.linkedin.com/pulse/choose-your-adventure-guide-legal-career-lffpe.