At TaxLawElite, we understand that changing jobs can be an extremely stressful experience. By the time most of our candidates talk with us, they have already decided to make a change. But there is a significant minority who has not yet made a final decision. One of the first things we can help you with is objectively evaluating whether it is time to leave your current position. Too many people leave positions out of short term frustrations without contemplating their long term prospects. We want to help you avoid that costly mistake.

Before beginning with any candidate, one of the first things we do is explain our role and what we can and cannot accomplish. Like attorneys themselves, we treat confidentiality as one of the most important values. You can rest assured that anything you tell us in confidence will remain in confidence. We understand how disastrous it could be if your present employer discovered you were actively looking to leave.

Once we start working with a candidate, we tailor our approach to each individual situation. Some people are miserable and eager to find a new position. Others are relatively happy, but would move for the right opportunity. And still others are happy in their current position, but are just curious as to what other opportunities might be available. Even if you are not looking for a new job, you will find that talking with us can be extremely helpful. We can educate you as to what is happening in the market, what other opportunities you might consider, and how likely your current position is helping you achieve your long term goals.

In most cases, our first step with a candidate is gaining a full understanding of their goals. Short term goals are usually the easiest, but long term goals can sometimes be tricky. Where does the candidate see themselves in 5, 10, and 20 years? By spending time focusing on long term goals, we can often avoid paths that look appealing short term, but do not really advance your career.

Once we have a full understanding of a candidate's goals, background, and personality, we start building a list of appropriate opportunities. One of the reasons we take the time to get to know each candidate is that we believe personality can make a tremendous difference. Even if everything else matches perfectly, if your personality doesn't mesh with the attorneys, especially the senior attorneys, at your new position—you will regret ever going there.

As we uncover new opportunities, either from our extensive database or from our constant interaction with the top employers in the legal tax community, we go through each of them in detail with the candidate. Because most of our business comes from referrals, we want to make sure there is a good potential fit before we ever introduce a candidate to an employer. If the candidate believes there might be a good fit as well, we present the candidate and their resume to the employer. We never blindly send out resumes to multiple employers at once. We deal with each one individually—and confidentially—to make sure we do everything we can to ensure a successful match.

Once the candidate and employer believe there might be a potential match, we help coordinate the interview and make sure the process moves forward at an appropriate pace. We keep the candidate informed at every step since we know how frustrating not hearing can be. And we keep in contact with the employer to make sure the candidate remains at the top of the stack.