Many factors can affect the trajectory of an in-house career: competency, good business judgment, political savvy, personal branding, timing and luck are a just a few. Some of these factors are beyond the control of any lawyer. But there are concrete steps that lawyers can take to improve the chances of advancing their in-house careers and becoming the General Counsel of a thriving enterprise. "At A Glance:"

In those storied days of yore, interviewing for a legal position in either a law firm or a corporation was a fairly gentle affair. The interview tended to focus on cultural fit and interpersonal skills, with the conversation grazing over a pastoral landscape of shared interests and anecdotal war stories. The litmus test: Would I want to go out and have a beer with this person? Questions of substantive competence were rarely raised, as the interviewer relied mainly on the educational credentials and prior experience reflected on the resume to satisfy the "Is this person a good lawyer?" test.

In this nutty economy, job seekers must find ways to stand out from the crowd. A well-crafted resume -- typically the employer's first exposure to the candidate -- is a great way to do that. In general, a good resume shows an employer how you're qualified for a specific job by summarizing your work experience, education and other pertinent information. A resume should also provide some insight into your personality. When drafting a resume, put yourself in the shoes of a law firm hiring partner or a company's general counsel, and write a resume that'll make them immediately pick up the phone and invite you for an interview.

For months, it's been happening -- both publicly and quietly -- at big firms and companies all over the country: lawyers are getting laid off. If you've been let go -- or you think you soon might be -- we've got suggestions not for just getting through it, but for thriving afterwards.

While we can't guarantee that you'll make a million bucks playing the lawyer game, we do have some tips for standing out from the crowded attorney tribe and for not getting voted off the proverbial island. Follow these career-building suggestions and you'll put Richard, Tina, Elisabeth, Gervase and the rest of them to shame.

Let's face it. Getting a job in the legal profession today is not as easy as it was even just a year ago. The "downturn" in the economy has sparked hiring freezes and attrition through performance reviews. But we've got a few tips to maximize your chances of getting a job even in this tough market.

If you're perusing our site, you probably already know that legal recruiters save tremendous time and effort in what could otherwise be a grueling employment process. For the candidate, a good recruiter has a comprehensive network of law firms and corporations, which can be an invaluable resource for busy lawyers who must focus on billable hours during a career search. While your job is to practice law, a recruiter's job is to find you a great job opportunity and to ease your transition to a new position. To learn how to get the most out of a legal recruiter, let's rundown the basic process so you know how it typically should work.

Times have changed. While the death of the Dot-coms may be greatly exaggerated, there is no question that since the broad stock market sell-off last summer we have witnessed a real change in the legal market, both for in-house and law firms. This change has significant repercussions for how candidates should now approach their job search.

Most firms will tell you that they're holistic -- a cohesive firm without a main headquarters and attendant "branch" offices. But reality usually belies those self-definitions. Most large firms are, for all intents and purposes, based in one city with branch offices in other locations. The question for the job-seeker is: should you join a branch office of a large firm?

Looking for a new job can be a stressful and lengthy process. We've got suggestions for making job interviewing -- from screening interview to call-back -- a successful endeavor.

In today's frenzied legal market, law firms are desperate for bodies. Associates and law students are being wooed like never before. Candidates are promised huge salaries, guaranteed bonuses, weekends at the firm condo on Maui, a festive, stress-free work environment and, of course, the chance to do top-quality legal work. But how can you know if the lawyers trying to sell you on their firms are telling the truth?

On Campus interviewing is around the corner. It can be the most exhilarating, exciting, exhausting and frightening time of the year. As former practicing attorneys, all of us at Solutus have experienced this process as both the interviewer and the student. Neither has an easy task. We thought it might be helpful to provide a few tips for both interviewers and students to help them through the process. The basics are obvious (for both): be polite, dress well, get a good night's sleep. But, we've discovered that there are a few very important rules that many good interviewers forget and many students do not respect.

Too many jobs are chasing too few candidates. Some predictable results: (i) good candidates are receiving multiple offers; (ii) candidates are requesting more time to respond to offers so they that can play out other potential opportunities; and (iii) employers are frustrated at having their offers rejected and at having to grin and bear it as candidates flex their muscles by negotiating sweeter packages. There's no doubt about it. Candidates have the leverage. But, the really good candidates know how to exercise that leverage without creating ill will. Managing a job search in a world of multiple opportunities can be nearly as challenging as finding a job in a tight market

You are being recruited. That is the fundamental purpose of a summer program, even in a tight market. People take you to lunch. People arrange fun things for you to do. Your work schedule is closely monitored so as not to interfere with having a good time and getting to know the other lawyers in the firm. But, they don't call you a summer "associate" for nothing. It is true that firms have significantly down-sized their summer programs so that they can continue to offer permanent positions to large percentages of their summer associates. So, if you are lucky enough to have landed a summer position, the chances are that you will receive a permanent offer. Still, a very serious evaluation process is under way. And, not all permanent offers are created equal. Your goal should be to shoot for a "good" offer, one that a firm makes with genuine enthusiasm. If you ultimately choose to join the firm where you summer, you are much better off going in with broad and deep support.

Cash is one thing (you can't pay the rent or the mortgage with stock options) but if you want to see the ears really prick up, start talking about equity. Candidates and clients alike continuously ask us about the fairness and competitiveness of option packages. The truth is that because of the numerous variables involved, it is impossible to give an adequate answer. The fairness of any option grant is extremely subjective.