How to apply for Employment Attorney/Of Counsel

About Harmon Curran Spielberg & Eisenberg, LLP

Read Harmon Curran Spielberg & Eisenberg, LLP's own website and recent updates before applying: what they work on, who funds them and what they have published in the last year.

About the role

The posting for Employment Attorney/Of Counsel is the best source on what the job involves. Note the three or four responsibilities it mentions first; those usually matter most.

A typical day

The posting doesn't describe a typical day. Ask in the interview how the team plans its week and which meetings the role joins.

Who Harmon Curran Spielberg & Eisenberg, LLP is looking for

• Meets the requirements listed in the posting, or can show equivalent experience
• Can point to specific results from similar work
• Is eligible to work from the locations the posting allows

Tips for this application

• Name one thing Harmon Curran Spielberg & Eisenberg, LLP has done recently and why it matters to you
• Match your CV wording to the responsibilities in the posting
• Give numbers where you can: budgets, people, outcomes
• Check the location and time-zone limits before applying
• Apply through the original posting so your application reaches the employer

What to cover in your cover letter

Lead with why Harmon Curran Spielberg & Eisenberg, LLP's work matters to you, then two or three results that match the posting's main responsibilities.

Research before applying

• Harmon Curran Spielberg & Eisenberg, LLP's website, annual report or recent publications
• Their main programs or products and who they serve
• Who leads the team you would join, if it is public

Likely interview topics

Based on the job description, expect questions about:

• Why this organization and this role
• A recent project like the work in the posting, and what you did
• How you work across time zones and with remote colleagues
• What you would focus on in your first three months
• Your questions about the team, priorities and how success is measured

Common mistakes to avoid

• A generic letter that could be sent to any organization
• Ignoring the location or eligibility requirements
• Listing duties instead of results