Job Search and Career Transition

It's the end of the year, and I know quite a few you lawyers out there are thinking about pivoting to a business role. Over the past decade, I’ve had a chance to work directly with 50+ lawyers in all kinds of business roles, including sales, customer success, recruiting, product, etc. and at all levels ranging from entry-level to CEO. It’s given me the chance to identify three common themes about those who have seamlessly made the transition: 1. They rely on their strengths, but don’t make “lawyer” their main thing. Lawyers bring a lot of professional assets the table: generally, we’re detail oriented, highly reliable, and have strong communication skills. All of that is super helpful in any job—but only to the extent it enables us achieve the objectives in our non-legal, business role. For example: It’s great to be someone who reviews documents carefully, not so great to be someone who raises all potential legal risks in every contract they read. 2. They are great at issue-spotting, but with an eye for opportunity, not risk. In your first post-law job, it’s common to be overwhelmed by everything "wrong" that your new colleagues are doing. But here’s why: You have been professionally trained to instinctively think about legal risks & negative outcomes. Instead, consider forcing yourself to issue-spot for hidden opportunities that can help you achieve your business objectives. This may require a dramatic mindset shift, but I promise you it’s worth it. 3. They make the people around them feel important. This is especially challenging for the most senior/successful lawyers who make the pivot, because they’re likely used to being the “most important person” in most rooms they're in (think law firm managing partners & GCs). In a business role, you are constantly engaging with people—internal and external—who you constantly have to win over, with zero "power" over them. Active listening and empathy is a superpower in this world. Just to be clear, these are all based off my anecdotal experience working in smaller high growth business environments. They also include a ton of generalizations. If you've successfully made the transition and have a different view, or if you'd just like to share your own experience, I would love to hear your thoughts in the comments! 

Yesterday, a young CA from Bangalore, who had recently started his practice, approached me for guidance on building a career in Direct and Indirect Tax Litigation. Here’s what I advised him: 1. Starting a practice, especially as a first-generation professional, is financially challenging. Keep your expenses under strict control. When I began my practice in 1998 after leaving my job with the Aditya Birla Group, even affording travel to my rented office was difficult. I had to seek help from my mother before a guiding angel, CA R.K. Duggar, supported me financially, personally, and professionally. 2. The initial phase of practice often brings fewer assignments, but this is a blessing in disguise. Use this time to enhance your knowledge. Invest in good books, watch YouTube webinars on important topics, and listen to experts like Senior Advocate Arvind Datar. Subscribe to Taxmann, Taxguru, and TMI. 3. Idleness allows you to reflect and think critically. Read beyond tax laws—explore jurisprudence and judgments from other legal fields via platforms like LiveLaw and Bar & Bench. Follow interviews and articles of legal stalwarts to understand their approach to the profession. 4. Participate in physical seminars and become part of a study circle. This will not only expand your professional network but may also help you find a mentor who can guide you in work and even provide opportunities. 5. Visit tribunals and courts to observe how counsels argue and how the bench responds. Understanding courtroom dynamics will significantly enhance your litigation skills. 6. Writing articles forces you to conduct thorough research, thereby deepening your understanding of the subject. It also establishes you as a knowledgeable professional in your field. 7. Never judge a case by the quantum of demand or fee involved. A seemingly small case with intricate legal questions can provide more recognition than a high-profile matter. 8. Master the Facts of a Case from the Beginning such as during audits, search and seizure, or SCNs. 9. Always be honest and straightforward with your clients. Offer impartial advice but let them decide on their course of action when multiple strategies exist. Never step into your client’s shoes—your role is to guide, not to decide for them. 11. Avoid working for unreasonably low fees just because you have no other work. If you don’t respect your worth, no one else will. Set fees that reflect the value you bring to your clients. 12. Avoid Becoming a ‘Wheeler-Dealer’. Your role is to provide legal expertise, not to maneuver deals. 13. Growth in litigation practice is gradual. Do not lose hope. The learning process involves trial and error, and experience will teach you how to proceed. Remember, when you switch off the lights, the room initially turns dark, but over time, your eyes adjust, and you start seeing even in the darkness. Similarly, with persistence, clarity and opportunities will emerge.

Knowing when to switch roles or companies significantly impacts your career growth and trajectory and I have a simple 3P formula that can help you find the right time to switch. 1. Paisa (money) 2. Power (core competency growth) 3. Position (ladder growth) At any company you are working at or switching to, you should get at least two of the three Ps. If you are getting fewer than two, it is time to switch. 1. Paisa (Money) Monetary compensation is often a primary motivator for job change. Consider a switch if your current role does not provide enough or if the increments do not keep pace with industry norms. If the other two P's outweigh your average salary, it might be worth staying at the current company. 2. Power (Core Competency) Power in this context refers to your growth in core competency and how close you are to becoming a subject matter expert in the domain you operate in. Aim to become a really good engineer, and a good job will always present you with opportunities to become one. Assess whether your current role challenges you, introduces you to new technologies, methodologies, or projects, and ultimately contributes to your professional depth and breadth. Again, if the other two P's outweigh the lack of core competency, it might be worth staying at the current company. 3. Position (Ladder Growth) The third P, Position, involves your upward movement in the org ladder. Your official title matters and it dictates the roles and responsibilities you have handled. Hence, an important criterion to decide if it is the right time to switch or not. Assess if your current job provides a clear and actionable path for promotion and increases in responsibility. Stagnation can often lead to your future employer doubting your abilities and will negatively impact your career growth. Again, if the other two P's outweigh the lack of ladder growth, it might be worth staying at the current company. Most people remain an L5 at Google is an example of this. I always kept evaluating my situation every 6 months and kept over-optimized for two of the three Ps. For example, 1. at Practo, I optimized for Power and Paisa 2. at Amazon, I optimized for Position and Paisa 3. at Unacademy, I optimized for Position and Power 4. at Google, I optimized for Power and Paisa My entrepreneurial stint has been about optimizing for Position and Power with a hope for a high gain in the third P in coming years. To me, this has been a pretty structured framework to guide my thinking process, ensuring that my career decisions are both strategic and beneficial in the long run. Hope it helps you as well. ⚡ I keep writing and sharing my practical experience and learnings every day, so if you resonate then follow along. I keep it no fluff. youtube.com/c/ArpitBhayani #AsliEngineering #CareerGrowth

I started my career in the digital and innovation side of the fashion industry, where new roles across social media, e-commerce, multimedia engagement, affiliate / performance / influencer / email marketing and beyond, skyrocketed across the course of 10 years. The same is happening now in sustainability and while it's somewhat of a cliche, what this means is that the job role you are likely to do in the future, probably doesn't yet exist. That has certainly proven to be true for me, and I really believe that makes it nothing but an opportunity. According to Linkedin, sustainable fashion is one of the fastest-growing green jobs sectors, with a 90.6% growth rate seen each year between 2016 and 2020. Meanwhile, of the 1849 jobs currently posted on The Business of Fashion (at time of writing), 387 of them use the term 'sustainability'. I crowdsourced earlier this week some thoughts about interesting job titles and roles that are out there (referencing sustainability future thinker Apurv Gupta, nature guardian Brontie Maria Ansell, director of philosophy Vincent Stanley and global climate solutionist Maya Penn), and share this as a note of inspiration to being able to create your own sustainable job title and its focus ahead, no matter what your background is in. https://lnkd.in/euGeT8xU #owningit #sustainablefashion #sustainability #careers

The hardest career lesson I've learned: Confidence doesn't come before success. It comes from success. We tell ourselves: "Once I feel confident, I'll apply for that job." But that's backwards. Confidence is built through action, not waiting. Ever notice how the most confident people in the room aren't necessarily the most competent? They've just been taking action longer. They've heard more nos. They've survived more setbacks. They've learned that rejection isn't fatal. I tell my clients: Stop waiting to feel ready. Nobody feels ready. The difference is that successful people act anyway. Your brain is wired to protect you from potential rejection. It will never signal "all clear" for things that matter. Start with small wins: 1. One tailored application 2. One networking message 3. One interview practice session Each small action builds evidence that you can handle the next step. Confidence isn't a feeling you wait for. It's a skill you build through deliberate practice. What's one small action you've been postponing until you "feel ready"? That's exactly where your growth is waiting. #CareerGrowth #ConfidenceBuilding #JobSearch #ProfessionalDevelopment

I got my first B2B tech sales role at 38. No tech background. No SDR title. Just grit, resilience and a way with conversations. 👉 This post is for anyone who wants to break into tech sales but feels blocked by the SDR gateway. --- Guys, starting as an SDR is a great way to build cadence and sharpen your conversations. But it’s NOT the only way. This was how I began: - I began as an AE. - Set my own meetings. - No deals in the first 6 months. - Kept reaching out every single day. - Made sure I had daily conversations. - The first deal came in Month 7. Not glamorous, but it taught me these: ✅ Sales is less about tools. More about trust. ✅ You don’t need a degree. You need to decode business pain. ✅ The best sellers aren’t always the loudest. They’re the most relevant. ✅ Learning the landscape is more important than product knowledge. --- So if you’re trying to pivot into tech sales, but don’t want to start as an SDR… You need to over-deliver in one of these: 1️⃣ Transferable Value Industry expertise, network, or niche credibility. 2️⃣ Portfolio of Proof Case studies, wins, content, referrals. 3️⃣ Strategic Thinking Understanding buyers, not just booking calls. And sometimes, the smartest play is a side entry: → Partnerships → Business Development → Account Management Roles that touch revenue without needing to cold call your way in. --- Bonus Info: 💡Learning the industry landscape quickly was most critical to me. It helped me make sense of everything I was offering. 💡Client challenges are opportunities, even when the answer to that challenge does not come from your solution. 🚀 Starter challenge: Collect 100 Client Problems. See the magic happen. ✌🏻 --- 📩 Thinking of switching into tech sales? Drop the skills you've built and I'll share my insights. 💬 You didn't start as a SDR too? Share how you started in the comments below. ➕ Join me and other Southeast Asian B2B sellers in the Authority Circle community. June's gonna be great!

Job searching without success? I keep preaching about the benefits of content creation. LinkedIn Editor-at-Large Andrew Seaman podcast, featuring Morgan Young, offers valuable insights into how posting on social media platforms can significantly enhance career opportunities. Here’s a summary of the key takeaways: 1. Content Creation Builds Visibility and Opportunities    •   Morgan shared how optimizing her LinkedIn profile early in her college years, even without a significant following, led to recruiters reaching out for internships and later roles like her position at Shopify.    •   Posting content that reflects your brand, even if it’s not directly related to your career field, can establish credibility and help you stand out among applicants.    •   Visibility through consistent, positive, and knowledgeable posts can lead to professional recognition, both externally (job offers) and internally (expanded roles within a company). 2. Showcasing Your Brand    •   Think of your brand as your product. Your online presence demonstrates your ability to manage and own a “product”—your #career.    •   Even if your content isn’t directly related to your role, it showcases transferable skills like leadership, communication, and thought leadership. 3. Enhancing Your Current Role    •   Posting about positive experiences at your company can lead to additional responsibilities and recognition. 4. Overcoming Fear of Employer Perception    •   To navigate concerns about employers’ reactions, Morgan advises:       •   Frame your posts positively and authentically. If you can’t speak positively about your work, it may be time to reevaluate your career path.       •   Many companies appreciate employees showcasing their brand if done respectfully and professionally. 5. Networking Through Familiarity    •   Regularly posting content allows others to feel familiar with you, even if they’ve never met you. This familiarity can make networking and interviews more comfortable.    •   Content can resonate with #recruiters and #hiringmanagers, pushing you ahead in the hiring process. 6. Taking the Leap    •   If you’re hesitant to post, remember that gaining visibility often requires stepping out of your comfort zone. Start small and build confidence over time. Key Recommendations for Job Seekers 1. Optimize Your LinkedIn Profile: Use relevant keywords, upload a professional photo, and ensure your résumé is current. 2. Create Authentic Content: Share posts that align with your career goals, skills, and interests. 3. Engage with Your Network: Comment on and share posts from others to build connections. 4. Balance Personal and Professional: Share insights into your career journey while maintaining a positive and professional tone. 5. Take Initiative: Start posting without overthinking—visibility often leads to opportunities you didn’t anticipate. Check out the podcast here - https://lnkd.in/g-ceb5iX

In 2025, Doing Two Jobs for the Price of One Ain’t It… Ever feel like you’re doing more than what’s in your job description? Handling responsibilities outside your scope, covering for another role, or simply being the go-to person for everything? If you’re not being compensated or recognized for doing two jobs for the price of one, it might be time to reevaluate. How to Spot It: • Title creep: Your title doesn’t match the workload or expectations. You’re acting like a manager but still a “specialist” on paper. • Unclear expectations: You’re expected to juggle roles with no formal acknowledgment or adjustment to pay. • No time for growth: You’re so busy “putting out fires” that your actual career goals are on the back burner. Why It’s a Problem: It’s not just about money (though that matters). Overworking in mismatched roles can lead to burnout, reduced confidence, and the inability to develop skills that actually move you forward in your career. What to Do: 1. Have the conversation: Bring up your expanded workload during your next review. Advocate for either a title change, a pay adjustment, or restructuring of your responsibilities. 2. Learn market norms: Look at similar roles. Are you underpaid or over-delivering compared to what’s standard? 3. Know when to move on: If leadership won’t acknowledge your contributions or refuses to adjust, it’s a sign. High performers aren’t stuck—companies that value you will pay what you’re worth. Your work has value. Don’t settle for being taken advantage of. If you’re doing two jobs, you deserve two salaries—or at least recognition that reflects the level of responsibility. Thoughts? How would you approach this situation? #CareerGrowth #SalaryNegotiation #KnowYourWorth

"Adaptability is about the powerful difference between adapting to cope and adapting to win." 🌟 Transitioning to a New Department or role ? You’re Not Alone! 🌟 Whether you've switched departments or taken a leap into a new career, adjusting to new roles can be daunting.😐 Recently, during a workshop, an employee who spent over 10 years in HR shared his experience after moving into production. He described the challenges of being a "newcomer" in a team where even his juniors were more knowledgeable. Expectations were high, and the pressure to learn fast and perform well began to feel overwhelming. If you’re in this situation,  I have you covered . Here are some ways I suggested to him to navigate this situation- ✨ Embrace Learning: Acknowledge that being new means you’ll have a learning curve. Seek knowledge from peers, juniors, or mentors and remember—each question you ask takes you a step closer to mastery. ✨ Lean on Past Experience: While the field may be different, the skills you've gained—like communication, problem-solving, and resilience—can give you an edge. Look for ways to integrate these into your new role. ✨ Set Small, Achievable Goals: Focus on small wins to build confidence. Each achievement, no matter how minor, will make the bigger transition feel more manageable. ✨ Seek Feedback Regularly:Proactively check in with your manager or team for guidance on progress and improvement.Openly discuss challenges to build support and show your commitment to growth. Managers can make a huge difference too: ✨ Provide Patience & Understanding: Recognize that a seasoned employee in a new role is not inexperienced overall—they’re adapting. Offering time, encouragement, and support can make a world of difference. ✨ Assign a Mentor or Buddy: Pairing a new joiner with a more experienced team member accelerates learning, creating a safe space for questions and confidence-building. ✨ Celebrate Progress: Acknowledge even small accomplishments along the way. It’s a morale boost and shows that the employee’s efforts are valued. Change is never easy, but with the right support and mindset, you’ll find yourself thriving in your new role before long. Let’s create workplaces where every transition feels welcomed and supported. To sum it up, don't adapt yourself to the new role just to cope, but embrace it to win💫✨ #CareerTransition #NewDepartment #EmployeeWellbeing #ManagerialSupport #CareerDevelopment

Through years of guiding professionals in career and business transitions, I’ve learned this: 👉 The ones who thrive don’t control more. They control differently. Most people waste energy trying to control the uncontrollable - market timing, restructures, client decisions, hiring freezes. The ones who land faster, pivot smoother, and stay resilient? They know exactly what belongs in Control, Influence, and Accept, and they anchor themselves with resilience traits that keep them steady in the storm. 𝗠𝘆 𝗴𝗼-𝘁𝗼 𝗳𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸: 𝘁𝗵𝗲 𝗖.𝗜.𝗔. 𝗺𝗼𝗱𝗲𝗹 Control → What’s 100% in your hands. ✔ Updating your LinkedIn profile. ✔ Sending that proposal. ✔ Practising your interview. Influence → What you can’t control, but can shape. ✔ How a recruiter perceives you. ✔ Whether a client trusts you. ✔ How your brand lands. Accept → What you must let go of. ✔ Hiring freezes. ✔ Market downturns. ✔ Budget cuts. 𝗛𝗼𝘄 𝘁𝗼 𝗮𝗽𝗽𝗹𝘆 𝘁𝗵𝗶𝘀: List your current challenges. For each one, ask: Control, Influence, or Accept? Put 80% of your energy into Control. (Daily actions, skill building, consistency). Dedicate 20% to Influence. (Relationships, reputation, storytelling). Release the Accepts. (They free you to move forward instead of staying stuck). 𝗔𝗻 𝗲𝘅𝗮𝗺𝗽𝗹𝗲 𝗶𝗻 𝗿𝗲𝗱𝘂𝗻𝗱𝗮𝗻𝗰𝘆: Map your situation. Write down everything that’s on your mind. Label each: Control, Influence, Accept. Double down on Control. (Daily actions → profile, outreach, interview prep). Play the long game with Influence. (Relationships, positioning, visible thought leadership). Release the Accept. (You don’t need to carry the company’s decision with you). 𝗪𝗵𝘆 𝗶𝘁 𝗺𝗮𝘁𝘁𝗲𝗿𝘀 𝗶𝗻 𝘁𝗿𝗮𝗻𝘀𝗶𝘁𝗶𝗼𝗻𝘀 Transitions are when this mindset is tested most. ➡️ Into a new role: You can’t control when the perfect job opens. But you can control your preparation, influence how decision-makers perceive you, and anchor yourself with resilience traits that keep you steady in the wait. ➡️ Into a business: You can’t control every market force. But you can control your clarity of offer, influence your audience through consistent visibility, and rely on resilience anchors to keep you moving when progress feels slow. P.S. If you’re in a transition right now (new role, new business, or both), where are you putting your energy: Control, Influence, or Acceptance? P.P.S. And see comments for 6 resilience anchors needed during transitions - which do you lean on most? ♻️ Repost if you found this helpful