Quote:
Originally Posted by Unregistered
The number one factor is Fit. You must fit culture and practice areas. A pretended interest is not good enough (mind you, they are seasoned cross examiners and corporate heavyweights who can cut through the BS). Any place that is worth their salt will ensure this, as you are a useless hire if you hate what you do.
A FCH without Fit is useless. A FCH will impress but won't get hired without a personality, culture and practice area Fit.
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This is a bit simplistic.
At the TC level, hiring is usually done en mass (unless you apply for CC and the likes). Usually, the main considerations are:
1. Grades - being in the top 20% of the local cohort or in Oxbridge helps quite a bit.
2. Moots
3. Fit - however, at this level, its more of a 'don't get blackmarked during internship" thing rather than a "real" fit thing. This is also a bigger consideration for smaller firms / depts - for the Big 4 hiring 20-30 people at one shot, I doubt this is of material concern.
4. Connections - if you have any, it helps. If you don't, then you have to fight using (1) to (3).
Once you get more and more senior, good grades are still helpful, but get gradually outweighed by (5) relevant experience (very very important as you get to mid level) and (6) BD / rainmaking ability (very very important as you get to partner level). Fit also plays an increasingly important role, but IMO (5) and (6) more.