Changing firms is rarely a decision made lightly. Salary is, of course, still a key factor. It would be unrealistic to claim otherwise. However, salary can be negotiated, it grows with experience and it is reviewed every year. A firm’s culture, management style, the trust it places in its professionals and its human relationships change much more slowly. Before making a choice, it is worth paying as much attention to these aspects as to the financial terms.
1. Look beyond prestige
A firm’s reputation matters, but it guarantees neither your happiness at work nor your development.
VDA tip
Have coffee or lunch with a lawyer or team member who is not involved in the hiring process. You can also talk with current or former employees on LinkedIn. A few minutes of conversation often give a much more accurate picture of a firm’s culture.
2. Choose a culture that suits you
Watch how team members interact with each other. A culture that fits your personality will make a huge difference in your day-to-day work.
At VDA
It is not unusual for former employees to keep taking part in some of the firm’s activities, even several years after they leave. For us, this reflects a culture where the bonds go beyond a purely professional setting.
3. Decide how much autonomy is right for you
No model is better than another: what matters is that it matches the way you learn and your ambitions.
At VDA
Our young lawyers are given their own files and build their own client base from the start of their careers. This autonomy always comes with mentoring, in-house coaching and support from experienced lawyers.
4. Look into professional development
Ask about mentoring, continuing education, training budgets and opportunities for advancement.
At VDA
Several of our experienced lawyers also act as mentors to our more junior lawyers, encouraging knowledge sharing and the development of the next generation.
In family law, we can count on Linda Goupil, Advocatus Emeritus and former Minister of Justice. In civil law, Jocelyn Vézina brings more than 30 years of experience and a well-established reputation.
5. Assess the work tools
Technology never replaces legal judgment, but it improves quality of life and efficiency.
At VDA
As head of the firm, Alexandre Dufresne, a lawyer with a passion for technology, pays close attention to how it is integrated into his teams’ daily work.
6. Understand how performance is viewed
Every firm defines performance differently. Understand the expectations and the importance given to work-life balance.
At VDA
Performance goals are tailored to each employee. They are set together with management and reflect each person’s strengths and personal goals.
7. Never underestimate the human side
A firm that supports its professionals through tougher times makes for a lasting career.
At VDA
Our team’s mental health is a priority. Because November is often recognized as one of the hardest times of the year for morale, we created a VDA holiday to give everyone a real break. This initiative is part of a broader vision in which well-being, balance and prevention are an integral part of our culture.
8. Trust your instincts
Once you have compared the benefits, the responsibilities and the pay, one thing often remains hard to measure: the feeling that you belong.
Three signs a firm may not be right for you
- You want constant supervision, but the firm mainly values autonomy.
- You prefer to work alone, while collaboration is at the heart of the culture.
- You did not get a good feeling during your meetings.
The question to ask yourself before accepting an offer
Can I still see myself working with this team in five years? If the answer is yes, you have probably found much more than an employer: a place to build your career.
Thinking about changing firms?
Learn about our team, our culture and our lawyers’ career paths on our Careers page.
Note: The information above is general in nature and does not constitute legal advice. For advice on your particular legal situation, feel free to contact one of our lawyers in Québec City or Lévis.
