Whether or not to take a temporary legal attorney job while either waiting for a permanent position or between jobs is a question faced by a large number of attorneys and new law school graduates in the job market. Although BCG only handles permanent placements, we are often asked for advice with respect to the temp legal job market in general and how temporary positions (as well as those from legal temp agencies) affect a lawyer's marketability for permanent positions. For an out-of-work lawyer, the question may seem simple enough at first blush because temporary work is, among other things, a paying job. I suggest you give it a closer look before making a final decision. Being a temporary attorney can have a great effect on your legal career. It is more than simply serving as a way to make money until you find your next or first permanent position.

To Temp or Not to Temp
 
The Benefits from the Law Firm's Perspective

Mounting economic pressures have forced the legal profession to explore new ways of increasing productivity and efficiency while reducing costs. As a result, many law firms routinely engage attorneys on a temporary (contract) basis for specific projects. During peak work periods, special projects, family leaves, or other needs specific to each firm, contract legal staffing makes good business sense. In fact, compared to other professionals, attorneys are uniquely suited for temporary assignments. They are trained to come in, analyze each situation, and quickly and efficiently solve the problems presented. Employing contract attorneys is a good method for law firms to reduce their costs in several ways. As soon as an assignment or project ends, the contract attorney goes away.

The law firm has complete flexibility to staff on an as-needed basis. An attorney working on a contract basis is not an employee, so the law firm is not required to provide employee benefits and avoids any overhead costs such as payroll taxes, vacation, sick leave, severance, etc. Also, the firm avoids the hidden costs associated with permanent association with the firm, such as training, partnership, etc. For these reasons, employing contract attorneys for large projects is very appealing to law firms.

As good as contract work can be from the employer side, it is not necessarily as beneficial for the attorney performing the work. Before handling exclusively permanent attorney placements, I was a legal recruiter who handled, among other things, temporary positions. I have found that temporary attorneys usually fall into a few categories. The four major categories are what I call 1) career temps, 2) supplemental-income temps, 3) in-and-out temps, and 4) hopeful temps. Let's take a close look at each.