Cart 0
Writing Coaching Training Active & Returning
Training Brand Development Strategic Introductions
About Jared Who I Work With Reviews FAQ
Resume Samples Jared's Blog Jared's Book
Cart 0

Navigating Career Crossroads for Senior Legal Professionals

For high-achieving legal professionals—law firm partners, chairs, in-house counsel, board aspirants, and educators—the next chapter often begins not with a job search, but with new questions. Questions about identity, direction, and relevance in a shifting professional landscape.

At The Redick Group, we help legal leaders articulate their value at an inflection point—where deep expertise meets an evolving sense of purpose. Our collaborative, confidential process delivers the strategic brand clarity, executive résumé writing, board bios, and LinkedIn optimization necessary to move forward intentionally. We don’t simply prepare documents. We redefine how your value is understood across business, law, and governance ecosystems.

The Executive Identity Paradox

Even the most accomplished legal executives—partners, firm chairs, in-house leaders—encounter unfamiliar terrain when considering a new direction. Within their domains, they are the expert, the authority, the one with the answer. Yet during transition, that certainty gives way to complexity.

This paradox often takes shape as:

  • Profound expertise alongside limited visibility into new corporate, governance, or board ecosystems.

  • Deep confidence in one’s judgment but uncertainty about how to position it for a different audience.

  • A lifetime of being the advisor—suddenly needing guidance on unfamiliar strategic or personal decisions.

In these moments, leaders often describe a strange duality: simultaneously feeling like the most qualified they’ve ever been—and the least certain about how to translate that qualification into what’s next.

Our role is to bring clarity where ambiguity lives. Through structured reflection and targeted brand strategy, we illuminate the through-line between prior experience and future ambition, ensuring your identity reads as both credible and newly relevant.

Case Studies: Navigating the Legal Landscape

Each transition is unique—but the underlying questions often rhyme.

  • A partner leading deal teams at an AmLaw 50 firm wanted to pivot to a corporate seat. We refocused his narrative from billable hours and transactional depth to commercial decision-making, influence, and partnership. His transition letter and resume framed legal expertise as business scalability, resulting in multiple offers across Fortune 500s and private equity portfolio companies.

  • After years of leading a practice group, a partner poised for firm chair consideration sought to clarify her leadership brand. Working together, we identified her differentiators—governance transparency, generational succession planning, and firm culture modernizations—and integrated them into a narrative that resonated with partners and external stakeholders alike.

  • A former general counsel preparing for multiple next chapters—board work, teaching, and advisory roles—needed to express the breadth of her strategic influence beyond compliance and legal oversight. Her new brand emphasized governance expertise, ESG leadership, crisis management, and executive mentorship—positioning her for successful appointments to two corporate boards and a visiting lectureship.

Our Process: From Reflection to Relevance

Our work together goes well beyond writing. We anchor every engagement in thoughtful exploration—mapping your past to your next chapter:

  • Uncovering how your leadership has shaped business outcomes, governance, and teams.

  • Translating firm-based or legal-system experience into corporate, investor, or academic language.

  • Ensuring materials read as commercially fluent, intellectually rigorous, and emotionally resonant.

  • Developing a brand architecture that supports both near-term moves and long-range possibilities.

  • Preparing materials that speak to multiple gatekeepers: executive search consultants, CEOs, board members, and HR leadership—each with different evaluation criteria.

Through Zoom-based collaboration, every résumé, bio, and digital profile emerges as a faithful and forward-looking articulation of who you are—as a leader, advisor, and influencer.

What’s Often Underneath the Surface

Legal leaders rarely traffic in uncertainty. Yet, as they step toward change, they often find themselves navigating new knowledge asymmetries:

  • Understanding how retained executive search firms (Korn Ferry, Russell Reynolds, Spencer Stuart) evaluate general counsel candidates—and how to position yourself for opportunities that never appear on job boards.

  • Recognizing that strategic influence looks different from technical excellence.

  • Wondering how to discuss ambitions without signaling disengagement to current peers or clients.

We provide structure, neutrality, and language for these internal complexities, turning unarticulated doubts into strategic clarity. Our clients often describe this work as “seeing themselves again, but in the next chapter.”

Our Services for Legal Executives

General Counsel Resume & Bio Development

Your General Counsel or Chief Legal Officer portfolio should reflect the same experience, intellect, and discretion that your peers will expect from you when interacting with you at headquarters. If we work together, we’ll work hard to make sure you’re ready to toss your hat in the ring.

    • Identify the business-critical moments where your legal judgment shaped outcomes—M&A transactions, regulatory pivots, litigation strategy, or governance transformations

    • Translate firm partnership or in-house counsel experience into executive-level language that resonates with CEOs, boards, and search committees

    • Surface your cross-functional leadership: how you've built teams, partnered with business units, or navigated crisis management

    • Clarify your value beyond legal expertise—strategic advising, risk mitigation, organizational influence, and cultural leadership

LinkedIn Profile Optimization

Your digital presence as a General Counsel or Chief Legal Officer should be tuned to enhance your visibility. It should also be developed with an extra layer of sensitivity. If we work together, I'll help you architect a LinkedIn profile that serves you across every aspect of your professional life.

    • Articulate your readiness for GC/CLO roles, board advisory positions, or alternative paths like consulting, academia, or portfolio careers

    • Develop materials that speak to different audiences: executive recruiters, C-suite peers, private equity firms, or nonprofit boards

    • Create a narrative architecture that works across your résumé, LinkedIn profile, executive bio, and board-readiness materials

    • Address common transition challenges: moving from law firm to in-house, scaling from smaller to larger organizations, or pivoting into new industries or governance roles

Thinking about a transition? Choose an entry point.

Career Advancement

Intensive career planning & brand programs

At a career crossroads?

Career decision-making, résumé writing, and LinkedIn positioning—helping leaders move on their terms.

Career Strategies

Ad Hoc & ongoing career coaching

Potential at every stage

Career coaching for today’s leaders and tomorrow’s visionaries—reframing pasts, transforming futures.

Board Readiness

company targeting & brand development

What’s your board value?

Near-term readiness and long-term planning for board director candidates—be ready for opportunity.

 

FAQ Section for Law Firm Partners, GC/CLOs, and other attorneys in career transition

  • A general counsel resume emphasizes enterprise leadership, cross-functional influence, and business partnership rather than billable expertise or client origination. While law firm resumes focus on practice areas and technical mastery, GC resumes foreground governance experience, strategic advising, risk management, and how your legal judgment has shaped business outcomes. The language shifts from legal precision to commercial fluency—speaking to CEOs, boards, and business leaders rather than fellow attorneys.

  • Yes, but with appropriate weight. For senior legal executives, credentials belong near the end of your resume, not at the top. Your executive summary, leadership experience, and business impact should lead. Include bar admissions, law school, and judicial clerkships in a credentials section, but don't let them dominate valuable first-page real estate. Your JD is table stakes—what matters more is what you've done with it.

  • Retained search firms like Major, Lindsey & Africa, Korn Ferry, Russell Reynolds, Spencer Stuart, and Heidrick & Struggles control access to most senior general counsel and chief legal officer roles. They evaluate candidates differently than hiring managers do—looking beyond technical credentials to assess executive presence, board readiness, stakeholder management, and cultural fit with the C-suite. Your materials need to speak their language: demonstrating governance experience, cross-functional leadership, business judgment, and your ability to operate as a strategic partner rather than a legal technician. We help you position yourself for these confidential searches by ensuring your résumé and LinkedIn profile surface the competencies search consultants prioritize when presenting candidates to their clients.

  • This is one of the most common challenges for legal executives. We help you translate confidential matters into outcome-oriented language that respects privilege while demonstrating impact. Instead of "advised on acquisition," we write "provided strategic counsel during $2B cross-border acquisition involving regulatory approvals in three jurisdictions." The focus shifts from details to scale, complexity, and your advisory role in business-critical decisions.

  • Longevity signals loyalty and deep organizational knowledge—both valuable to future employers. The key is structuring your experience to show evolution: progression from legal advisor to strategic partner, expanding scope of responsibility, and different leadership eras. We often break long tenures into distinct roles or periods (e.g., "Deputy General Counsel & Chief Compliance Officer, 2018–Present" vs. "Senior Counsel, Corporate & Securities, 2010–2018") to surface growth and complexity.

  • Often, yes. A resume targeting another GC role emphasizes different elements than one targeting board service, consulting, or academia. We typically develop a "master" version capturing your full leadership story, then create targeted variants that foreground relevant experience. For instance, a board-focused resume emphasizes governance, risk oversight, and committee experience, while an operating role resume highlights team building, cross-functional leadership, and business partnership.

  • For senior legal executives, two pages is standard, and three pages is acceptable if your career warrants it. Unlike early-career resumes, executive documents need space to convey strategic complexity, scope of responsibility, and business impact. The question isn't length—it's density and relevance. Every line should demonstrate judgment, leadership, or business acumen. If it's there, it should earn its place.

  • No. Your resume is a curated document for specific opportunities; LinkedIn is a public-facing brand platform that supports multiple audiences simultaneously—recruiters, board nominating committees, potential clients, industry peers, and future employers. LinkedIn allows for more context, personality, and strategic positioning than a resume. We develop LinkedIn profiles that complement but don't replicate your resume, often including thought leadership, industry perspective, and your point of view on legal and governance trends.

  • The language of partnership doesn't automatically translate to the language of in-house leadership. Corporations value different things: cross-functional collaboration over autonomy, business judgment over technical perfection, influence without authority, and risk management over risk elimination. Your resume needs to reframe client management as stakeholder partnership, matter leadership as project management, and practice development as strategic advising. We help partners articulate these translations without losing the gravitas of firm experience.