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Job Seekers


How do I begin?

If you are interested in working with Strategic Legal Solutions, please register with us. Once our legal talent experts have reviewed your resume, if we think we can place you immediately or in the future, we will call or e-mail you to schedule a registration interview with us. Please note that just because you have responded to a specific job posting, we might not be calling you in for that job. Interviews with SLS are for general registration. Of course, during your SLS interview we may tell you about an immediate opening for which we feel your experience and interests are a good match. If we have nothing immediately available, we will place you on our active list for future positions, and you will be contacted as soon as an appropriate opportunity becomes available.

We never send out your resume without your permission. Therefore, after you register with us, once we have a position that is a good match with your experience and interests, we will call you. If you are interested in the position, simply give us your permission to forward your resume. We will then keep you informed about a possible interview or direct placement with the client. For some of our temporary positions, clients like to meet with prospective candidates in an interview. We will make you aware of this when we speak to you about the position. If you are not selected for the job, we will contact you and let you know. We will continue to keep you in mind for future job openings.

Please note: if SLS calls you with a job that you have already heard about through another agency, please let us know, and we will not duplicate the submission of your resume. You do not increase your chances of finding a job by having your resume submitted twice by two different agencies. In fact, a client may decide not to consider a candidate whose resume has been sent by two agencies for fear of getting involved in a fee dispute; therefore, it is in your interest to let us know if you have already been submitted for a particular position. So, if you are registered with more than one agency, it is important that you keep track of where your resume has been sent and that you make sure other agencies do not submit your resume without your express permission.

This is an age-old question to which there has never been a sure answer. In general, clients calling with job opportunities have an immediate need to hire someone—they want to see resumes and interview candidates as soon as possible, sometimes even that day. Because such jobs arise without notice, it is difficult to predict when we will have a job for you. Please keep in mind, however, that at SLS we register candidates whom we think we can place successfully, based on our track record and our ability to anticipate the future hiring needs of our clients.

Unfortunately, we can provide no firm answer to this question, but please keep in mind that it is in both of our best interests to keep you working as steadily as possible. Therefore, if you do well at your current assignment through SLS, we will seek to place you as soon as another suitable assignment comes up.

When we receive a job opening, we call candidates whose backgrounds are appropriate for the position. A candidate may be considered appropriate because of his or her experience and credentials, availability (short term, long term, full time temporary, part-time temporary, willing to work long hours, etc.), and salary requirements. Every job is unique, carrying with it its own set of variables; therefore, even if an advertised job’s description seems perfect for you, there may be other variables involved which make it less appropriate.

If you have not heard from us, it most likely means we have not had an appropriate job to tell you about. Of course, you are always welcome to contact us to touch base. We encourage our candidates to regularly update us as to their availability.

SLS clients request temporary legal assistance for a variety of matters and practice areas. The positions range in expertise from entry level up to very senior. Typical needs for temporary legal professionals include:

  • Litigation: basic document review to more sophisticated litigation responsibilities including research and writing, motion practice, depositions, court appearances, and appellate work
  • Antitrust: HSR Second Request document review
  • Corporate: due diligence, housekeeping, securities, M&A, project finance, structured finance, compliance, securitization, banking
  • Derivatives: confirmations, negotiating master agreements
  • Real Estate: title review, leasing, lending, financing, securitization, acquisition
  • Intellectual Property: patent, trademark, copyright (litigation, prosecution, licensing)
  • Contracts: reviewing, drafting, negotiating
  • Tax and Trusts & Estates
  • Labor /Employment

Each opportunity differs depending on the demands of the individual client. Assignments can range in duration from a few days to more than one year.

Salaries vary according to the opportunity, market conditions and the expertise offered.

After working through SLS for 1,000 hours, temporary legal professionals are eligible to receive holiday pay for certain holidays. Temporary legal professionals are eligible to receive affordable medical and dental insurance. We also continually look to add non-traditional benefits. Additionally, our legal professionals are eligible to receive unemployment insurance benefits through SLS and are covered under our workers’ compensation insurance policy. Finally, our legal professionals are covered for disability insurance benefits through the New York State Disability Fund. For additional information, please contact us.

On a weekly basis, each temporary employee submits a timesheet signed by an authorized representative of the law firm or company where he or she is working. SLS processes timesheets weekly and pays temporary employees for the preceding week’s work. Direct deposit is also available.

Yes, on both a temporary and permanent basis. We have positions that involve working part-time in the office, part-time from home (telecommuting), or a combination of both. For more information, please read the information on our Flextime Placement Services.

While most positions we offer are for full-time work (at least 40 hours per week, appearing in the office five days per week), we always ask about a client’s flexibility to hire someone part-time. Sometimes, because of either budgetary constraints or because of the high caliber of candidates available exclusively on a part-time basis, a client will hire a part-time candidate for what was originally a full time job.

For temporary jobs, it is very difficult to consider candidates who are not available immediately, for whatever reason. Because most temporary jobs start immediately, a client generally will not allow for time to relocate or time to give notice to a current employer. Depending on the demands of the assignment, notice of a day or two/few days can sometimes be feasible. Of course, depending on the client need and/or the attractiveness of a particular candidate, the client may be willing to delay a start date to accommodate the candidate. Please note, however, that these are not typical instances.

It is difficult to work backwards and call you in for an interview only when we have a job to tell you about. When we are called with a job opportunity, we first consider candidates whom we have already met. By the time you had come in to meet with SLS, the client will have already reviewed the resumes of registered candidates whom we called immediately. In fact, the client may have already decided who they will interview and/or who they would like to hire for the project.

Before SLS can place you on a temporary assignment, you must secure a work visa and Social Security number on your own. For tax and immigration purposes, once you are placed on a temporary assignment, you are considered an employee of SLS, not an employee of the client, and SLS cannot sponsor a work visa. Citizens of countries covered by NAFTA can easily, usually within 24 hours to one week, obtain a work permit and social security number.

If you are a foreign attorney or paralegal with a work permit, it is best if you have already relocated to the city where you are looking to work. Temporary assignments usually start immediately and almost never allow time for someone to relocate. The permanent placement market operates similarly. Although we occasionally have requests for projects overseas, realistically, you need to have relocated to the U.S. and obtained a work permit in order for us to place you. Unless you offer unique experience not typically found in the U.S., a client may not be motivated to sponsor your visa.

Evening and/or weekend only temporary assignments are rare. While many full time temporary assignments involve evening and weekend overtime work, we see far fewer projects that involve only evening (second or third shift) and/or weekend work. For more information on part-time work arrangements, please see our Flextime Placement Services.

Registering with one office is sufficient. With that in mind, should you send your resume to another SLS office after registering with one in your area, please indicate that you are already in our system. If we originally met with you several years ago and you have gained significant experience since we last met, it may be in everyone’s interest to meet again.

Yes. SLS has a Permanent Placement Division. Additionally, a number of our temporary assignments are often designated as “temp-to-perm,” i.e., designed to start in a temporary capacity and convert to a permanent position if the candidate performs well in the role. Please note, however, that it is difficult to find permanent jobs for recent law school graduates, as most law firms hire out of their summer associate program, and companies do not generally hire entry-level attorneys. Most permanent openings that we offer are for lateral hires. Such opportunities seek specific experience in both nature and level. Additionally, lateral openings are highly competitive and usually require top credentials (schools and experience). Temp-to-perm positions are generally somewhat more flexible as to credentials.

SLS defines part-time as less than 40 hours per week. We provide both part-time temporary and part-time permanent positions. Both indicate that the candidate works fewer than 40 hours per week.

As defined by SLS, yes. There is no difference between the two. And, as defined by SLS, “temporary” simply means not permanent.

No. All registered and placed candidates fill out a W-4 and an I-9 form and work as our employees.