INTERVIEW

This is not a traditional interview with a European Patent Attorney, but with a headhunter. I thought it would be interesting to show a different point of view about our European Patent Attorney profession.

Julian Adamson has been working in IP recruitment since 2011. Julian focuses on leadership level in-house and law firm appointments, exclusively within the IP prosecution and litigation spaces. His comprehensive understanding of the global IP market, especially within Germany and the Nordics, has made him one of the go-to persons for IP recruitment, both within industry and for lateral hires.

As his experience lies mostly in the German market, his answers reflect that.

What are employers mostly looking for when hiring trainee patent attorneys?

Julian Adamson: Naturally, technical expertise is the foundation and platform for any patent attorney. Present day technical developments dictate what employers are looking for tomorrow, thus individuals with expertise in developing fields such as AI, computer science etc. are naturally more attractive than those with a more traditional technical expertise (e.g. mechanical engineering).

In Europe, the expectation is that individuals will have studied beyond bachelor degree, i.e. to MSc or PhD level, in particular when related to Science. Many of the leading patent firms across Europe have stringent requirements in this regard, albeit we are seeing that demand soften somewhat in recent years.

Why is that?

There are several reasons for that more relaxed stance in recent years. First and foremost, the IP field remains relatively unknown at collegiate level and this, coupled with the significant demand for talent from other sectors on the ‘milk round’, has meant that application numbers for trainee patent attorneys have fallen in recent years. Quite simply, it has become an increasingly candidate driven market.

Secondly, there is a greater emphasis on the soft skills of the individual today. Having technical expertise is paramount, but having the ability to turn that information into simple parlance for the business or the client has become of similar importance. Therefore, candidates that possess that blend of technical, legal and emotional intelligence present the most attractive option to employers.

The patent attorney position can look like a tunnel career. Does this mean that there are no career options in the future if someone starts working as a trainee patent attorney?

What makes the patent attorney career highly unique, is its retention level. Very few patent attorneys grow up with a clear intention to enter the profession, indeed for most they fall into it by accident rather than design. But for most, the narrative for entering the profession is mirrored: it represents the perfect blend of consultative and legal competency, whilst staying at the coalface of developing technical trends. Thus, satisfaction levels in the profession tend to be much higher than other sectors and why so few people leave the profession, despite its ‘tunnel’ nature.

What I see as an EQE tutor is that, unfortunately, many candidates have to follow courses outside of work hours and pay for the books and courses themselves because their employer is not supporting them financially.

What do you see in the Germany market, do patent firms offer training to support candidates with their exam preparations?

Quite the contrary in Germany. Many of the well-known and reputable firms offer internal and external training programs, with the costs covered by the firm. Ultimately, it is in the firm’s best interest to give the attorneys excellent training and accelerate their path to national and European qualification. I would strongly urge trainee attorneys not to consider a firm that was unwilling to provide such a platform.

How has the pandemic affected recruitment requirements and mindset?

Highly positively. The IP market has long been seen as too traditional, conservative, and stuck in its ways. The pandemic was a forceful accelerator for positive change. Hybrid working has become the norm, rather than the exception. Remuneration for Associates has become far more transparent and competitive, given the increased demand for talent post-pandemic. Greater spotlight has also been shone on the lack of diversity and equality within patent firms. I have counseled various German patent firms on remuneration models and DE&I since the pandemic, who recognised the need to change in light of the shifting landscape. Many of those firms have implemented said changes.

What could trainee or qualified patent attorneys do to improve their chances when applying for another position?

For me individually, the end goal or outcome is not simply the placement. This is a highly niche field in which I will speak to individuals on several occasions throughout their career. Thus, I take a great deal of pride in offering candid and transparent advice from the outset, irrespective of whether it stands to benefit me. If anyone has any questions about the field or would simply like some candid and confidential advice, or insight into a specific firm or company, I am always delighted to share a coffee to discuss further.