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One manager, an attorney, did not give me raises during the last four and a half years of the seven years I worked for him. Then, one day, he fired me. I did not expect it.Among other things, including telling me why he had not given me a raise in more than four years and intimating he would have fired me had I asked for one, he told me he was relieved he had just fired me and I, too, should be relieved. While our relationship had its ups and downs, telling me I should be relieved he fired me (and me losing my livelihood) exemplified his incompetence as a manager and lack of empathy.Another law firm I worked for had a terrible week - among other things, on one case we missed a critical, court-ordered deadline. I was paralegal on the case. The shareholder (the attorney who owned and managed the firm) and a senior associate were the attorneys.In the aftermath of this trainwreck, shareholder called a meeting of all staff. IN FRONT OF EVERYONE shareholder ripped me a new one for the firm missing the deadline. In front of the entire staff that woman held me responsible for this egregious error.I was embarrassed, humiliated and shocked. I wanted to walk out and never come back. At the end of the meeting, as was her new age but silly and moronic custom, she went around the room and asked each staffer if s/he was all right. I was not all right. I don’t remember for sure, but I likely was numb. Afterwards, a couple of staff members asked me if I was all right. Another staff member asked me the next day if I was all right.Although I as paralegal was partially responsible for missing the deadline, as attorneys on the case shareholder and senior associate bore ultimate responsibility for missing it. Another associate noted all deadlines are law firm deadlines and not individual deadlines.I earned a reprimand because I was paralegal on the case and bore some reponsibilty for missing the deadline, but in private. I did not deserve to be reprimanded and humiliated in front of my peers, some of whom I was training.I thought I would be fired at the end of the month. I had actually taken my pictures and certificates off my office walls and had taken them home. One day, I left early to attend an interview. I did tell someone I would be leaving early, but word didn’t go around and it was thought I had quit and left. I wasn’t fired, but I avoided that woman for the next month. She would send in another senior associate to speak to me if she had anything to say to me - her chickens—-t way to avoid confrontation.This episode was one example of shareholder’s incompetence as a manager and lack of people skills and empathy. There were more examples of her incompetence which ultimately ended her law career.From my perspective as a career employee, most managers I worked for were clueless about me personally and my job. A couple of them exploited my willingness to work and my work ethic without rewarding me fairly. So many of them lacked people skills.

What did your boss say to you during a meeting that resulted in you immediately resigning?I did not immediately resign, but please read on.A law firm I worked for had a terrible week - a real trainwreck. Among other things, on one case I was assigned to as paralegal we missed a critical, court-ordered deadline. The shareholder, who was the attorney who owned and managed the firm, and a senior associate were the attorneys on the case.It was shareholder’s practice to assign work but with little direction and have paralegals “run with it.” On the case in question, it was my responsibility, apparently, to prepare a disclosure pleading that was to be filed by the deadline we missed. I had heard of disclosure pleadings in paralegal school but had never prepared one OTJ.Shareholder called a meeting of all staff. IN FRONT OF EVERYONE shareholder reamed me. She ripped me a new one for missing the deadline. In front of the entire staff that woman held me solely responsible for this egregious error.I was embarrassed, humiliated and in shock. I was also incensed about shareholder holding me solely responsible for missing the deadline. I wanted to walk out and never come back.Afterwards, a couple of staff members expressed their concern to me. A couple of them asked me if I was all right. I was not all right. Another staff member asked the same the next day. I would like to think they felt I did not deserve a public reprimand.I deserved a reprimand, but in private. I did not deserve to be reprimanded and humiliated in front of my peers, some of whom I was training.I was sure shareholder would fire me, but she did not. I avoided her for a month. I stayed with the firm.During that period, I had left early one day to attend an interview. Beforehand, I had taken my pictures and awards off the walls in my office. I had left word I would be leaving early but it apparently didn’t get around. A couple of people left messages on my home voicemail asking my whereabouts. They must have thought I had quit!About a year later, shareholder phoned me one morning. She said over the phone she wanted to make me “senior paralegal.” I did not like that shareholder did not consider the conversation important enough to be conducted in her office. The way she presented the upgrade made it unattractive. I turned her down.At the end of the week, shareholder called a staff meeting. She told the group she appreciated my loyalty but I had turned down her “senior paralegal” offer. She announced she instead upgraded another paralegal who had been with the firm less time than me. Then, shareholder said paralegal would be given her own office (all paralegals were on the floor in open space). More importantly, paralegal would given managerial opportunities.I was furious beyond belief! Shareholder had never said anything to me about an office, nor did she say anything about management. Paralegal advancement per se is limited, but paralegals can move into management. I would have welcomed it with open arms. I also would have welcomed my own office.A month after shareholder’s “senior paralegal” offer, I resigned to accept another paralegal position. Shareholder was not in that day (of course), so I resigned to another senior associate. Shareholder called me that night. She asked why I was leaving.I told her I did not appreciate her reaming me in front of the entire staff for missing that deadline the year before. She responded as if nothing had happened. She said it was not my fault for missing the deadline. If it was not my fault, why the hell did she ream me.She pooh-poohed the "senior paralegal" position; she said she had created it because senior associate had established such position in his last office. When I raised the part about the office, she said she was hardly ever in the firm and I could have her personal office. That statement insulted my intelligence.In my next paralegal job, preparing disclosure pleadings was normal, routine and very much part of my job. I became so good at it when that firm was done with me the partner I worked for said I prepared the most thorough disclosure of anyone in the office.Shareholder had been married to one of my long time friends. Years later he revealed to me she suffered from Cluster B personality disorders - Wikipedia. No wonder she exhibited complete lack of empathy when she ripped me the new one and acted like nothing had happened when I confronted her about it a year later.Finally, shareholder, who had been regarded as preeminent in her legal specialties, eventually lost her license to practice law.

It does not. There is no data published by NRMP to support that early interviewing has any advantages. This year ofcourse the season started 5 weeks late so expect interviews to go on till late Feb (Rank order deadline is early march).As to how the programs rank you, we captured it in the video here .