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Ojen Sirin

Ojen Sirin is the Director of Strategic Talent Management at Sullivan. Her focus is on developing the firm’s associates through talent management, individual career development plans, evaluation and feedback systems, and strategic and comprehensive work-brokering approaches. Ojen works in partnership with the firm’s department directors and practice group leaders to ensure that associates receive the appropriate levels of experience for their class year. She is responsible for developing and implementing all attorney training and sponsorship programs. Ojen co-manages the firm’s First Year Associate program, whereby first year associates rotate through each of the firm’s departments, and she coaches and counsels them in their placement. She also serves on the Diversity & Inclusion Committee, as well as a Member at Large of the Associates Committee.
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Recent Posts

Three Reasons to Use Self Evaluations in your Legal Department

Posted by Ojen Sirin on Dec 8, 2015 11:06:22 AM

Self Evaulation

It’s that time of year again – in addition to year-end deals and pouring over your budget for the next year, you are tasked with putting together the performance reviews for your legal team. If your company has a set process in place, you’re lucky – someone in Human Resources will likely help you.  If, however, you are the GC of a smaller company or a smaller legal team, the performance review process might be more daunting for you. 

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Topics: professional development, career development

How Work Surveys Can Help You Manage Your Team While Enhancing Their Career Development

Posted by Ojen Sirin on Oct 15, 2015 1:45:19 PM


As in-house law departments become larger and more robust, keeping track of which member of your staff is working on a deal or matter can become complicated. In addition, project management is essential for both in-house and outside counsel to work efficiently and cost-effectively. A simple and effective way to manage this is to create a weekly work survey for your in-house lawyers to complete. Whether your department is small enough where your lawyers are a “jack of all trades”, or you have a larger legal department where your lawyers are subject matter experts, a simple work assignment process can benefit you and assist with career development. As the person charged with attorney professional development at my firm, I can attest that this simple tool has helped our associates become more proficient in their craft. It allows me to see where their strengths and weaknesses are in their skill development on a weekly basis. When they need to better hone a specific skill, I can help them my giving them an assignment that will do that.  This tool has also helped our partners better produce efficient and excellent work, as they know that the associates working on their matters have the required skills to be valuable not only to the partner, but also to our clients.

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Topics: leadership, legal professional development, in-house counsel, legal department management, professional development, career development

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The legal landscape is changing and we're here to share our perspective

We want to help you lead your legal department both as a manager of people and as a thought leader within your company advising your executives on the myriad legal issues that present opportunities and challenges. We also understand that you may not have time to read every decision, rule change or trend that relates to your daily life in your company, and we hope that we can help keep you up to date on the important stuff.

The material on this site is for general information only and is not legal advice. No liability is accepted for any loss or damage which may result from reliance on it. Always consult a qualified lawyer about a specific legal problem.

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