"What exactly are his requirements? Can you list them?"
No, you'd have to ask him and he's not a FReeper, as far as I know. But he is the partner in charge of setting compensation for all of the employees (partners and associates) in the firm, so I assume he has a very good idea about the going rate for recent graduates. I have heard him question the work ethic of several of their recent hires. The senior partners are now in their early to mid 60's and still work 55-60 hours a week. They have a hard time getting the young guys to put in an honest 40 hours per week, even at $100,000+. The senior partners want to groom the next generation of partners from the existing associates, but there are apparently no obvious candidates.
YOU SAID..."They have a hard time getting the young guys to put in an honest 40 hours per week, even at $100,000+."
We are switching horses in mid topic here..he was talking about qualified candidates...you are talking work ethic.
I have an associate who is a software genius...he can create in 40 hours what most would take 80 to do....he doesnt need to put in long hours..although he does when required.
What I cant understand is why people such as your friend dont contract with the best people they can find as consultants...who not only are efficient...but routinely work over 40 hours per week.
The fact remains that many business types dont want to pay per hour for good engineers what they pay for a good mechanic to do their BMW tuneup.
Senior partners in law firms say the same thing. To be honest, they're right. Most of the lawyers around my age aren't interested in working the hours that the older guys did. We'll settle for less money if it means having a life.
Too many 45-70 year old business owners are saying this about the under 30 set. One frankly admitted to me this week his son doesn't have what it takes to run his business and isn't sure why.