I won't name the "Uber for Lawyers" service we recently used for a minor task, but it was just as bad as you might think it would be. I would not recommend anything like that to anyone, especially for trivial services.
When hiring another firm I did a lot of prelim research on Avvo.com - they give you a good amount of detail and user reviews without having to create an account. It's easy to find the attorneys who are listed on there without having to use Avvo's system.
I still think the best way to find an attorney in a specific field is to ask other attorneys in any other field.
Having heard horror stories of Uber drivers asking the equivalent of, "Which bridge is the Golden Gate Bridge?" I cannot imagine the clusterfuck that would result from an Uber for lawyers.
Asking for a recommendation from friends/family is best, even if their lawyer doesn't specialize in employment law. In the case where the lawyer doesn't do employment law, say you were recommended by a friend/family and ask them if they can refer you to a lawyer with the right expertise.
Failing that, contact your state bar association. For example, the CA bar association offers a list of certified lawyer referral services that will help you find a lawyer with the right expertise: http://www.calbar.ca.gov/Public/LawyerReferralServicesLRS.as...
I don't think the objection is to being direct. It's to dramatically expressing contradiction when you are in fact agreeing.
Next time try something like, "Yes yes yes, definitely find a specialist employment lawyer. Referrals and the state bar are a good way to do that, but make sure you end up with somebody who has spent a few years dealing directly with cases like this."
At no point does he say to get advice from that non-specialized lawyer. He even says that if the lawyer doesn't practice employment law, to simply get a referral. What more do you want? A massive billboard with "only use employment lawyers here"?
If you're a member of a professional association or union, they might be able to provide you employment-contract advice. In Denmark in the engineering field for example, most workers are members of the engineers' union 'Ingeniørforeningen', which will provide you employment-related legal advice [1].
If the OP is in the US: in the US, 'labor law' and 'employment law' are two different specialties. Labor law focuses on the laws concerning unions, organized labor, and collective bargaining, while employment law is concerned with laws affecting all aspects of the employer-employee relationship. You'd want an employment law specialist for this sort of issue, or a generalist lawyer with experience in helping software engineers deal with employment law issues.
Asking for a labor Lawyer won't get you anywhere, but smutticus is right that reaching out to Unions or Labor Lawyers and asking for an employment lawyer is a smart move.
Big Unions often employ or know top notch employment lawyers (it's not a focus for unions, but they still might work together on select cases), employment lawyers that can scare the acquiring company before negotiations begin :p
FindLaw is a Thompson Reuters business, so I trust it enough, and it came up with 43 results which it seems should be enough to find something adequate.
I've had success selecting lawyers with Avvo in the past. They have a new service called AvvoAdvisor that will connect you with a lawyer immediately (I haven't tried it, but I've tried Lawdingo which was OK). I think this can help you perhaps get a bird eye view on your matter and pre-select someone for more thorough work.
If you're in California I can give you a recommendation (I have no affiliation with him aside from hiring him in the past). I don't know of a general way of finding a lawyer on short notice.
That is probably worth what you pay for it. I'd be happy to let an Indian lawyer review documents under Indian law but for a situation in the US or in Europe I'd use a local lawyer specializing in the problem ___domain (in this case labour law).
'Generic legal language' is not your problem, specific legal language applicable to this specific case is the problem and if $20 is the differentiating factor then you might as well quit the job or sign the contract anyway.
