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How firms handle lateral recruiting

Most law firms avoid posting jobs on Indeed or LinkedIn due to high costs. Instead, they publish them on their own websites, bar association pages, and niche legal boards. LawCrossing finds these hidden jobs, giving you access to exclusive opportunities. Sign up now!

published January 07, 2013

By CEO and Founder - BCG Attorney Search left

The lateral recruiting process in law firms is more complex and takes more time than the law student recruiting process. Most lateral candidates don't realize how long finding a job often takes. Allow up to 90 days just for the interview process. If your goal is to change jobs in January, I'd start looking at least in June of the previous year. To be on the safe side, allow a good nine months for the process, from start to finish.

Click Here to Find Law Student Jobs on LawCrossing

Many attorneys don't give themselves enough time simply because they don't know how the interview process works in law firms. Well, I'm going to tell you how it basically works so that when you plan your job search, it should be a little easier.

THE INTERVIEW PROCESS

Lateral candidates are often treated to the same luxuries as law students during the interview process. But often, the process is more complex, more planned and executed, and more in-depth than with law student candidates. Therefore, lateral interviews are sometimes more difficult to schedule and take more time.

Screening Candidates

Some firms thoroughly screen lateral candidates over the telephone prior to bringing them in for interviews, and others, if using a headhunter, expect the headhunter to prequalify the candidate. If your entree into a firm was through your networking skills, anticipate that the firm will check you out at some point, perhaps even before bringing you in.

It's too risky to parade a stream of lateral candidates through a firm without first making sure they are viable candidates. Confidential conversations could be overheard, clients might see that the firm is interviewing lateral candidates from the competition and may not like it, and there's always the risk that the candidate's firm will discover that he or she is out interviewing. All of these situations can create negative feelings and ultimately hurt business.

Interviews

Lateral candidates, at all levels, usually interview with partners and with members of the practice group in which they would work if they joined the firm. Interviews are often thirty minutes in length, and a half-day interview schedule is common. You are often treated to lunch, cocktails, dinner, or sometimes more than one. It is common for a lateral candidate to return for a second round of interviews. In some cases, you may be asked to return for a third time if scheduling interviews with key attorneys in the firm proves difficult. Firms have their own requirements regarding which specific attorneys have to meet with lateral candidates before final hiring decisions are made.

Ask the firm you are interviewing with what its routine practices are for hiring laterals. And get them to tell you how long they anticipate the process to take from start to finish and whether they have just started interviewing candidates or if they're at the end of the process.

If a firm goes to the time and expense of bringing you in for several rounds of interviews, then you should assume that they have a genuine interest in you as a viable lateral candidate. Too much time and money are at stake (especially if interviewing only with partners) to waste your time and their attorneys' time. But do not get your hopes up even at this point in the game. You should always expect the unexpected, and never assume that you are going to get the job until you have an offer in hand. There are simply too many unexpected things that can happen to prevent you from getting the job.
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KEYS TO A SUCCESSFUL INTERVIEW

Lateral candidates, like law students, are often ill prepared for the interview process. And many have not interviewed for years. When you interview, preparation is nine-tenths of the law. Take the time to do your homework before you get started. And remember that firms often expect more from experienced candidates and are less forgiving when mistakes are made. Below are some interview tips that you may find useful as a rusty lateral candidate:

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  1. Bring a list of prepared questions with you that are suitable for experienced attorneys. You also should prepare thought-provoking questions as a lateral candidate. Your genuine interest in a firm is often displayed by the fact that you took the time to research them and therefore have prepared good questions. Firms think that you're not interested in them if you don't ask them questions, no matter how many years you've been practicing law.
     
  2. Leave arrogance at home. Successful lateral attorneys, especially those with large amounts of portable business or with enviable connections, can come across as arrogant or cocky during the interview process. Leave that attitude at home or at least at your current law firm. If you have enough clout, you may be able to get away with it, but who really needs this kind of attitude?
     
  3. Have sound and solid reasons for changing jobs. Make sure that whatever your reasons for changing jobs, you come across as convincing. You need to be seen as consistent. Getting mixed messages about your reasons for looking around is an immediate red flag. If you are ever perceived as a risk, the transaction will never take place.
     
  4. Treat the staff with respect at all times. Even experienced attorneys, at any level, should treat the staff members with dignity and respect. No one wants to hire a jerk. This is a bigger red flag in some firms than in others.
     
  5. Ask to interview with associates as well as partners. No matter how much experience you have, it's always a good idea to talk with attorneys at all levels in a firm. Their perspectives are often completely different, and it is in your best interest to get as complete a picture of the firm as possible. If your interview schedule does not include both partners and associates, ask to interview with both groups.
WHAT CAN GO WRONG DURING THE INTERVIEW PROCESS

There are numerous things that can go wrong during the lateral interview process that many candidates never count on. Many strong lateral candidates, who counted on offers that appeared to be coming down the track, have discovered to their dismay that a glitch or an unexpected development kept them from getting the offer they thought they had sewn up. The following tips can help you head off some of the more common "glitches":
  1. Have a general idea of your salary and partnership requirements. There is an obvious place in the interview process for salary and partnership negotiations. But if your expectations on these issues are in a different galaxy than those of the firm, you're probably wasting your time as well as the firm's. Ask, in the very beginning, what the firm's typical salary ranges are and typically what kind of partnership credit they grant laterals.
     
  2. Determine early if any conflicts of interest exist. If you have been involved in a case that may preclude you from working on cases at other firms, put these facts on the table at the beginning of the interview process. Sometimes Chinese walls can be built, shielding an attorney from working on certain matters, but clients often have to approve such arrangements. I've seen this break deals on several occasions, much to the chagrin of the attorneys involved. Don't let this happen to you.
     
  3. Never overestimate the amount of your portable business. If ever in doubt about how much of your current business will walk with you to another firm, be conservative in your estimate. Lateral attorneys almost always overestimate how much of their business will "port" to another firm. Therefore, firms often discount your estimates. For example, if you claim to have $750,000 of portable business, a firm will assume that you have between $500,000 and $600,000. Tell a potential firm how much business you currently have, and then give them estimates on how much you realistically think will port. If you are completely off in your estimates, it can ultimately be a deal breaker. It's much better to claim to have $400,000 and end up with $500,000 than the other way around.
     
  4. Don't put all your eggs in one basket. A change of plans is a regular occurrence in a law firm. Operational indecisiveness is common in law firms, especially when it comes to recruiting. Never assume that you have an offer until you receive it in writing. Therefore, have several irons in the fire in case the firm you thought was going to give you an offer doesn't come through.
HOW FIRMS WEIGH LATERAL CREDENTIALS

Weighing lateral credentials is not an exact science. Obviously, law firms rank and view laterals' credentials differently. Research performed by the National Association for Law Placement resulted in a "list" of credentials that are deemed important by law firms when recruiting lateral attorneys. While many of the items on this list are beyond your control to change, you can target firms, through your own due diligence, that may find your credentials noteworthy. NALP's list, which assumes that due diligence has been performed, includes the following factors:
  • Prior employees) and history of mobility
  • Expected fit with firm culture
  • Quality of legal products
  • Experience, expertise in specific practice area
  • Law school attended
  • Grade point average
  • Honors, awards, recognitions
  • Personality, drive, recognition
  • Client following
Keep these factors in mind throughout the recruiting process, and attempt to ascertain which of these traits a particular firm deems most important. Indirectly ask firm members which traits they deem most important. If you are repeatedly told that all members of the firm attended prestigious law schools and you did not, you may be wasting your time attempting to go through the interview process. Find firms that will look upon your skill set and credentials in a positive light. You'll never find a 100 percent match, but learn not to waste your time seeking out firms with which you have little in common.

Click Here to View the 2015 LawCrossing Salary Survey of Lawyer Salaries in the Best Law Firms

About Harrison Barnes

No legal recruiter in the United States has placed more attorneys at top law firms across every practice area than Harrison Barnes. His unmatched expertise, industry connections, and proven placement strategies have made him the most influential legal career advisor for attorneys seeking success in Big Law, elite boutiques, mid-sized firms, small firms, firms in the largest and smallest markets, and in over 350 separate practice areas.

A Reach Unlike Any Other Legal Recruiter

Most legal recruiters focus only on placing attorneys in large markets or specific practice areas, but Harrison places attorneys at all levels, in all practice areas, and in all locations—from the most prestigious firms in New York, Los Angeles, and Washington, D.C., to small and mid-sized firms in rural markets. Every week, he successfully places attorneys not only in high-demand practice areas like corporate and litigation but also in niche and less commonly recruited areas such as:

  • Immigration law
  • Workers’ compensation
  • Insurance defense
  • Family law
  • Trusts & estates
  • Municipal law
  • And many more...

This breadth of placements is unheard of in the legal recruiting industry and is a testament to his extraordinary ability to connect attorneys with the right firms, regardless of market size or practice area.

Proven Success at All Levels

With over 25 years of experience, Harrison has successfully placed attorneys at over 1,000 law firms, including:

  • Top Am Law 100 firms such including Sullivan and Cromwell, and almost every AmLaw 100 and AmLaw 200 law firm.
  • Elite boutique firms with specialized practices
  • Mid-sized firms looking to expand their practice areas
  • Growing firms in small and rural markets

He has also placed hundreds of law firm partners and has worked on firm and practice area mergers, helping law firms strategically grow their teams.

Unmatched Commitment to Attorney Success – The Story of BCG Attorney Search

Harrison Barnes is not just the most effective legal recruiter in the country, he is also the founder of BCG Attorney Search, a recruiting powerhouse that has helped thousands of attorneys transform their careers. His vision for BCG goes beyond just job placement; it is built on a mission to provide attorneys with opportunities they would never have access to otherwise. Unlike traditional recruiting firms, BCG Attorney Search operates as a career partner, not just a placement service. The firm’s unparalleled resources, including a team of over 150 employees, enable it to offer customized job searches, direct outreach to firms, and market intelligence that no other legal recruiting service provides. Attorneys working with Harrison and BCG gain access to hidden opportunities, real-time insights on firm hiring trends, and guidance from a team that truly understands the legal market. You can read more about how BCG Attorney Search revolutionizes legal recruiting here: The Story of BCG Attorney Search and What We Do for You.

The Most Trusted Career Advisor for Attorneys

Harrison’s legal career insights are the most widely followed in the profession.

Submit Your Resume to Work with Harrison Barnes

If you are serious about advancing your legal career and want access to the most sought-after law firm opportunities, Harrison Barnes is the most powerful recruiter to have on your side.

Submit your resume today to start working with him: Submit Resume Here.

With an unmatched track record of success, a vast team of over 150 dedicated employees, and a reach into every market and practice area, Harrison Barnes is the recruiter who makes career transformations happen and has the talent and resources behind him to make this happen.

A Relentless Commitment to Attorney Success

Unlike most recruiters who work with only a narrow subset of attorneys, Harrison Barnes works with lawyers at all stages of their careers, from junior associates to senior partners, in every practice area imaginable. His placements are not limited to only those with "elite" credentials—he has helped thousands of attorneys, including those who thought it was impossible to move firms, find their next great opportunity.

Harrison’s work is backed by a team of over 150 professionals who work around the clock to uncover hidden job opportunities at law firms across the country. His team:

  • Finds and creates job openings that aren’t publicly listed, giving attorneys access to exclusive opportunities.
  • Works closely with candidates to ensure their resumes and applications stand out.
  • Provides ongoing guidance and career coaching to help attorneys navigate interviews, negotiations, and transitions successfully.

This level of dedicated support is unmatched in the legal recruiting industry.

A Legal Recruiter Who Changes Lives

Harrison believes that every attorney—no matter their background, law school, or previous experience—has the potential to find success in the right law firm environment. Many attorneys come to him feeling stuck in their careers, underpaid, or unsure of their next steps. Through his unique ability to identify the right opportunities, he helps attorneys transform their careers in ways they never thought possible.

He has worked with:

  • Attorneys making below-market salaries who went on to double or triple their earnings at new firms.
  • Senior attorneys who believed they were “too experienced” to make a move and found better roles with firms eager for their expertise.
  • Attorneys in small or remote markets who assumed they had no options—only to be placed at strong firms they never knew existed.
  • Partners looking for a better platform or more autonomy who successfully transitioned to firms where they could grow their practice.

For attorneys who think their options are limited, Harrison Barnes has proven time and time again that opportunities exist—often in places they never expected.

Submit Your Resume Today – Start Your Career Transformation

If you want to explore new career opportunities, Harrison Barnes and BCG Attorney Search are your best resources. Whether you are looking for a BigLaw position, a boutique firm, or a move to a better work environment, Harrison’s expertise will help you take control of your future.

? Submit Your Resume Here to get started with Harrison Barnes today.

Alternative Summary

Harrison is the founder of BCG Attorney Search and several companies in the legal employment space that collectively gets thousands of attorneys jobs each year. Harrison’s writings about attorney careers and placement attract millions of reads each year. Harrison is widely considered the most successful recruiter in the United States and personally places multiple attorneys most weeks. His articles on legal search and placement are read by attorneys, law students and others millions of times per year.

More about Harrison

About LawCrossing

LawCrossing has received tens of thousands of attorneys jobs and has been the leading legal job board in the United States for almost two decades. LawCrossing helps attorneys dramatically improve their careers by locating every legal job opening in the market. Unlike other job sites, LawCrossing consolidates every job in the legal market and posts jobs regardless of whether or not an employer is paying. LawCrossing takes your legal career seriously and understands the legal profession. For more information, please visit www.LawCrossing.com.
Gain an advantage in your legal job search. LawCrossing uncovers hidden positions that firms post on their own websites and industry-specific job boards—jobs that never appear on Indeed or LinkedIn. Don't miss out. Sign up now!

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