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Acquiring Recommendations for Law School Applications

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published January 24, 2013

By CEO and Founder - BCG Attorney Search left

Recommendations are examined first for the extent to which they confirm and support your claims and your positioning. If your essay states that you are an indefatigable scholar, tirelessly researching both sides of an issue, the admissions officers reading your file will look closely to see if your Philosophy professor backs this up.

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Who Should Write Your Recommendations?

Selecting appropriate recommenders involves sifting many factors. In general, you will be expected to submit recommendations from people who know you and are well placed to address the key issues concerning your candidacy. You will want them to state that you have the appropriate intellectual ability, self-discipline, and character to succeed at School X. The obvious choice—which any school's admission information will quickly tell you—is a professor who knows you well.

If there is not a wealth of obvious candidates, then your choice is relatively easy. However, it is to your advantage to be able to pick and choose. For those of you who are reading this ahead of the game, and have not yet forged relationships with two or three talented professors, start now. After selecting a professor as an ideal supporter for you, make sure to be in several of his or her classes over a period of time. Sign up for office hours. Make yourself known as an intelligent—but not obnoxious—presence in class.

Having done this, it should be simple to follow these rules:
  1. Choose people who know you well. Do not choose the Nobel Prize-winning Chair of the English Department if all he is going to say is that you sat in the front row and seemed to be paying attention. Instead, choose people who can make the recommendation credible and powerful by illustrating the points they make with anecdotes that show you at your best. Need we say it? The people who will be able to do this are those who know you well.
     
  2. Choose people who genuinely like you. Why? People who like you will take the time to write you a good recommendation. This is impressive in its own right. A recommendation that looks as though it took only five minutes to write suggests that that is exactly how much time the recommender felt you deserved. In contrast, a recommendation that looks carefully done and well thought out suggests that the recommender is committed to helping you. One other reason for choosing someone who likes you: She or he will try to put a positive spin on things, choosing examples that show you in a good light and describing them as positively as possible. Someone who does not much care may well write the first thing that comes to mind.
     
  3. Choose people who can write well. Do not assume that all professors are created equal, particularly when it comes to articulating themselves. Pay attention, for example, to the written comments your professors leave on your papers. How eloquent—and pertinent—are their critiques? The last thing you want is a recommender who, being unable to perfectly express himself, is consequently unable to convey you.
     
  4. Choose people from a range of fields and backgrounds. If you are sending schools more than one recommendation letter, be sure to choose people who will be able to provide different—complementary—profiles of you. Selecting two English professors who specialized in Chaucerian literature, for example, will very likely make for two dangerously similar letters. Law schools will wonder about the depth and breadth of your skills and interests, and if you are capable of interacting with more than one type of person. If you have been out of school for some time, consider submitting a combination of professorial and employer recommendations.
     
  5. Choose people of different genders. This is particularly true if you look like someone who may not do well under the supervision of people of a certain gender (if you are a male army Lieutenant, for example, consider having the female Captain write a letter of recommendation). This rule is not hard and fast, however; only select on the basis of gender if it is otherwise a close call.
     
  6. Choose people who can address one or more of the key subjects: your brains, your character, your professional success, or your leadership skills. Obviously, not just any professor or employer will do.
     
  7. Choose someone who has seen your abilities in more than one format. A thesis advisor, for example, fits the bill perfectly—someone who knows your writing intimately, and has heard you defend it verbally; someone who has watched you pull together a brilliant project; someone who knows your ability to digest a large amount of material. If it has been a long time since you have been in school, or your thesis advisor disliked you or passed away, you may have to find a substitute. Anyone who has seen you work on difficult intellectual challenges is a possible recommender.
Is It Acceptable To Use Employers As Recommenders?

Yes. Although admissions directors often state that they prefer to receive letters of recommendation written by professors, law schools are shifting towards a professionally-oriented model. More than half of the top schools state very explicitly in their admissions information that they accept, and find value in, recommendations from employers. Firms desire mature people with real-world experience and savvy; consequently, law schools are seeking older applicants who possess these qualities and experiences. What all of this amounts to is an increase in the value of employer recommendations. More and more applicants are using employers to illustrate the intellectual abilities that would otherwise have been described by a professor.

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Other Criteria in Choosing a Recommender
  • Choose someone able to support your positioning. If you claim to be a hardcore philanthropist and public interest advocate, at least one of your recommenders should be able to discuss your serious commitment to the public good. Failure to choose an employer, colleague, or client who has seen this type of work over a reasonable period of time would raise a major red flag,
    United States
     
  • Choose someone able to address any potential weak spot in your application.
     
  • Beware the naysayers! Certain personal characteristics suggest that a person will be effective in their support.
Approaching a Potential Recommender

Ideally, you should start the process about three months before the recommendation deadline. Begin your overture to a potential supporter by scheduling a 30- to 45-minute conference with her. (You will get a better response by having this meeting in person rather than by telephone.) Run it as a proper business meeting, with a typed agenda and outline of each matter you want to share. Explain briefly where you wish to go in your career and what it will take to get there. Explain how you plan to fully take advantage of a law degree. Then tell her what is required in the application process, being careful to explain how important the applications are, including the recommendations. Tell her that you have been considering having her write on your behalf.

Now comes one of the critical parts of the recommendation process. Make sure each recommender is going to write a very favorable recommendation for you. The way to be sure of this is by giving the person a chance to beg off if she is unable to write on your behalf. If she is uncomfortable about writing for you, because she knows that honesty would require her to be less than highly favorable, she will take this opportunity to suggest that someone else might be more appropriate. If she gives this kind of answer, do not press her. Thank her for her time and move on.

If, on the other hand, she is encouraging, give her a further briefing. Tell her how much work will be involved, noting that you will make the process as painless as possible for her, thereby limiting her involvement to something under three hours. (If time is a major issue for her, suggest that you write a first draft that she can then quickly "adapt."

A good recommendation should show you are an outstanding individual, one who is an appropriate candidate for a top law school by virtue of having the appropriate intellectual potential. It should also support your individual positioning strategy.

The following are true of an effective recommendation:
  1. It is well written. It is grammatically correct and reflects the thinking of a well-educated person.
     
  2. It reflects substantial thought and effort. In other words, the person cares enough about you to spend the time to be as helpful as possible.
     
  3. It shows you to be a distinctive candidate. The use of examples will aid this considerably.
     
  4. The writer knows you well enough to provide several highly specific examples to illustrate her points. These should not be the same examples you use in your essays or that other recommenders note. As with your essays, the use of illustrative stories and examples will make the recommendation credible and memorable. This will also show that the recommender knows you well, thereby showing that you did not have to "shop" for one.
     
  5. The recommender does not mention things best handled elsewhere in your application, such as your LSAT score.
     
  6. The writer discusses your growth and development over time. Your drive to improve yourself, in particular, is worth comment because your interest in learning and improving is part of what will make you a desirable student.
     
  7. The recommender explicitly compares you with others who have gone to this or another comparable school. Have her quantify her claims whenever possible. For example, instead of "intelligent," have her write "one of the three most intelligent people ever to work for me" (or, even better, "one of the three most intelligent of over one hundred grads of Ivy League schools to work for me").
     
  8. The person shows how you meet the requirements, as she sees them, of a top lawyer.
     
  9. The general impression should be that a person of a very high caliber wrote a well-thought-out, enthusiastic recommendation for you.

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.
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