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Law School Campus Interviews & Decision Making

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published February 19, 2013

By CEO and Founder - BCG Attorney Search left

There are two reasons why this piece is specific. First, it gives you opportunities to rehearse an interview, thereby improving your performance and chance of success. Second, the questions are designed so that the answers, whatever they are, will provide insights into the institutions, thereby helping you in your decision making process.

There are only a few basic rules with respect to the type of questions you should consider asking an interviewer. Indeed, as far as some are concerned, there are only two such basic rules: first, any reasonable question reasonably asked is appropriate; second, do not ask what you should know.

There is a series of questions with answers that are or should be important in making any career decision. Also important is the manner in which the questions are received and the answers given. The importance of the same answer to the same question depends entirely upon the institution you are interviewing. In other words, the answer to the same question asked of a large law firm, a corporate legal department, or a very small growing law firm may have many different implications and meanings. The questions listed below are designed for persons expecting to clerk or do additional post graduate education as well as for those seeking permanent employment directly from law school. They are, of course, more immediately relevant to the latter group. Obviously, you will not have an opportunity at the law school to ask all of them; ask the ones in which you are most interested and save the rest for later. In many instances, the purpose of asking the question and the meaning of any answer thereto are obvious; in others there is a discussion of what may be some of the more subtle aspects of a given question and the possible answers to it:

1. What kind of opportunity is there for young people? Does the firm, corporation, or agency; expect to grow? How? Where?

The importance of the answer to the first question is obvious. The value of the answers to the second may be less apparent. If a given institution intends to grow by branching or by expanding a practice area which exceeds the rate by which it increases the number of associates, that answer may give you a hint of the length of your future days and nights. If you sense that growth is being attempted so that the firm can take advantage of a transitory specialty or expertise, be sure you understand what the long-term or strategic planning goals of that institution mean for you and your future.

Make every effort to appreciate and understand the firm's theory of growth. Generally speaking, growth of some kind is essential; it allows the firm to widen the economic base necessary to attract and keep new lawyers and legal business, and it also provides a means through which the firm's practice can be varied, challenged, and improved. Nonetheless, a great many firms lack a strategy for growth which in fact can lead to serious assimilation and economic problems. In other words, be prepared to test the management structure of a given firm, corporation or agency; successful legal institutions in the 80's will share one characteristic-sound, professional management.

2. How much money will I make in my first year, in fifth year, and In my tenth year?

Most firms will readily discuss, at least in ranges, answers to the first two parts of that question. On the assumption that in 10 years you are either a partner, a senior counsel, or working elsewhere, firms and corporations may be reluctant to discuss partnership compensation. That should not be the case. Prospective associates have a legitimate interest in compensation, and from the standpoint of many interviewers, an absence of a healthy interest in compensation creates a negative impression about the interviewee. In addition, the question is intended to demonstrate your long-term interest as opposed to seeming concern about only the immediate future. You will find that many interviewers believe most interviewees interview with an attitude of being willing to try a certain position for one or two years and move on if it does not work. Every institution spends a substantial amount in recruiting and training young lawyers; no one wants to waste that effort. Consequently, to the extent you can honestly portray a long-run interest you will have helped yourself attain a position.
United States

3. What are partnership admission policies? Or, in the case of corporations and governmental agencies, what are the policies with respect to advancement or promotion?

Although it must be raised delicately, the logical final question along this line is "Do such policies provide the rule, or are they the exception to the rule?" In other words, do the stated admission or promotional policies differ from those in actual practice? It is critical for you to have an accurate understanding of basic admission or promotion policy. There are many variants of what are relatively few differences in partnership ad mission policies, at least insofar as larger law firms are concerned. There are a number of firms who make partnership decisions solely on economic grounds. If the income from the practice is not sufficient to justify additional partners, none are made. Most law students can name these firms, or their proto types, off the tops of their heads. Indeed, there may be some comfort in knowing that there are no policies except for current economics.

There is another group of firms which, principally as a competitive matter, are unable to make partnership decisions strictly on economic grounds, but make such decisions on the basis of a combination of the economic considerations and the presence of affirmative reasons to admit a given person to the partnership. Assume a certain associate not only has demonstrated technical excellence, but also has shown an extra dimension in terms of community involvement or business-getting ability. This particular firm will probably admit the associate, but an accurate articulation of the standard used for admission will be quite difficult.

Another model for partnership admission is to admit all associates who have achieved certain levels of technical competence so long as they have not made any critical or material mistakes. In other words, it is not necessary in those instances for the associate to have demonstrated something special or to have shown an extra dimension; it is enough to have been a competent lawyer able to contribute (at least in the sense of doing work which may be generated by others) to the economic well-being of the firm.

As you may suspect, the real relevance of the answers to the questions posed above lies in a large part in the answer to the question of how partners are compensated. If partners are compensated on the basis of seniority, you have a much different situation than if partners are compensated based on some committee's or individual's subjective perception of each partner's performance in a given year. That distinction is especially meaningful when the answers to the questions discussed in this paragraph are considered in relation to each other. For example, you can readily see what will probably be material differences in compensation between a law firm with a rather generous admission policy and one with a very rigid admission policy even though both firms tend to compensate partners strictly on the basis of seniority. That distinction could also have an impact in overall associate compensation.

See the following articles for more information:
 

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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