Don't Let Your Ego Affect Your Offer

The lucky individuals who have never had to search for a job, have had opportunities come to them, or simply have never had difficulty finding a suitable position probably never had a reason let their demons surface. But for those who have been disappointed by the process, shocked by the waiting game, or saddened by certain terms, an "evil twin" is more likely to appear. That's precisely the time candidates make some of their biggest and most regrettable mistakes. As Ralph Waldo Emerson put it, "Most of the shadows of this life are caused by standing in one's own sunshine." Don't let your ego stand in the way of your offer and possibly, your best career move.

It is extremely difficult for a strong, confident candidate with a great pedigree to understand why s/he is having difficulty making a move. Unfortunately, when these instances arise, it's usually not about the candidate. Laterals need to be reminded that there are outside forces affecting the process and those forces are not personal. However, no matter how many times a recruiter may remind the candidate, insecurities and the dark side of the ego almost inevitably comes into play. Do you recognize any of the following examples of "evil twins" escaping?


The waiting game, before and after the interview.
The doubt: "Why is it taking them so long to decide if they want to interview me? Are they holding off until they interview other candidates? Am I a second or third string?"

The truth: NO! While there are always exceptions to the rule, the formal submission process is just that: a process. It takes some time for recruiters within law firms to focus on the pile of resumes on their desk, especially in seasons busy with law school recruiting and summer clerks. Inevitably, resumes must pass muster from several members of a firm before being given the thumbs-up or -down. We all know how hectic a partner's schedule is, and it is a catch-22. The partner is swamped because he/she needs help, but he/she can't find help because there's no time to sit down and look at resumes or interview. Don't withdraw your resume, accept another offer or assume you are a second choice because of this delay; it's not personal!

Bonuses.
The doubt: "Why haven't they offered me a signing bonus? At my old firm, they gave me a huge signing bonus. Obviously, the firm doesn't really want me."

The truth: Absolutely false!
Remember that bonuses, like salaries, are built into a firm's budget. If they don't have the money, they can't create it for you. They also deal with the issue of precedent: if they offer a bonus to you for the first time, how many other candidates will demand one? Also, bonuses are more common in certain markets because frankly, firms have to stay competitive. In one market, you may find a majority of firms give signing bonuses, such as New York. In other markets, bonuses are nonexistent. In many situations, it doesn't hurt to ask for a bonus, but candidates should never assume that if it's not given, it's a reflection on how the firm feels about them. Also, remember that some firms have turned to using bonuses as a way to hide flaws in their organizational culture. Nothing minimizes a typical schedule of 20-hour workdays for six days a week like a fat bonus!

Moving expenses.
The doubt: "The firm is not going to reimburse me for my moving expenses. I know they gave several of my colleagues thousands to move. They must not think I am worth the money."

The truth: Firms have guidelines!
Firms don't reimburse for moving expenses sporadically or if they think only certain candidates are worthy. Budgets and guidelines are put in place and they must abide by them. Typically, if a firm doesn't pay to move you, it's because your move doesn't fall within their specified mileage or because you stated in the beginning you had planned to move anyway. Also, most businesses don't appreciate employees discussing confidential matters like compensation. To bring up the idea that "the firm paid my friends a bonus" paints you as someone less than discreet (at best) and a whiner (at worst). Also, don't accuse a firm of being "cheap" because they won't cover the cost of flying your grandmother in to watch your kids during the move. Almost all firms have very specific guidelines, typically set because, unfortunately, they have been taken advantage in the past. Consider negotiating for other items that can even out your expenses while not causing a hardship to the firm. Allowing you an extra week to make the move or an extra week of later vacation might be good examples.

Firms can only hire attorneys if they have work to give them.
The doubt: "I applied for a job six months ago and they didn't want me then. Now they want me to interview? Forget it."

The truth: They didn't have a need then!
Like many other professions, there are going to be areas that are hot and areas that are not - and these can change as quickly as a single client's phone call. The economy, new business, loss of attorneys, changes with clients, etc. all dictate the firm's needs and cause them to change on a daily basis. Just because a firm didn't have a place for you six months, even a year ago, does not mean it was because they didn't like your resume. Consider how you might feel if you had been hired the first time around, then assigned to "library duty" or left alone in your office for six months until the work appeared! Don't let an initial pass keep you from interviewing at a later date — it could be the perfect opportunity for you!

You have to earn partnership, it's not just given to you.
The doubt: "My letter states I won't be considered for partnership this year with my peers, but I will have to wait until next year. That's embarrassing. I'll outbill every one of them and I already have a small book of business. Do they think I'm lying about my abilities?"

The truth: Most firms want to get to know you before voting you into the partnership.
Unless you are bringing millions of dollars of business with you, it's rare that firm will consider you for partnership just months after joining a firm. Partnership is a serious proposition that means more than just dollars and cents - each partner's reputation and livelihood are held in the hands of every other partner. Building trust is critical, and it's a two-way street. Don't you want to know your potential partners before entrusting your career to them? Many firms automatically drop candidates one or two class levels, with no exceptions simply to allow time for the relationship to develop. There's no cause for alarm or embarrassment: if they thought you were lying, they wouldn't hire you in the first place. You may be extremely impressive on paper and in person, but all attorneys have to prove themselves to their firm.

 

• In conclusion, be sure to let your recruiter be your resource as to the merits of offers and negotiations. It is their job to understand what is typical for the market and for particular firm, so let them negotiate on your behalf and trust them to guide you. Consider that the entire process is a balancing act - balancing the things you give up (a bonus, seniority, etc.) with the potential for future gains at the new firm. Most importantly, don't let you ego get the best of you and save those demons for the court or conference room.

About Harrison Barnes

Harrison Barnes is a prominent figure in the legal placement industry, known for his expertise in attorney placements and his extensive knowledge of the legal profession.

With over 25 years of experience, he has established himself as a leading voice in the field and has helped thousands of lawyers and law students find their ideal career paths.

Barnes is a former federal law clerk and associate at Quinn Emanuel and a graduate of the University of Chicago College and the University of Virginia Law School. He was a Rhodes Scholar Finalist at the University of Chicago and a member of the University of Virginia Law Review. Early in his legal career, he enrolled in Stanford Business School but dropped out because he missed legal recruiting too much.

Barnes' approach to the legal industry is rooted in his commitment to helping lawyers achieve their full potential. He believes that the key to success in the legal profession is to be proactive, persistent, and disciplined in one's approach to work and life. He encourages lawyers to take ownership of their careers and to focus on developing their skills and expertise in a way that aligns with their passions and interests.

One of how Barnes provides support to lawyers is through his writing. On his blog, HarrisonBarnes.com, and BCGSearch.com, he regularly shares his insights and advice on a range of topics related to the legal profession. Through his writing, he aims to empower lawyers to control their careers and make informed decisions about their professional development.

One of Barnes's fundamental philosophies in his writing is the importance of networking. He believes that networking is a critical component of career success and that it is essential for lawyers to establish relationships with others in their field. He encourages lawyers to attend events, join organizations, and connect with others in the legal community to build their professional networks.

Another central theme in Barnes' writing is the importance of personal and professional development. He believes that lawyers should continuously strive to improve themselves and develop their skills to succeed in their careers. He encourages lawyers to pursue ongoing education and training actively, read widely, and seek new opportunities for growth and development.

In addition to his work in the legal industry, Barnes is also a fitness and lifestyle enthusiast. He sees fitness and wellness as integral to his personal and professional development and encourages others to adopt a similar mindset. He starts his day at 4:00 am and dedicates several daily hours to running, weightlifting, and pursuing spiritual disciplines.

Finally, Barnes is a strong advocate for community service and giving back. He volunteers for the University of Chicago, where he is the former area chair of Los Angeles for the University of Chicago Admissions Office. He also serves as the President of the Young Presidents Organization's Century City Los Angeles Chapter, where he works to support and connect young business leaders.

In conclusion, Harrison Barnes is a visionary legal industry leader committed to helping lawyers achieve their full potential. Through his work at BCG Attorney Search, writing, and community involvement, he empowers lawyers to take control of their careers, develop their skills continuously, and lead fulfilling and successful lives. His philosophy of being proactive, persistent, and disciplined, combined with his focus on personal and professional development, makes him a valuable resource for anyone looking to succeed in the legal profession.

About BCG Attorney Search

BCG Attorney Search matches attorneys and law firms with unparalleled expertise and drive, while achieving results. Known globally for its success in locating and placing attorneys in law firms of all sizes, BCG Attorney Search has placed thousands of attorneys in law firms in thousands of different law firms around the country. Unlike other legal placement firms, BCG Attorney Search brings massive resources of over 150 employees to its placement efforts locating positions and opportunities its competitors simply cannot. Every legal recruiter at BCG Attorney Search is a former successful attorney who attended a top law school, worked in top law firms and brought massive drive and commitment to their work. BCG Attorney Search legal recruiters take your legal career seriously and understand attorneys. For more information, please visit www.BCGSearch.com.