Why DIY?

As an initial matter, recruiting firms cannot be responsive to each and every lawyer. For example, independent recruiters do not handle entry level searches; that type of recruiting is often done directly at the law school level. Depending on a lawyer's background and the goals for his search, his resume may or may not be responsive to recruiting searches. For those individuals who have the type of background that is well-suited to one or more positions handled by a recruiting firm, then there are few, if any times when it would benefit that lawyer to "do it themselves" when it comes time to apply to firms.

One of the most important functions of a good recruiter is to serve as a consultant. As you approach the job market, isn't information the single most important resource? On your own, how do you know who is looking? How do you know whether you will be considered? If you have some information that certain firms are looking, where are they in the hiring process? It is important to understand that there are nuances in the job market that can affect a job search in subtle or dramatic ways. Although through contacts, friends, and colleagues, it is often possible to glean some information about one or two firms that may prove interesting, do you understand the market as a whole? A good recruiter explains the entire playing field, not just one or two players.


Having access to all the information an informed recruiter has (recruiters at BCG update themselves daily on breaking legal news, firm personnel transitions, and relevant business trends) in and of itself mandates using a recruiter. Later, we will also illustrate why most firms prefer to use recruiters for their candidate searches, even though there is a fee involved. The easiest way to address the "DIY" question from the job seeker's side is to give examples of situations where candidates may understandably believe that they are better off handling their own job search. That is rarely the case, however.

Example 1: You know your "dream firm." The single biggest mistake we see is candidates who approach their ideal employers at the wrong time. Why does it matter? It matters because in most circumstances, if the firm is not interested in a lawyer with your experience, credentials, and level of expertise, they will reject (or disregard) your resume. Furthermore, you may have just wasted your shot at interviewing with that firm. Some firms (not necessarily all), once they reject a candidate, will not reconsider that candidate. I encourage you to think about that for a minute: If you approach a firm on your own before understanding whether that firm has a need for someone with your background, you may be rejected. If they do need someone with your expertise at a later date, they will have a record that you have already been rejected. Thus, the difference may have only been timing. A good recruiter will submit you only when you have a good shot at getting an interview. A really good recruiter will be able to use his or her insight and contacts to arrange to submit you at a time when the consideration you receive will be optimal.

Example 2: You know your "target audience." Many lawyers rationalize that they know they only want to work for a 10 to 20 person firm who practices a certain type of law. Knowing the universe of firms who fit that demographic in their city, the lawyer will simply target those firms on their own. The problem? In addition to the timing problem described above, which cannot be understated, you may miss out on opportunities. When a lawyer targets firms based on demographic information, he or she may miss out on firms that are outside of that demographic, but that would be an excellent place for him or her. I hear that lawyers want to go to a smaller environment, or a mid-sized firm, or a white shoe firm. I always investigate why it is they perceive that that type of environment suits them. More compensation, or more responsibility? More flexibility or better opportunities for business development? The point is that generalizations are just that, and with a recruiter, you may very well discover that your job is with a firm that you wouldn't have initially thought of.

Example 3: You know that if you could just explain to the firm how much you wanted the job, they'd interview you. Although a smashing resume with on point experience is a great start, explaining the motivations behind approaching a particular firm or explaining anomalies in your background may make the difference in whether or not you get an interview. In the overwhelming majority of case, a lawyer isn't in a position to advocate his or her own case to a firm. In fact, it may be difficult for a candidate to even follow up and get a status on his or her candidacy. Recruiters are different. BCG is happy to report relationships with firms that are based on providing information on our candidates, and advocating for them. Firms and recruiters often have relationships which are based, in part, on making sure that the firm is properly considering and recruiting the right types of lawyers for their jobs. Simply put, most firms do not have relationships with individuals who approach them for jobs. We heard a story about a large firm who held a reception for young lawyers in order to tell these lawyers about how great it was to work there. When many of these attendees applied, they received no response of any kind. No phone calls were returned. This firm works with BCG and makes decisions on their candidates generally within a two week period.

Why is it, then, that firms seem to be more responsive to recruiters, when recruiters cost them money? It's actually a fairly straightforward answer: good recruiters provide value to law firms that are well worth recruiting fees for any particular hire. One firm recently gave BCG two jobs, and informed us that there were only 2 other recruiters they would trust with the searches. One of the benefits, the firm told us, is they knew they would only receive quality candidates. Therefore, recruiters streamline the hiring process so that firms are not paying internal personnel to filter through resumes received from other sources.

Some firms do receive resumes from sources outside recruiters, of course. Even so, BCG recently met with one hiring coordinator, who showed us her laptop. She said that she had 160 resumes from attorneys who had applied on their own and she had only a 40 minute break to consider all of them. She could recite almost from memory, however, the applicants through BCG. Which candidates are getting the best consideration in that instance?

There are at least two more examples demonstrating the utility of recruiters to the hiring process. One large New York firm contacted our office to let us know that even though they were removing a particular job from their webpage's recruiting section, it was still active. The hiring partner, however, was discouraged by the caliber of attorneys applying for the position, and wanted only those pre-screened by recruiters. In another instance, a boutique firm contacted BCG to handle a search, even though the webpage clearly stated that they did not want to be contacted by recruiters.

None of this is to suggest that it's impossible to get a job without a recruiter. That is certainly not the case. However, given the above examples, consider whether you would benefit from the consulting, the contacts, and the consideration a recruiting firm such as BCG.


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
• Family Law
• Trust and Estate
• 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.

• His articles on BCG Search alone are read by over 150,000 attorneys per month, making his guidance the most sought-after in the legal field. Read his latest insights here.
• He has conducted hundreds of hours of career development webinars, available here: Harrison Barnes Webinar Replays.
• His placement success is unmatched-see examples here: Harrison Barnes' Attorney Placements.
• He has created numerous comprehensive career development courses, including BigLaw Breakthrough, designed to help attorneys land positions at elite law firms.

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.

Harrison's reach, experience, and proven results make him the best legal recruiter in the industry. Don't settle for an average recruiter-work with the one who has changed the careers of thousands of attorneys and can do the same for you.

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.