How Much Do You Want It? Pursuing Career Fulfillment and Success: How Hard Are You Willing to Work to Have a Positive Career Transition?

Isn't that what a legal recruiter is for? To save candidates time and energy? To cut out needless running around? To open doors and find new opportunities? To do the busy work of creating a professional submission and sending it out? To do the selling?

Legal recruiters do all that and more. Not only do they manage vast amounts of information and stay in continuous touch with the needs of their candidates and the marketplace, but they also act as career counselors, confidants, advisors, and strong advocates. However, there are certain aspects of the job hunt where the outcome will be determined by the attitude of the candidate and his or her willingness to get involved in the process.

A classic example comes to mind that repeats every year. In late fall or mid-winter, legal recruiters will start receiving calls from extremely well-credentialed associates at top firms who have been given the official or unofficial word that partnership will not be happening for them in the near future. Many of these attorneys are brilliant, have accumulated top experience, and are extremely skilled at what they do. Partnership prospects are often a reflection of timing, internal politics, and work flow in addition to the "partnership qualities" embodied by a senior associate (or counsel). The smart associate knows this and doesn't let his or her attitude get soured by the process if his or her goal is not achieved. The smart associate also doesn't stay in a situation where he or she will not feel successful.

Michael (not his real name) was a classic example of how to do it right. He called after getting the bad news. We had a long conversation. First, he described his path from high school on. He gave me a good sense of his goals as an undergrad, how he chose his major, when and why he became interested in the law, and how he chose his law school. He described his law school experience: what areas of the law excited him, what activities he excelled at, how he chose his summer work, and how he eventually decided where to begin his career. Along the way, I learned about his other non-legal interests and work experience, his lifestyle, the types of people he likes to be around, and the broad goals in his personal life as well as in his professional life.

After building this historical foundation, Michael described his current firm in detail. He told me about his early years, the mentoring he received, the partners he worked for primarily, the range of his practice matters, his hands-on skills, his strongest areas of expertise, and those areas he wanted to shore up. He also described the politics of the firm, the process of consideration, and how his prospects for partnership had been evaluated.

Most importantly, he described his current feelings at not being offered partnership. He was fundamentally disappointed. He was angry and frustrated with a few individuals who had let him down. He described a sense of injustice that he was the victim of a badly timed practice group migration that left him without a critical mass of support. In most other firms he would have made partner in a heartbeat. Now, he had to reevaluate everything.

It's a mistake to try to deny disappointment or anger. If shoved under, these feelings will often surface later in unexpected ways, usually not productive. Michael's gift was his ability to feel the negatives of this unexpected outcome while simultaneously having a positive vision of the future and shifting his sights to the tasks that needed to be done to reach his goals. Not all attorneys can do this. Some need a grieving period before they can consider new options.

During our initial conversation Michael's goals became apparent. He had given them a lot of thought. Partnership at a respected firm was paramount to him. His geographic location was also somewhat limited. He was willing to expand his practice area. He was willing to have some patience regarding the time required at a new firm for "consideration" if the long-term prospects were very attractive. He was flexible regarding the size of the firm as long as he respected the attorneys and felt the firm was sophisticated and highly reputable. By the end of the conversation, I knew what information I needed to gather for him.

When I am presenting possible opportunities to candidates, I usually offer them things just slightly outside of their stated limitations to test whether they are truly wed to their descriptions or whether there are other opportunities of interest that they might not have considered or even realized existed. Given Michael's flexibility in key areas and my desire to make sure he had considered all of his options, I presented him with a list of about 20 firms.

To his credit, we discussed each of these in detail, even those that at first glance he rejected. This discussion afforded me further insight into what would work for him, how he evaluated a law firm, and his network of colleagues and acquaintances. We ended up submitting his papers to about eight to 10 firms. We spent more than a week preparing a beautiful resume, a detailed cover letter, a finely tuned and in-depth business plan, and a list of representative matters.

Five firms offered Michael interviews. At this point in the search, he assumed a schedule similar to that of an attorney preparing for a trial. His wife was on notice that he had to devote full energy to speaking to firms. He did his normal law firm work very early and very late and devoted a number of days to interviewing and working with me to prepare for interviews.

During the preparation process some firms became less attractive in both our minds, but Michael insisted on interviewing with them regardless, to hear what they had to say and to learn how they viewed candidates with his background. After a rugged three weeks of screening interviews, callbacks, and follow-up, Michael knew in his gut where he would be happy and where he would have the greatest chance of success, as defined by him.

Michael received three offers and eventually accepted an offer from the firm he had targeted as his number-one pick. Even after the offer, Michael continued to formulate questions and consult me and his network of colleagues for advice in negotiations.

Michael was actively involved in each stage of the process. At the same time, he was respectful of my experience as a legal recruiter. He listened and he trusted. When there was a choice between less effort and making assumptions about a firm versus speaking to a firm and investing the time to meet the people and get real answers, he always chose the latter.

No law firm is a bed of roses, but Michael is happy with his decision. He has become a successful rainmaker and is nearly assured of partnership in the next year. I was lucky enough to play a role in Michael's search, but I'm convinced the attitude and energy he brought to the process were the major factors in his successful transition.

Contrast Michael's approach with the approaches of a number of other attorneys who have asked me for help in similar situations. Often, anger and disappointment stand in the way of moving forward or allowing goals to evolve. Associates will ask me to get them an interview at a firm very similar to their old firm that will provide broad assurances of partnership in one or two years. These candidates will be quite limited in terms of what firms they will consider or with whom they will speak. And if a low-ball offer comes in, they may respond with a knee-jerk rejection rather than a thoughtful negotiation and exploration.

A candidate's attitude communicates everything about that person's underlying assumptions in life. Whether you are an electronic engineer with a newly minted J.D. who thinks the intellectual property world owes you a living or a senior associate Harvard grad at a top firm who just missed making partner, a spirit of openness, interest in new possibilities, and a willingness to get out and speak to people go a long way. A sense of entitlement is not attractive in a candidate and rarely leads to career success or pleasure.

Conversely, spending time speaking to people, trying on new options in your thoughts, and letting your curiosity guide your explorations can lead to unexpected but extremely successful career transitions. Your recruiter can give you general descriptions and guidance, but no one can tell you exactly what is right for you. Only you can determine that.

The phone call to your recruiter is the first step. Your recruiter has his or her role, and you have yours. Are you willing to take responsibility for your attitude and make adjustments if necessary? Are you willing to open your mind to new possibilities in various aspects of your search? Are you willing to take the time to speak to a variety of people even if the payoff may be information or inspiration rather than an offer? Are you willing to be patient and tolerate uncertainty as you go through the process? Success and career fulfillment can be yours. How much do you want it?


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.