For the past few years, it has been next to impossible to read a week's worth of trade publications and not find a discussion on associate compensation. In a number of markets (including Connecticut), firms are relying more heavily than ever on associate compensation as a recruiting tool. The emergence of various Internet “chat rooms” where associates discuss their firm's compensation structure relative to others reinforces the fact that associate compensation is a hot topic.
Unfortunately, for many associates, high compensation is not the foundation for professional happiness. If it were, firms offering above market compensation would be experiencing below average turnover. Given that nearly every firm is struggling with associate retention, above market compensation may not be the panacea. In fact, above market compensation can be counterproductive when it is tied to higher than normal billable hour expectations. After watching wave after wave of associates leave for greener (though not necessarily richer) pastures, it is apparent that there is a certain disconnect between compensation and retention. Compensation is important in retaining associates, to a point. Given the constraints of supply and demand, law firms need to be competitive with their compensation packages. This does not mean they have to lead the market.
Training and Mentoring
It is widely recognized that passing the bar exam does not mean that newly minted lawyers are trained to produce legal work. Unfortunately, the legal industry provides less training for its lawyers than most other professions. By contrast, accounting firms often require 40 training hours per employee each year; most accountants exceed 40 during the early stages of their careers. Rather than spend time and money on training, some law firms set associates loose and assume they will learn on the job. Given the obvious professional liability risks and potential for write-offs related to “training” time, this is not a productive long-term solution. From the associate's standpoint, working on a new and seemingly insolvable legal situation can be demoralizing. It can also provide an incentive to look for a firm where training occurs regularly, and those in charge of training are recognized for their efforts.
In some firms, partners assume a mentor, or role model status and are in charge of training associates. It is hard to understate the importance of effective role models for young professionals, many of whom are trying to develop their own professional identities. Mentor programs can be very effective at limiting associate frustration while helping them feel part of the team. Of course, effective programs help reduce associate attrition. The best programs have written guidelines and mentors are held accountable for their performance in the mentor role.
Communication
Picture yourself working as hard as possible to meet an organization's goals, but having no idea what the actual goals are. For most of us, that situation might be rather unpleasant. It might also encourage us to participate in closed door meetings to fan the fire of an already hot rumor mill. The leaders of law firms are in the perfect position to ensure that this does not happen. While not every detail of the firm's plans needs to be divulged, it is important that every lawyer and employee in the firm understand the firm's goals and their role in helping the firm get where it wants to be. Perhaps because firms have been so busy for the past few years, many have forgotten to tell associates what they need to do to help the firm (beyond billing hours).
One of the most important things to communicate to associates is the firm's expectations. Many firms discuss individual performance and expectations during a structured performance appraisal and review process. Done correctly, the performance evaluation process can be useful and may play a role in reducing attrition. Firms should also discuss with each associate the criteria for attaining partnership status and how the associate is performing relative to the criteria. A firm's inability (or reluctance) to clearly establish partnership criteria can lead associates to the door. In addition to clearly articulating the requirement for partnership, firms have to apply the criteria consistently and fairly.
Firms that want to minimize the rate of associate turnover need to consider associates an important part of the bigger organization. Many firms like to think of themselves as operating as teams. It is odd, then, that some members of the team are playing in the dark. Effective communication can be formal or informal. Whatever the type, it needs to occur continuously. Moreover, it cannot all be bad news.
Client Interaction
Providing associates with direct client interaction can have a number of benefits. First, by showing the client that the firm offers expertise beyond the originating partner, the client's comfort with the firm should grow. Second, by spreading the client contact among multiple lawyers, the firm increases the institutional knowledge about the client's business and current and future legal needs. This is extremely important when you consider that many law firm clients believe that their lawyers do not understand their business. Third, from the associate's standpoint, interacting with clients is part of being a legal professional. Most lawyers prefer to not be holed up somewhere churning out legal briefs; they prefer the sometimes dynamic interaction with clients. Associates are no different.
Leadership Opportunities
To help associates understand that their input is valued and carries some weight, look for opportunities to involve them in management and decision-making. This does not mean everyone should run the firm. It does mean that everyone should be able to make an impact. Obviously, associates are not “owners” of the business. However, they are future owners. In order to train them to tackle leadership roles and act as owners when their time comes, offer them limited management roles early in their careers. Such roles can give them a break from legal work and offer different challenges than they get in day to day work. Some firms have succeeded by involving associates in committees that present “associate issues” to the managing partner or management committee.
It is also important for firms to review the workflow for young associates. To help associates grow and develop, firms should look for opportunities to give associates assignments that are one to two steps beyond their reach. For most lawyers, the natural career path is one where they move from being strong individual contributors to having more and more management and client responsibility. Usually, the in-between transitional steps include managing a team of peers or younger associates; managing transactions and other lawyers' personalities; building client relationships, and then developing new business and clients for the firm. At each step, the lawyer experiences a transition. By pushing younger associates to handle the transitions as soon as practical, law firms can create well-rounded, satisfied professionals and future leaders.
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How to Hire a Legal Recruiter for Your Law Firm: How Law Firms Recruit Attorneys Using Legal Recruiters |
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.
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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.
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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.
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- 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.
Harrison Barnes does a weekly free webinar with live Q&A for attorneys and law students each Wednesday at 10:00 am PST. You can attend anonymously and ask questions about your career, this article, or any other legal career-related topics. You can sign up for the weekly webinar here: Register on Zoom
Harrison also does a weekly free webinar with live Q&A for law firms, companies, and others who hire attorneys each Wednesday at 10:00 am PST. You can sign up for the weekly webinar here: Register on Zoom
You can browse a list of past webinars here: Webinar Replays
You can also listen to Harrison Barnes Podcasts here: Attorney Career Advice Podcasts
You can also read Harrison Barnes' articles and books here: Harrison's Perspectives
Harrison Barnes is the legal profession's mentor and may be the only person in your legal career who will tell you why you are not reaching your full potential and what you really need to do to grow as an attorney--regardless of how much it hurts. If you prefer truth to stagnation, growth to comfort, and actionable ideas instead of fluffy concepts, you and Harrison will get along just fine. If, however, you want to stay where you are, talk about your past successes, and feel comfortable, Harrison is not for you.
Truly great mentors are like parents, doctors, therapists, spiritual figures, and others because in order to help you they need to expose you to pain and expose your weaknesses. But suppose you act on the advice and pain created by a mentor. In that case, you will become better: a better attorney, better employees, a better boss, know where you are going, and appreciate where you have been--you will hopefully also become a happier and better person. As you learn from Harrison, he hopes he will become your mentor.
To read more career and life advice articles visit Harrison's personal blog.
