The Importance of Not Being Overly Earnest; Why Patience is A Virtue

My job as a legal recruiter is to get offers for my candidates. Think about it: as a job seeker, it is better for you to have as many offers as possible to choose from. Then the decision whether or not to join a particular firm lies with you, not with the firm. In order to get offers, however, you must not blow your interviews by asking inappropriate questions. Candidates often ruin their chances at further consideration without realizing they have done so.

What Not To Ask.

1. Don't Ask About Salary. Ever.

Yes, we know you want to know about salary, and the information may well be provided to you. However, it is not appropriate for you to broach the topic during an interview. The initial discussion of salary needs to be the law firm's prerogative at all times, and they may act on that prerogative at some point during the interview process. I have often heard of interviewers or even law firm recruiting coordinators who will bring up salary and bonus structure right off the bat. I have seen this happen particularly when a candidate is moving from a larger (read: higher-paying) market to a smaller market; sometimes law firms want to make sure a candidate understands that they will be taking a pay cut because the cost of living is lower in that geographic region. This happens especially in law firms where salaries are lockstep. However, not all law firms operate with a lockstep salary structure.

Some law firms will not want to bring salary up until they are ready to offer. This may happen for several reasons: for example, some law firms pay different associates different salaries. A law firm may compensate a particular associate in non-salary ways, for example, paying for moving expenses, bar dues, or bar exam costs if relocating to another state. They may choose to incentivize associates by paying generous hours-related bonuses, or even giving a percentage of business brought in, rather than a more lucrative base salary. Certain firms are notorious for asking laterals to take a seniority hit as a matter of course, and they may not decide until they are ready to make an offer what class year they will offer the candidate. If the candidate is transitioning to another practice area, he or she may also be asked to step back in class year. Walking in the door, you do not know how a particular law firm operates in terms of how it compensates its associates.

Be patient. The firm will tell you what they have in mind in terms of salary when they are ready, either during the process or when they make you an offer. At that point you can decide to move forward, or, if you are at the offer stage, you can attempt to negotiate a different salary.

2. Avoid Partnership Track Questions.

The candidates I work with often want to know about partnership track, and for good reason. Some associates don't want to end up an unmarketable 20-year associate. Some are working under a partner who will clearly never retire, and they see no chance to cultivate their own business or make partner themselves. This is a frustrating experience for obvious reasons.

However, for similar reasons to questions of salary, partnership track questions are almost always off limits until there is an offer on the table. After you have your offer, you may ask what the partnership track is, but do not be surprised if the firm tells you that each partnership decision is made individually, as this is often the case. Especially in this economy, some practice areas simply have greater need and greater growth than others. Some groups in firms will have partners who will retire in the foreseeable future. Beware the workaholic partner, however; some partners who claim they want to move to Florida and work on their golf game are not emotionally ready to let go of law firm life, and never will be. This is unfortunately something that can be hard to ascertain until you have worked at a firm for some time.

3. Hours and Lifestyle- Listen, Don't Ask.

Many of my candidates have questions about the hours, lifestyle, and collegiality of certain law firms or groups. Again, asking these questions at the wrong moment during an interview can mean the end of the interview process for you. However, you can learn a lot simply by keeping your antennae up during an interview.

I have noticed that if a firm is proud of the lifestyle and collegiality of its people, the associates will usually tell you voluntarily. Ask open ended questions that will allow you to glean whether lifestyle and atmosphere are points of pride in the law firm. For example, "Tell me why you love working here, " is a perfectly appropriate question. You can ask more than one associate this question. Notice the answers they give; if no one volunteers the information you seek, make a mental note. Avoid asking more direct questions about part-time hours, work-life balance, how many people have children, and what time associates usually go home in the evening. Any of these questions may end your candidacy at that firm.
 

• See Top Ten Interview Questions for more information
• See Interviewing Tips for more information

Asking about hours requirements can be a pointless exercise anyway. I am aware of firms with a 1900 hour billable requirement and a 2300 hour "real" requirement. If this is the case, these firms will not usually give you this information during an interview, so it will do you no good to ask. If they have something extra-positive to share in this regard, they will almost always volunteer it. Some firms will brag about how congenial everyone is, ho w manageable the workload, or how the stated hours requirement is in fact the "real" requirement.

If this does not happen, pursue other avenues for figuring out this information.

How to Get the Information You Seek.

There are several ways you can get salary information, or at least get an idea what you may be looking at. If you are working with a legal recruiter, they may be able to give you a ballpark figure, especially if you are dealing with a lockstep firm. However, don't be surprised if your recruiter can't tell you, or is not comfortable giving you an exact figure, largely for the reasons stated above. While a recruiter may be able to give you an estimate, the firm may have a creative compensation structure that does not necessarily match up with the recruiter's past experience.

Recruiters can also be very helpful when it comes to lifestyle, hours, and atmospheres of firms. They are skilled at learning inside information about law firms, either through their relationships with the firm's recruiting coordinators or through the attorneys they have placed in that firm.

Another avenue of which I am a big fan is your law school career services office. Some collect and save information, much as recruiters do. Some will direct you to associates or partners at that firm who are alumni of your school. If you are direct and persistent, you may be able to get these people to speak frankly to you. Tell them honestly that you are talking to the firm and want to get a better idea of what it is like to work there.

Of course, there are several online resources that contain information about law firms. Infirmation, Glassdoor, and Lawfirmstats all contain information which may not be 100% accurate, but can give you some idea of what you are looking at. Legal tabloids like Above The Law and JD Journal also contain discussions about salary, lifestyle, layoffs, practice details, and particularly difficult partners that you will want to know about. Do your homework.

In sum, the decision whether you work at a particular firm should be yours, not the firm's. You will not be able to make that decision unless you get the offer, and you won't get the offer if you blow the interview by asking inappropriate questions. The above tips should help you to get as many offers as possible.

Learn why attorneys usually fail law firm phone-screening interviews in this article:
 

• Why Most Attorneys Fail Telephone-Screening Interviews

See the following articles for more information:

• 21 Major Interview Mistakes to Avoid at All Costs
• The Best Way to Prepare for a Job Search and Interviews
• How to Talk About Other Interviews in Your Interviews
• How to Answer the Tell Me About Yourself Interview Question
• How to Answer the Do You Have Any Questions for Me Interview Question

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.

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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:

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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.
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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.

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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:

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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.

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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.

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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.

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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.