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:
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
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.
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.
