Of course, the ranges of subjective criteria used by firms to identify associates who will make a "good fit" don't necessarily show up on official evaluation forms. In the past, these criteria were most often based on the lateral associate's potential for technical excellence. But changes in the profession—including increased competition, diversification, and the need for practice development skills—now have many firms seeking a different kind of standard to apply. Such criteria can vary depending on the kind of practice, the firm's strategic plan, its culture, and the like. But whatever the measure, when combined with standard evaluations, identifying those who possess the following traits will assist in separating the potential partners from all the rest. What to look for when screening lateral associates:
- Ingenuity. Law firms can no longer afford to retain (and, ultimately, support) "employee-type" practitioners. Excellent lateral candidates on the associate level are often the people who don't wait for others to take the initiative, are eager to assist with client and firm problems, and work closely with other practitioners as well as the firm's non-lawyer staff.
- Respect and professionalism. Most law firms now want potential partners who will have the credibility with professional staff needed to make staff feel good about their contributions. This is especially important for younger staff members who are unlikely to stay if they see that the firm consistently brings laterals on board for whom they would be reluctant o work.
- Interpersonal skills. Although few firms expect lateral associates to arrive with large books of business, now more than ever, potential partners must have the one trait that make client development skills attainable—the ability to relate well to a diverse group of people in general. This is especially true in firms where older rainmaking partners are nearing retirement and want assurances that the generation that follows will retain the client base needed to fund their retirement. So a key question to consider is: Will this person go on to develop good relationships with existing clients and prospects?
- Cooperation. Does the lateral operate separately without interacting regularly with his/her peers? This may indicate a lack of potential for the diversification of services that the profession now demands and an inability to accept the now essential team-oriented approach to legal matters.
- Computer and technology skills. All lateral associates should be comfortable with today's technology. And, contrary to popular opinion, not all new associates are. Not knowing or being unwilling to learn the technical skills that clients demand will ultimately be an obstacle.
- Leadership. Of all these informal criteria, leadership is the most important. To assess a lateral prospect's skills and capabilities in this area, some firms use a leadership inventory profile. Administered by a psychologist, it identifies strengths and weaknesses so that otherwise strong candidates can see where they need to improve.
How your firm's existing partners can help. It is, of course, the responsibility of partners to assist with the groundwork that allows lateral associates to shine. Partners must offer all lateral hires guidance, provide opportunities to lead, and enhance their overall knowledge through mentoring in the ways of your law firm. For instance: Many law firms now take definitive steps to get their lateral associates out into the legal community to watch their home-grown attorneys in action. In some instances, new hires are required to follow partners to depositions and court appearances, as well transactional deals and negotiations.
Law firm recruitment staff can assist in the process by ensuring that their long-range partner-development plans include at least some of the following training options:
- In-house seminars on leadership and management by partners or outside consultants. This training is as important as CLE.
- Expanded orientation. Turn it into an ongoing process of education.
- Mentoring programs that work. It's always easier said than done. But personal attention and contact will ensure that potential partners receive the degree of attention that is needed for current owners to recoup their investment in new talent.
- Seminars in which the managing partner offers training pointers in leadership and management. Not every partner needs to know how to run the administrative side of the firm, but chances are your firm's managing partner has a lot to share that could help associates work on the skills needed to serve as a leader/manager.
- Ways to identify lateral associates with partnership potential early and often. Partner-in-training programs—some of which span two years—are excellent preparation for all the firm's associates. Send strong candidates to a leadership programs. Get them involved in client meetings. And give them training in the psychology of dealing with clients.
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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.
- 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.
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.
