Be Sure About Your Law Firm’s Business Objectives Before Hiring Laterals

One reason: Many law firms suffer from skewed priorities. It is estimated that in their efforts to integrate laterals, large law firms spend almost 85% of their time discussing administrative paperwork, 10% on practice-group and client issues, and 5% on firm interests. Small and midsize law firms miss the boar on this, too, she says: They devote about 75% of their efforts on lateral integration to administrative paperwork and 20% to practice groups. Laterals are basically expected to "get their assignments and start working quickly."
A better approach: When you get a request to find a lawyer with expertise in a particular area, first search your database of existing talent to see if anyone in the firm has what is needed. If not, you need to get more detailed information from the practice group before you pick up the phone to call a headhunter. To find and integrate the "right" laterals:

1. Develop a recruiting profile. This will describe the types of candidate you'll want to interview and those you'd never want to hire. Questions for the practice group:
   
   Do you want candidates whose clients at their present firms were drawn to them because of their particular area of expertise?
   
   Along with the expertise, are you looking for client and management skills, leadership abilities, confidence, and organizational talents?
   
   Once you have the general answers to these questions, you have to refine them to be sure of getting and integrating the right person. "It's very nice to say you need laterals to have this expertise, [that] you want them to handle day-to-day client matters and to assist in managing the practice group. But those are all kind of blurry things." Your integration plan should begin by making them clear and sharp.
    
2. Evaluate what's right and wrong with the group as it now stands and whether the lateral hire will enhance what is right, solve what is wrong, and help the group meet its business objectives. The goal is to find the right person and not just react to a partner who has the clout and business to say, "I need a body now." There's nothing wrong with this, but it's essential to ask the partner to justify the request. How should your firm handle such situations? How will the internal working of that practice group enable that [lateral] to, for example, assist in managing the group or handling day-to-day client details? This is a critical question that should be the foundation for an integration program."
    
3. Consider how your firm's structure could prevent successful lateral integration. For example, say the firm needs someone to assist in managing a practice group. If the other members of the group entered the firm as new associates, they'll be less likely to accept a newcomer unless he or she is uniquely suited to the role. How should your firm handle such situations? Spell out the competence levels that the firm expects in three, six, and 12 months. And hold the practice group accountable by asking laterals to project revenues and then taking a look at the end of the year to ensure that the new hires are on track. "If you're hiring a senior person, paying large headhunter fees, and expecting that this person is going to pick up a lot of slack, there ought to be some accountability. The integration program should start with the business plan."
    
4. Have a plan to introduce laterals to the firm's clients. Typically, firms offer clients a quick marketing speech about a new lateral hire and little more. But such an introduction, which leaves it up to the new hire to jump in and get to know his or her new clients, leaves much to be desired. How should you go about it? Have a partner go with the lateral associate on an onsite visit to a client, scheduling half a day to meet with the various people in the client's office who deal with the firm. This makes a much better working introduction, which gives the lateral a presence and a chance to begin to understand the client's business and make some connections with all the relevant people.
    
5. Address problems associated with recruiting rainmakers for the sole purpose of boosting an ailing practice group. A department may be trying to gain respect, to pump itself up, to keep business away from competitors. It's trying to get a reputation, so it needs the lateral because it's not yet good enough.

 

Interested in Learning More About Legal Hiring? Read the Definitive Guide: 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.

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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:

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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.

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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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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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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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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.