Relocation! Relocation! Relocation!

Without naming names (!), the range - even for a move from London to New York - was stunning. One top firm's absolute maximum for moving costs was $3,000, whereas another top firm offered $10,000 without a moment's hesitation. The "average" seemed to be somewhere around $6,000. I should note that all firms offered airfare as part of the package; and that the airfare was exclusive of the above referenced costs. It was quite a learning experience for my candidates, and I decided to write about this topic, as I felt that readers might benefit from the information in several ways.
  Are Moving Costs Fair with Respect to Your Market?
By referencing the above numbers, you should be able to gauge whether your moving costs are fair if you happen to be moving from one top firm in London to another top firm in New York! However, what if you are making the move from Chicago to Denver? Your recruiter should be able to tell you what his candidates have been offered in the past. If he cannot, then you might want to ask him to inquire among his clients (who are comparable in size, prestige and location) to the firm that has made you an offer. If the moving costs are in the average to high range, then consider yourself fortunate and move on to any other outstanding issues with respect to the offer. If the moving costs are below average, then you may decide that you wish to ask for additional moving costs and feel very confident making such request. In either case, information is power!
  What Is the Policy?
If you feel that the moving costs are low and opt to request an increase, then the manner in which you present your request is important. The top tier firm that offered $3,000 for a London to New York relocation had a very firm policy that they did not go above $3,000 under any circumstances. Thus, unless you are willing to forego the offer, you should not present your request as an ultimatum. For example, you do not want to suggest that you cannot accept the position unless the firm increases the relocation costs because then if the firm does not increase the costs (or cannot due to their own internal policies), then you will either be forced to decline or look as if you were bluffing. The latter is definitely not the approach you want to take with a new firm!
Do Not Be Myopic or Extrapolate
I have seen candidates focus on one issue to exclusion of other, in some cases, more important issues. When you are evaluating whether to accept a position, do not get hung up on any one factor. Rather try to evaluate the offer in its totality. What is the total compensation package? Do other benefits (health insurance, life insurance, gym membership, on-site daycare, etc.) outweigh low moving costs? How will the position benefit your career in the long term? Will the position allow you to grow and develop, and ultimately create better opportunities for yourself in several years? While it is very hard to go out of pocket to accept a position, it is worse to be myopic, i.e., to focus only on the moving costs rather than the overall benefits of the position.


I want to say one final word about moving costs: do not extrapolate a firm's policy on moving costs to any overall statement about the firm and its treatment of its employees. Over the course of the summer, I had one candidate compare a firm's unwillingness to increase its moving costs to dating versus being married. I am sure you get where I am going here, but the candidate said "If this is how they are treating me while they are supposedly still courting me, how will they treat me once I accept?" I reminded the candidate that we were talking about a top tier firm where associates - including the associates with whom the candidate had spoken during the interview process - were extremely happy with the quality of their work, their relationships with partners and peers, and the overall environment at the firm. Again, you need to look at the totality of the offer and that includes what you learned during the interview process from the people who actually have experience - sometimes years of experience - working at the firm.
 

• See Guidelines on Reciprocity or "Admission On Motion" among the States as per American Bar Association for more information.

  Conclusion
Please know that I am not suggesting that you should simply accept what you are offered. Rather, I am suggesting that you need to evaluate moving costs by asking yourself a few simple questions. First, are the costs fair with respect to your market? Second, if the costs are not fair, what is the best way to ask for an increase? If you decide not to ask for an increase or your request is denied, do the overall benefits - compensation, other benefits and/or long term career advantages - outweigh the low moving costs? The key is to research the topic, decide how best to proceed, and evaluate all factors!


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.

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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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.

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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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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.