I am Superman

In my estimation, confidence reigns supreme. My friends are snickering as they read this because most will agree that my confidence level does not need improvement. I thinks it is actually an attribute in my profession. Come to think of it, I cannot think of any profession where this would not hold true.

But, alas, confidence is not everything. As much as I like to think that confidence is the ultimate trump card, confidence has sometimes failed me, or, at least not been enough.


My best example is interviewing. Let me start out by saying that I am a terrific interviewee. It's true (see? confidence). So I begin each interview preparation session with a candidate by emphasizing what I know. The primary issue I target in each of these sessions is exuding confidence during the interview. "Confidence" is perhaps a nebulous term, but I get specific. Confident people look, act, talk and dress the part.

When I have finished stressing the importance of confidence, I address a second issue that really bears no relation to the above: the curve ball. And, my friends, there's the rub. I tell candidates to prepare for the out-in-left-field questions, but, isn't this really a contradiction in terms? How do you really prepare for the unexpected?

Well, in large part, you don't. Sometimes I really want to ask a candidate if he/she has a background in improv. That, I think, would be an immense plus. Strangely enough, a history of arguing motions before courts doesn't get you there. Judges can indeed ask tangential questions, but, personally, the issues judges raise are at least related to the case at hand. Interviews, though, are a different ball game. To say that certain questions come out of left field in no way encapsulates some interview behavior.

As mentioned, I am an interview master. However, I have been in interviews where the interviewer's line of questioning has left my mouth gaping. I'm thrown entirely off base. Yes, I know to expect the unexpected, but really. I mean, REALLY.

There are too many of said instances to discuss today; however, here are a few of my dear interviewing memories:
 

• See Top Ten Interview Questions for more information

Interviewee as deponent. I always approached an interview as everybody putting their best face forward. Sadly, this is not always the case. Sure, you make sure you brushed your teeth, ate a protein-rich breakfast (not in that order), put on your power suit, and spent that extra 5 minutes on your hair. You are set. Well, the interviewer may also be set, but he has clearly been reading a different interviewing guide than you. It's certainly not a BCG guide.

You get to the interview prepared to have a pleasant chat about your experience, and BAM! You begin to ask: Is this an interview or a deposition? This guy is not trying to make nicey-nicey chat with you, he is treating you as though you've done something terribly wrong. He's flat out belligerent. What is it, you ask? Should I have spent yet another 5 minutes on my hair? Should I have declined that extra cup of coffee from the kind recruiting coordinator?

Nope. It happens. I've been there. It was a painful thirty minutes (that felt like thirty days). How did the self-proclaimed interview master handle it? Well, surprisingly well. I was asked to return for more interviews, which I guess is good since I was convinced the first guy hated me. I'd like to say I rose above it, like a phoenix rising from the ashes. "No," I heard myself saying, "I wouldn't take this job if it were the last job on the market." So, naturally, I agreed to another interview.

The last laugh was unfortunately on me. Two hours before my call-back interview, my recruiter called me to say that the firm had hired someone else. I wanted to call this firm personally and tell them that I hated them and that, if the litigation market hadn't been so poor, I would not have even considered them. Of course I didn't. That was, in retrospect, a wise decision. What was a poor decision was setting myself up for more. Even at the time I felt like the abused spouse who returns to the abuser. Don't do it. If this happens to you, tell your recruiter what happened and expect him/her to address the issue with the firm. I wish that I had made it clear to my recruiter that I expected the firm to get such feedback. Oh well.

Interviewee as anonymous everyman off the street. I was interviewing with a large international firm in my chosen market. I was dressed in my power suit. I was prepped. I was focused. I was incredibly unprepared for what was to follow.

As I approached the large office building in my large market in my power suit and 5-minutes-extra hair, I instantly felt a little off. I looked up, and who should I see walking towards me but Superman. You know him: red cape, blue body suit, large "S" across the chest. Superman. I almost spilled my Dunkin Donuts coffee all over my power suit. Thankfully my 5-minutes extra hair was undisturbed. It turns out that it was Halloween, and I did not know that. I had gone to a Halloween party the previous weekend and had totally forgotten that interview day was the actual Halloween.

A little distracted, I proceeded up the elevator to my destination. Everything went surprisingly smoothly until I met the partner with whom I would be working. I walked into his office, and the level of disorganization was surprising even for a busy person. He spent about three minutes shuffling though his mess to locate my resume. When he found it, it was clear that he had never glanced at it before. His area of practice was primarily soft IP and mine wasn't (I had done a little but not much). He asked me whether I had a technical background, and I said "no." I think that my B.A. in the "Plan II Honors Liberal Arts Program" would have clued him in on that fact.

It doesn't matter. That was actually the least disconcerting incident that day. I took more offense to the 5-minute phone call he took in the middle of the interview. What can I say? Clearly I am not working for this firm now. In retrospect, I wish I had asked Superman if I could don his costume for the interview. Maybe it would have given me superpower strength. Or, heck, at least a good laugh.

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

• Why Most Attorneys Fail Telephone-Screening Interviews

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.
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• 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.