‘Tis the Season (For Recruiting)

It's recruiting season at law firms again. You can take the recruiter out of a law firm, but you can't take the law firm out of this recruiter. After many years spent coordinating or managing law firm hiring programs, I cannot help but think about the fact that it's that time of year again.

On Campus hiring starts much earlier, now that most law schools have pushed their schedules back from fall and into summer. Many have already visited a campus this August. If you pay attention in a few weeks, you'll notice all the gray and black suits accompanied by associates in restaurants all over town, having the famous interview lunch.


This year the landscape of recruiting programs has undergone a renovation and for many legal employers, it will be a work in progress for most of the fall. It is more difficult for firms to determine how many offers to extend to get the "right" number of hires to fill up their summer associate programs or round out their incoming associate classes, but to not wind up with more associates than they can provide work. It is difficult to anticipate what the needs of various practices areas will be due to economic uncertainties.

For the first time in many years NALP has revised the guidelines for students and employers and rolled the deadlines for decisions. There has been a change in how many offers law students can hold and for how long. Whether and to what extent law students are aware of the soft legal market and the number of firms who have had reductions in force remains to be seen.

Whatever the circumstances at your firm, a best practice any year and especially this season, is careful preparation. If you are an attorney or hiring manager in the trenches of a firm and expect to conduct on campus interviews or meet with call back candidates, now is the time to determine the answers to the questions that law students ask every year and to set the stage for how to handle new and possibly more sensitive lines of questioning, without really having certainty of what the future holds for the industry or your particular firm.

This is a year when every one participating in the recruiting process will need guidance. An interviewer training is usually standard, this year it is definitely a good idea. Providing a well crafted message on how the firm wants interviewers to convey answers to questions about lay offs, any changes in policies for extending offers, and what size program the firm is aiming for, or any other concerns you can anticipate, should be decided on as soon as possible.

One bit of insight you might consider is that it is not necessary to raise topics or offer more information than necessary, unless there is a question from a candidate. Especially if there is ambiguity about hiring needs and practice groups, or the size of the program. It can be harmful in the way a firm is perceived and call attention to areas that would never have crossed a law students mind.

There are always cases where a firm may have had a recent partner departure, and wouldn't you know, one of the candidates that is visiting the firm will turn out to have been a fan of the partner who left. Maybe they took a course the person taught at their law school, or heard them speak. Having an answer if a candidate asks about such matters is important, but it does not need to brought up with the candidates who do not ask.

I have noticed from meeting with numerous firms and listening to their perceptions of the way they are viewed externally (both positively or negatively), that events within the firm may feel way more obvious from the inside than they actually appear from the outside. These are law students and they are primarily worried about getting a summer job and what their prospects for receiving an offer will be if they accept a summer offer. Likewise for third years looking to have a back up option or a position following graduation. This is a distinctly different audience than lateral partner and associate candidates.

Many firms have held or are planning interviewer trainings. A measure of additional support for having a consistent message for recruiting regulars and pinch hitters would be preparing a brief fact sheet with commonly asked questions and the appropriate answers, that can be updated as needed should things change, and distributed electronically when schedules and resumes are circulated. It can be done to suit each individual firm, and go beyond the basics out lined here and include ways to address distinctions between your firm and competitors, whether the firm allows splits, or anything else your recruiting team feels will be useful to include.

It never ceased to amaze me how under informed many partners were about such things, but they are usually just too busy to think about it until they are asked. Having the answers will make your interviewers look good and enhance the esteem with which a candidate sees the firm.
By proactively determining and managing the tone to be set this year, rather than leaving it to chance or to the individual of discretion of each interviewer, the process will go much more smoothly for everyone. People appreciate being informed and offering law students the answers to what seems so mysterious to them at times, shows good faith and transparency on the part of the firm.

As an added bonus, sharing plans for the summer program or incoming associate hiring plan might provide a measure of comfort about the health of the firm. Affirming that there is a future and thinking ahead to another summer program could boost morale and calm down the anxiety level. Even in the most stable and profitable firm, the rumor mill is swirling because anyone in the industry cannot help but notice what is going on all around them and wonder if their firm is alright.

A successful recruiting season is far more likely if these measures are taken in advance and applied in the communications between interviewers and prospective hires, so that the firm is presented well and accurately. If you participate in your firm's recruiting program and there has not been a training session scheduled or any background information distributed, definitely inquire with your hiring manager or partner. They are probably already working on it, but if they are not, they are likely to appreciate the suggestion.

What this hiring season will look like in retrospect remains to be seen. It's a mystery, just like the way Santa gets in and out of those tiny chimneys when he is so big and beautiful. We may never know about Santa, but for this recruiting season, we'll have the answer in a few months.
Season's Greetings and good luck with your hiring!


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.