What Do Law Firms Mean by “Hopping?”

“Hopping” is not something that just rabbits and kangaroos do.  The term is also employed by law firms to describe attorney candidates who have worked at a relatively large number of firms in a relatively short period of time.  The term is derogatory, in that firms usually jump to the conclusion that “hoppers” are undesirable because they are always unhappy – or always create problems – wherever they are, and this conveniently explains why they have to change firms more often than “normal.”  Unfortunately, there is no objective standard of how many firms in how much time crosses the threshold from “normal” to “hopping.”  Thus, some firms may consider a particular candidate a “hopper,” while other firms may not.  Nevertheless, there are some general guidelines that can help identify whether a particular attorney is likely to face this label.


In fact, the criterion for “hopper” has shifted over time.  In the “old days,” attorneys generally stayed at one firm.  Movement between firms was rare and often seen as suspect, such that even individuals who had a single move on their resume could be branded a “hopper.”  In more recent years, of course, such movement has become increasingly more commonplace.  This is due to a variety of reasons that have little to do with whether a particular candidate is serially unhappy or troublesome, but rather have much more to do with the changing nature of law firms and the legal industry itself.  Put another way, while there are undoubtedly problem attorneys out there who quickly wear out their welcome wherever they go, it can no longer be legitimately assumed that a candidate who has made several changes over the years necessarily fits in that category.  As a result, candidates with just one or two moves on their resume are now much less likely to be considered hoppers.  But an attorney who has four or five firms on their resume – especially if within a short period of time -- is still in danger of being stuck with the “hopper” label, thus cratering the attorney’s chance of an offer.  In these instances, it is best for recruiters to help prepare candidates ahead of time to successfully address the “hopper” label.  This can be done with carefully prepared answers to pertinent interview questions.  It can also be done more aggressively with rational explanations regarding each change in firms provided up front in the cover letter.  The goal is to demonstrate that the candidate left each firm for a variety of good reasons that do not reflect on the candidate’s character or fitness for a law firm.  For example, a firm may have gone under or been severely shaken by key departures, work may have run out, the odds for partnership may have been nearly insurmountable, clients may have been conflicted out, etc.  If the firm can be successfully persuaded that the candidate is not a “hopper” with all the negative assumptions that go with that label, then the candidate is more likely to be considered on the merits.

About Harrison Barnes

Harrison Barnes is a prominent figure in the legal placement industry, known for his expertise in attorney placements and his extensive knowledge of the legal profession.

With over 25 years of experience, he has established himself as a leading voice in the field and has helped thousands of lawyers and law students find their ideal career paths.

Barnes is a former federal law clerk and associate at Quinn Emanuel and a graduate of the University of Chicago College and the University of Virginia Law School. He was a Rhodes Scholar Finalist at the University of Chicago and a member of the University of Virginia Law Review. Early in his legal career, he enrolled in Stanford Business School but dropped out because he missed legal recruiting too much.

Barnes' approach to the legal industry is rooted in his commitment to helping lawyers achieve their full potential. He believes that the key to success in the legal profession is to be proactive, persistent, and disciplined in one's approach to work and life. He encourages lawyers to take ownership of their careers and to focus on developing their skills and expertise in a way that aligns with their passions and interests.

One of how Barnes provides support to lawyers is through his writing. On his blog, HarrisonBarnes.com, and BCGSearch.com, he regularly shares his insights and advice on a range of topics related to the legal profession. Through his writing, he aims to empower lawyers to control their careers and make informed decisions about their professional development.

One of Barnes's fundamental philosophies in his writing is the importance of networking. He believes that networking is a critical component of career success and that it is essential for lawyers to establish relationships with others in their field. He encourages lawyers to attend events, join organizations, and connect with others in the legal community to build their professional networks.

Another central theme in Barnes' writing is the importance of personal and professional development. He believes that lawyers should continuously strive to improve themselves and develop their skills to succeed in their careers. He encourages lawyers to pursue ongoing education and training actively, read widely, and seek new opportunities for growth and development.

In addition to his work in the legal industry, Barnes is also a fitness and lifestyle enthusiast. He sees fitness and wellness as integral to his personal and professional development and encourages others to adopt a similar mindset. He starts his day at 4:00 am and dedicates several daily hours to running, weightlifting, and pursuing spiritual disciplines.

Finally, Barnes is a strong advocate for community service and giving back. He volunteers for the University of Chicago, where he is the former area chair of Los Angeles for the University of Chicago Admissions Office. He also serves as the President of the Young Presidents Organization's Century City Los Angeles Chapter, where he works to support and connect young business leaders.

In conclusion, Harrison Barnes is a visionary legal industry leader committed to helping lawyers achieve their full potential. Through his work at BCG Attorney Search, writing, and community involvement, he empowers lawyers to take control of their careers, develop their skills continuously, and lead fulfilling and successful lives. His philosophy of being proactive, persistent, and disciplined, combined with his focus on personal and professional development, makes him a valuable resource for anyone looking to succeed in the legal profession.

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.