Initially, firms look at the credentials that are both the most tangible (or easily measured) and the most accessible, as they are normally contained in an associate’s application. These include the prestige of the an associate’s law school, their grades and class rank, the prestige of their current law firm (or company if in house), their billable hours, their practice area and their class year. The associate’s undergraduate record is also considered, but this is usually less important.
Similarly, law firms look at the prestige of the associate’s present law firm. As with the top law schools, some law firms are more “top” than others, and their ranking vary. Nevertheless, and again as with top law schools, there are a certain firms that are consistently cited among the best or very best (Kirkland and Skadden come to mind as obvious examples). For example, the “AmLaw 200,” which includes the 200 largest firms in the nation as determined by the American Lawyer magazine, is considered to be a general indicator of top law firms. There are also some exceptional smaller firms that are widely thought to be among the “top.” Firms are also interested in the associate’s number of billable hours because it demonstrates work ethic.
With respect to practice area, a law firm’s level of interest in an associate will be affected both by the general level of demand in that area as well as the particular firm’s needs in that area. Associates that happen to be in a more “hot” area are thus more likely to obtain attention from law firms. Finally, firms also take into account the associate’s class year. This is because law firms tend to favor associates who have been out of law school no fewer than 2 years and no more than 5 years. As a result, associates that are only 1 year or less out of law school or are 6 years or more out of law school will usually generate relatively less interest from law firms.
Once a firm does decide that it has interest in an associate based on these preliminary “tangible” credentials, the firm will then evaluate several more “intangible” credentials through interviews, references and the like. These more intangible credentials include intellect, general writing and lawyering ability, personality, charisma, teamwork, ethics, motivation, drive and “fit.”
Want to continue reading?
Become a free BCG Attorney Search Subscriber.
Once you become a subscriber you will have unlimited access to all of BCG’s articles.
Harrison Barnes does a weekly free webinar with live Q&A for attorneys and law students each Wednesday at 10:00 am PST. You can attend anonymously and ask questions about your career, this article, or any other legal career-related topics. You can sign up for the weekly webinar here: Register on Zoom
Harrison also does a weekly free webinar with live Q&A for law firms, companies, and others who hire attorneys each Wednesday at 10:00 am PST. You can sign up for the weekly webinar here: Register on Zoom
You can browse a list of past webinars here: Webinar Replays
Harrison Barnes is the legal profession's mentor and may be the only person in your legal career who will tell you why you are not reaching your full potential and what you really need to do to grow as an attorney--regardless of how much it hurts. If you prefer truth to stagnation, growth to comfort, and actionable ideas instead of fluffy concepts, you and Harrison will get along just fine. If, however, you want to stay where you are, talk about your past successes, and feel comfortable, Harrison is not for you.
Truly great mentors are like parents, doctors, therapists, spiritual figures, and others because in order to help you they need to expose you to pain and expose your weaknesses. But suppose you act on the advice and pain created by a mentor. In that case, you will become better: a better attorney, better employees, a better boss, know where you are going, and appreciate where you have been--you will hopefully also become a happier and better person. As you learn from Harrison, he hopes he will become your mentor.
Hi, I'm Harrison Barnes. I'm serious about improving Lawyers' legal careers. My only question is, will it be yours?
About Harrison Barnes
Harrison is the founder of BCG Attorney Search and several companies in the legal employment space that collectively gets thousands of attorneys jobs each year. Harrison is widely considered the most successful recruiter in the United States and personally places multiple attorneys most weeks. His articles on legal search and placement are read by attorneys, law students and others millions of times per year.
We've changed thousands of lives over the past 20 years, and yours could be next.
When you use BCG Attorney Search you will get an unfair advantage because you will use the best legal placement company in the world for finding permanent law firm positions.