[TRANSCRIPT] The Ultimate Guide to Attorney Salary Negotiations: Maximizing Your Career and Life Balance

Welcome to this webinar! Today, we'll dive deep into the crucial aspects of career development, focusing on the significance of salaries and employment stability in the legal profession. Whether you're starting out or advancing in your career, understanding these factors is essential.
 
Many attorneys overlook the importance of continuous employment and career satisfaction, prioritizing salary over long-term success. Throughout your career, whether in a big or small firm, junior or senior role, maintaining a steady workflow is paramount. I recently had a series of eye-opening conversations with real estate attorneys who unexpectedly lost their jobs due to market shifts.
 
It's evident that while salary negotiations are crucial, they aren't the sole determinant of career fulfillment. I've witnessed colleagues who, despite modest starting salaries, stayed committed to smaller firms and eventually rose to partnership. Their resilience and job satisfaction proved invaluable over time.
 
In contrast, the high-pressure environments of larger law firms can lead to burnout and career changes. Many attorneys face relentless hours and competitive pressures, often at the expense of personal well-being. This relentless pursuit of billable hours can strain even the most dedicated professionals, impacting their health and longevity in the field.
 
In conclusion, when considering your career path, remember that salary is just one piece of the puzzle. Factors like firm culture, job security, and personal satisfaction play equally vital roles. By prioritizing these elements alongside financial compensation, you can build a resilient and fulfilling legal career.
 

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See Related Videos:

• Navigating Salary Expectations as an Experienced Attorney: Making a Career Change
• About Salary Negotiations You Should Be Mindful Of
• Responding to the Question of Salary Expectations in a Job Interview
• Associate Salaries and Legal Landscape: In-House vs. Law Firms

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Based on their salaries, which is insane because if you get a large salary earlier in your career, that maybe it. You're selling yourself for a high salary earlier in your career, but knowing you're probably going to lose that job at some point is pretty scary. If you accept too low of a salary, that could have issues as well. But you need to look at salary as something that's going to have profound impacts on what's going to happen the rest of your life.
 
And it's that important because when you try to go for the highest salary, it could potentially have a negative result. But there are places that pay high salaries that might also be beneficial for you. So let me talk about some of the decisions about salaries that can really affect the course of your life.
 
When you're accepting jobs, when you're thinking about places to work, you have to consider these factors if you're going to be happy and do the right thing. The first thing is your health and personal life. If you are comparing firms, you need to understand things like billable hour requirements. The commute is also an issue. The billable hour requirements at a firm are going to determine the quality of your health and how long you'll live. I know several people who worked hard but died in their forties, likely wouldn't have if they hadn't worked in law firms that drained them.
 
The requirements will determine your psychological state. Will you be happy? Will you be stressed and need to numb yourself with drugs or prescriptions that you might not need otherwise? Or will you become paranoid because everyone criticizes you, or you're scared of your partners or other people undermining you? Will you have a good relationship with your significant other, or will you be away from work so much that they wander away, leading to a bad relationship and more stress that makes you unhappy? If you have children, it's going to affect your relationship with them because you may not spend a lot of time with them, leading to resentment that affects your relationship with them for life. You may become vulnerable to substance abuse issues because you need to numb all of this or escape. The type of firm you're at may not give you time to generate business if you have to bill a lot of hours. These are all major things to consider because if you make money and hours something important, these things will happen, and I can guarantee they do.
 
I saw one guy go crazy. He went to Harvard Law School and got his first job with a big New York firm in Los Angeles. For whatever reason, he upset somebody, and they stopped giving him work completely. He got a job at another firm, became the highest biller for a couple of years in a row, and they gave him a bonus. But then he rented a large office and tried to make his firm look bigger than it was, and he lost it. Things can happen when people become stressed out, and you need to understand that.
 
When you're getting an offer, if you're thinking about working in different types of firms, there may be different billable hour requirements. If you're comparing one firm to another, you may want to think about billable hours. I had a situation with an attorney in New York. He was working at a firm that required 2200 billable hours and paid $200,000 a year. He got another offer from a firm offering $150,000 but requiring 1750 billable hours. He didn't want to take it, but why not consider it seriously? Smaller firms stop work at six, while large firms might have offices that are abandoned on weekends. What do you want?
 
Some firms require undying commitment, where you respond to emails and texts at all hours for extra money. You need to evaluate what you want. My first firm was always busy, even on holidays. You may actually make more money at a smaller firm with lower billable hours, which could save your marriage, health, or substance abuse issues. A lower salary might make more sense than a higher one. Attorneys with experience understand that the most important thing is always having work. Attorneys in practice areas that slow down often find themselves out of work.
 

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See Related Articles:

• What Are Your Salary Requirements?

• How to Arrive at Your Salary Expectation

• When Asked about 'Salary Expectations' in an Interview How Should I Respond? 

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When you interview places, look at whether they'll keep you busy now and in the future. Going in-house can be dangerous because companies go out of business, and new leadership often brings in new legal departments. Make the right decision about the firms you join, or get business. It's more important than salary. Staying at a smaller firm or a firm that doesn't pay as much can still be successful if you bill more hours. That could give you employment security or help you make partner and be a superstar.
 
It's often wise to be a big fish in a smaller pond. This boosts self-esteem and enhances your chances of advancement. Here’s another career insight: the ability to generate work is crucial. Regardless of your role—whether finding tasks for a corporate attorney or research for a litigator—creating opportunities is key.
 
Good attorneys don't just find work; they make it. For instance, in my youth, I started a driveway sealing business by actively seeking clients. I didn't wait for calls; I went out and created opportunities, offering additional services like crack filling and patching. This proactive approach allowed me to thrive.
 
Consider a former colleague from the University of Chicago Law School. Despite stellar grades, his reluctance to generate extra work led to dismissal from a prestigious firm. Firms thrive on creating tasks; avoiding this can jeopardize your position.
 
Understanding job security across firms is vital. While higher pay at one firm may seem appealing, consider bonuses and work hours. Stability varies; some firms prioritize long-term commitments, while others see employees as transient.
 
Remember, economic factors can impact job security. Recently, firms have downsized due to financial constraints, affecting high-salary roles. Recognizing these dynamics is crucial in maintaining stability in your legal career.
 
Why would you expect to find someone to pay you the same amount during mass layoffs? If everyone else is losing work, you must understand this could happen to you. If you've lost your job due to lack of work, you'll need to find another firm with available work—something I'm skilled at. Finding work is my strength.
 
You need to find an employer with the resources to pay for your skills. There are hidden costs to high salaries. When you earn top dollar at prestigious firms, there's always a price. These salaries aren't free. High pay means high expectations—they'll ensure you work long hours to justify the cost. Despite high salaries, becoming a partner is unlikely unless you bring in business, which isn't always possible.
 
Job security is crucial. Taking a job based solely on salary can lead to future instability. Some practice areas in big firms—like bankruptcy, capital markets, project finance, and international arbitration—consistently hire senior associates. However, the path is predictable: work a few years, utilize your skills, then expect to move on—maybe to a counsel position, less likely to a partner role.
 
Front-loading your compensation early in your career is risky. Being let go from a firm as you gain seniority can be devastating—professionally and personally. Many men start well, joining big firms, starting families, then face job loss, stress, and sometimes divorce. This cycle repeats often, and it's concerning.
 
Smaller firms can seem stable but often aren't. Joining a smaller firm for security can backfire if it's controlled tightly by one or a few partners. They may not want you to advance, paying minimal salaries and offering little career progression. Some smaller firms, like those run by autocrats, can be unpredictable and toxic environments.
 
New firms can be equally risky. Managing a law firm is complex; disputes over money often lead to firm breakups. Starting at or joining a new firm may seem promising but can quickly turn unstable if financial or leadership issues arise.
 
Career stability should guide your decisions. Large firms offer stability, albeit with high demands. Moving in-house may seem safe but can be precarious with frequent CEO changes affecting legal departments.
 
Three to five years of experience is ideal for firms. At this stage, you're proficient but not expecting partnership yet, making you attractive to employers. More experience can make you seem less adaptable or too focused on partnership, deterring firms from hiring.
 
This is very difficult. If you have more than six or seven years of experience, you're going to be in bad shape at most firms. Most firms will say they're not interested in people with more than seven years of experience. Every single firm in their ads says that.
 
I actually got investigated by the Department of Justice or the EEOC. Someone came to my site BCG and saw all these jobs asking for three to five years of experience and said I was discriminating, which started this whole investigation. I had to get a lawyer. I explained that this is what law firms are asking for. I'm not trying to discriminate, but that's what happens in the legal profession. I don't know if there's any other profession like this. If you're a doctor, they're not interested in you when you get more than six or seven years of experience. It's crazy, but this is what law firms are looking for. If you're not at a firm that will give you career stability beyond that or work to do, it's very dangerous.
 
No one thinks that when they join a firm as a junior or mid-level associate, they won't be employed there forever. You need to put yourself in a situation and a firm where you'll continually have access to work. It's incredibly important. If you don't have access to work, it will hurt. Senior attorneys will often try to negotiate salary when they don't have any work. But you need to understand if there's enough work. Do they have a good pipeline of work? Do they consistently have work? Are they always going to give me work in this firm? There are firms that will. That should be the guiding factor when you're deciding between firms if salary isn't that big of a deal.
 
I'll tell you about a personal experience I had when I was a young attorney. I started my first job at a law firm. I liked the people, the culture, and the work. I felt encouraged. But as a third-year associate, I decided to go to a firm that paid double what I was currently making. I thought it was a brilliant decision. They hired me to work on a case they thought they were going to bring in. A week or two before I started, they didn't get the case. I started there and sat in my office for two full weeks without a single assignment. I saw the firm fire a few partners and associates because they didn't have enough work. I realized the firm was completely overpriced. Their attorneys were charging probably 30 percent more than the biggest LA firms. I made a disastrous career decision joining a firm that didn't have a lot of work. I left a firm where I liked the people and had work for one where I didn't like the culture. It was a horrible career decision. I ended up quitting my job there and started doing what I do now.
 
Making a decision based on money can hurt you. I went to a place that didn't have enough work, which hurt me. I went to a place where I didn't like the culture, which hurt me. I joined a firm that ultimately went out of business. I worked at a place where I was so disillusioned with the practice of law that I left. It was a horrible career decision, but I wasn't aware of what I'm teaching you today. This could be the most transformative understanding you could possibly have. It could save your career, or it can make your career more effective.
 
You have to consider how much you like the firm culture compared to others. Firm cultures are different. You can be comfortable in one culture and not in another. You can pick up the way the firm interacts with you from the interview requests, from calling you about an interview, to how you're greeted, to how people treat you.
 
I'll tell you about my first experience. I wrote an article called "Firm Culture Matters Most" probably 25 years ago. It's a good article on BCG, and it does matter a lot. I remember visiting several law firms as a law student. I met them in school and went back on callbacks. I remember going to these different firms and not feeling a real connection to the people I was meeting. They were too formal or not funny or too weird. I could sense the culture just when I was talking to people. I could tell when I walked into some firms that these people weren't going to give me an offer. But I remember the last interview I ever did for a callback. I went into this firm and immediately felt comfortable. I could interact with people, connect with them, and had similar interests. The vibe was great. I knew I'd get an offer to work there as a summer associate and after the summer. I don't think you ever know that kind of stuff, but I just clicked. When it came time to get offers, it wasn't a good economy. Out of 14 associates in my class, only I and one other summer associate got offers. Culture is very important. If you don't think about this in addition to money, it could be very dangerous for you.
 
If you have a good culture, you'll connect with people. You believe they'll be honest with you and not lie. You'll share similarities with them in ways of looking at the world. When you have this, everything works better. You're working with people who have your back. If you connect with people and feel like they're your friends, especially if you're an associate with partners, it makes a big difference. Culture means you'll get access to information, feel accepted, and be happy at work.
 
I had an instance recently in a business group with five or six other guys. We were expected to talk about our businesses and personal lives once every month. They're all big, quant real estate and hedge fund guys. I'm interested in talking about the legal market. I'm in this group, and they're talking about quantitative stuff, cap rates, and rents. I'm completely tuned out and not interested. When I talk about things, their eyes roll because it's not interesting to them. That's not a good cultural fit. For them, being around each other with the same interests was a cultural fit. You need to feel connected to people. You need to believe they'll be honest with you and share interests in ways of working at the world
 
Cultural fit is very important. You could go to work somewhere and not fit in. I know people from New York who get a job in South Carolina and feel out of place. Similarly, someone from South Carolina might go to a big firm in Los Angeles and feel out of place. Cultural fit is very important. When I was interviewing for firms in Los Angeles, I went to one firm called Heller Erman. They had incredible pedigrees of people from top law schools. I was coming from Michigan, a conservative place. At Heller Erman, one person had leather pants, another had a tight t-shirt with ripped jeans and chains, and most had cigarettes on their desks. It was a completely different culture. I didn't get an offer, and they said it would be better for me, not necessarily for them. Cultural fit is incredibly important. If you don't have it, it will hurt you.
 
One example of a good cultural fit was my cousin. He got laid off from Sherman & Sterling in Hong Kong in the early 2000s. He hadn't gone to a great law school but met people from Sherman & Sterling in New York. They clicked well. He got along very well with the partners there. When they had to let associates go, the partners scrambled to find something for him. They found him an incredible position with a client in a very nice tropical location. Now he's the GC of the company, making a lot of money, and has houses all over the world. It's all because of that cultural fit. He clicked with the culture of Sherman & Sterling, and then they sent him to a place where he clicked there. Everything worked out because of the culture. None of this had to do with going to a fancy law school. Culture matters a lot.
 
When you're early in your career, salary shouldn't be the most important consideration. Many young attorneys, especially those from prestigious law schools, often believe that the salary is the most critical factor. I'll be completely honest with you: salary is not the most important thing. Your first five years of practice are crucial for training and development. It takes time to understand the ins and outs of your practice area, learn from mistakes, navigate client relations, and work effectively with opposing counsel.
 
Coming out of law school, you might know a bit about contracts and property law, but you don't yet know how to practice law. You need proper training. A firm that pays $50,000 a year but provides excellent training is far more valuable than one that pays $200,000 a year with no training. Your primary objective should be to get trained, and you're getting paid for it, which is incredible. Doctors, for example, get paid very little during their training as residents and interns.
 
Training with accomplished attorneys at top firms usually offers better learning opportunities. These firms often have clients willing to pay for extensive work, which means thorough research and documentation. Smaller firms might lack these resources, but wherever you go, prioritize good training. Working with the best attorneys will significantly enhance your skills compared to working with less experienced professionals.
 
Business generation is another critical factor for career stability. Large national law firms often expect you to bring in substantial clients. For instance, a friend of mine who worked at Gibson Dunn in Los Angeles, despite graduating from Harvard Law School, was told to bring in major clients like Tesla. If you can't bring in business, your career stability may suffer. Mid-sized or smaller firms might offer better platforms for generating business.
 
I've seen people move from major firms to mid-sized ones and develop significant business books. Sometimes, the platform and brand of a major law firm can help you bring in business. Consider where you can best generate business and build your client base. Business generation, stability, and firm culture can be more important than salary.
 
When firms ask about your salary requirements, it can be a tricky situation. Responding with a specific number can backfire if it doesn't align with the firm's budget. The best approach is to say you want to be paid the same amount as others in your class. This shows you're flexible and willing to meet the firm's expectations. If the firm pushes for a specific number, emphasize the importance of culture, hours, and business generation.
 
 
Avoid getting into salary discussions until you receive an offer. Once you have an offer, you can start negotiating based on the work environment, job security, and career advancement opportunities. During the interview process, focus on getting the offer first, then discuss your requirements.
 
Money should not be your sole focus in interviews. While it's an important component, evaluate other factors like training, culture, and business generation opportunities. Chasing the highest salary without considering your future can be dangerous. Firms that pay the least might not provide the best opportunities for growth and stability.
 
In conclusion, while salary is important, it's just one aspect of a job. Consider all other factors, like training, business generation, and culture, to protect your career. We'll take a quick break, and when we return, I'll answer any questions you have. Feel free to ask about salaries or any other career-related topics. I'll be back in just a moment. Thank you.
 
QUESTIONS
 
I'm sorry, this presentation was a little long. I usually try to give shorter presentations because they are easier to listen to, but this particular topic is honestly one of the most important things you could learn about. Few people really consider this in their career, whether they are newer associates or even partners, because they don't think about everything else. A lot of times, people just don't think about this topic, and because they don't think about it, they end up really screwing up their career.
 
If I were you earlier in my career, I would do things differently. Let me just share the right screen here. One second, sorry, I'm just trying to figure this out. Okay, now we’ve got some questions, and I hope everyone is ready. The first question is:
 
"I've been offered a position at a new firm that promises growth opportunities. However, their initial salary is slightly lower than my current compensation. How can I negotiate a higher starting salary by emphasizing my experience and the value I bring to the firm?"
 
You can certainly negotiate for a higher salary, but you need to understand what the firm means by "growth opportunities." Does this include better training, more work, or more stability? You want to ensure there's ongoing access to work and that the salary will increase over time. If you want to negotiate salary, you're more likely to succeed at smaller firms. Larger firms are less flexible because they have standardized salary structures and don't want to create discrepancies among associates at the same level.
 
Ask about the firm's growth opportunities, the training they provide, and the work stability. Also, inquire about the salary progression. Smaller firms may allow more room for negotiation, but large firms typically do not. When negotiating, emphasize your experience and value, but be mindful of the firm's policies and your long-term career goals.
 
Another question:
"In my current firm, I received a counteroffer after informing them of a higher offer from a competing firm. How should I navigate the negotiation process to ensure I make the best decision for my career, considering both offers have similar financial packages but different growth opportunities? I'm a mid-level associate with five years of experience in corporate law. The current firm offers a stable client base but limited partnership opportunities, while the competing firm promises faster career advancement but requires relocation."
 
Counteroffers can be dangerous. Often, firms give counteroffers to buy time to replace you because they know you're likely to leave. Accepting a counteroffer may lead to a loss of trust and potentially being replaced in the long term. If your current firm has limited partnership opportunities, it's crucial to understand that partnership typically comes when the firm needs you due to your significant contributions or business generation.
The new firm promising faster advancement might provide better growth, especially if you're relocating to a smaller market where you can be more of a generalist. This can make it easier to generate business compared to being highly specialized in a larger market. Assess the long-term stability and growth potential of each firm, and consider how each aligns with your career goals.
 
In your fifth year, focus on securing ongoing work, developing your ability to generate business, and understanding the firm’s client base. Your decision should consider not only immediate salary but also long-term growth and stability.
 
I hope these answers help, and I encourage everyone to ask more questions, even if they seem small, as they can be very beneficial for your career.
 
If you're one of my candidates, send me an email at Harrison at Consulting Group dot com. I'd love to tell you about this firm because they have so much corporate work and so much opportunity, it's unbelievable. It's just a really great firm. You can sometimes move to smaller markets where there's more work than you can imagine, or it's much easier to bring in clients. I apologize for giving so much information, but this is a very important topic.
 
Moving to a smaller market, or a market where you'll be more of a generalist, can be very beneficial. For example, if you're at a big firm in Chicago doing corporate work like packaging auto leases or securitizing auto financing packages, it can be challenging to generate business. However, in a smaller market, you get to be a corporate generalist, handling various types of work. You can meet with businesses, network, and offer to handle all their general corporate work, which provides more career stability compared to being in a larger market.
 
Great question, by the way. If you want to ask a follow-up question during this webinar, I'm happy to answer it.
 
"I recently returned from a six-month maternity leave and resumed my full workload. Before my leave, I was on track for a promotion and a significant raise. How can I renegotiate my salary to reflect my ongoing contributions and ensure my career progression isn't adversely affected by taking time off?"
 
One positive trend is that law firms increasingly respect women who take maternity leave and return to work. They recognize these women have more financial obligations and are less likely to leave, which makes them more committed employees. When renegotiating your salary, you should explain that you're willing to work as hard as before and still expect the raise and promotion. Law firms are often accommodating in these situations to avoid potential lawsuits.
 
Another important factor is how men are treated when taking paternity leave. Unfortunately, there is often discrimination against men in this context. Many men who take paternity leave find themselves marginalized upon their return, facing reduced workloads and respect. It's a widespread issue, and men need to be cautious about taking paternity leave, as it can significantly impact their careers.
 
Women can generally expect to negotiate their salaries and working conditions after maternity leave without facing the same level of discrimination. Firms are more likely to accommodate requests for flexible working hours from women due to the higher number of women in the legal profession and the need to maintain a fair working culture.
 
"I've discovered that colleagues with similar experience and roles at my current firm are earning significantly more. I've received an offer from another firm and am considering using this as leverage in my negotiations. What is the best way to approach my current employer about this pay discrepancy without jeopardizing my position or relationships within the firm?"
 
If your current firm is paying others with similar experience more than you, it's a red flag. This situation suggests the firm may not value you appropriately, and it might not be a good place to stay. Using an offer from another firm as leverage can be risky; firms might replace you or reduce your workload. Instead, approach your firm by mentioning the interest you've received from other firms and expressing your concerns about your current pay compared to the market rate. This could prompt them to adjust your salary without needing to present a competing offer directly.
 
"I've worked at a boutique firm for six years and developed a niche expertise in environmental law. I'm now considering an offer from a large multinational firm where my specialized skills are highly valued. How do I negotiate terms that reflect my boutique firm experience? How does my negotiation strategy differ when moving from a boutique firm to a large firm?"
 
Moving from a boutique firm to a large multinational firm is a great opportunity, and your salary will likely increase significantly. While you may not need to negotiate your salary as much, you should focus on understanding the partnership prospects, the training quality, and how long you can stay at the larger firm. Larger firms often have more extensive training programs and more significant clients, which can be beneficial for your career. Make sure to clarify these aspects during your negotiation to ensure a smooth transition.
 
"I've been practicing law for five years with experience at both larger and smaller firms. In my last position at a boutique firm, I was blindsided by sudden layoffs due to financial instability. Now, I'm wary of similar issues and want to ensure my next firm is stable."
 
Smaller firms can be more vulnerable to financial instability, often relying on a few key clients. To avoid similar issues, research the stability of any potential new firm. Look for firms with a diverse client base and a steady flow of work. During your interview process, ask about the firm's client retention, financial health, and long-term stability. Ensuring access to ongoing work is crucial for job security and career growth.
 
Understanding the stability and client base of a new firm is essential when making a career move. Evaluate the firm's financial health and client diversity to avoid the pitfalls of instability that can lead to sudden layoffs. By doing thorough research and asking the right questions, you can make an informed decision and secure a more stable position in your next firm.
 
Okay, so the next question is, in my previous role at a midsize firm, my compensation was straightforward and predictable. I'm now looking at an opportunity that offers potential for higher earnings but with significant risk. A small firm recently offered me a role with a flexible salary structure based on billable hours and firm performance. Considering the instability often associated with smaller firms, what conditions should I include in my contract to ensure a steady income and protect against financial downturns?
 
This is actually a very common scenario in law firms. They often offer a flexible salary structure based on your billable hours and firm performance to protect themselves when they don't have enough work. For example, if they only have 1000 hours’ worth of work, you might end up making much less. This kind of offer protects the firm, but it doesn’t provide you with the same employment security as a larger firm would.
 
To protect yourself, you need to negotiate your compensation terms. For instance, a firm might say they’ll give you $250,000 if you bill 2000 hours, but if you bill only 1000 hours, you get $125,000. In such scenarios, do not let the firm dictate your compensation. Negotiate for a guaranteed minimum salary, such as $200,000 for 1500 hours of work. This ensures you have a stable income regardless of the firm's workload.
 
I would be concerned about the risk of depending on the firm to provide you with enough work. Make sure to get a sense of the firm’s ongoing workload. If they are unwilling to guarantee a minimum salary, that’s a red flag.
 
The next question is, how do you make yourself an attractive candidate if you went to a tier 3 or tier 4 law school?
 
Regardless of the law school you attended, you can always be an attractive candidate. Everyone, no matter their law school or academic performance, can find a suitable job. It might not pay much initially, but it's important to get the best job you can and use that experience to get better jobs in the future. Throw yourself into your work and do your absolute best. This dedication will eventually help you secure better positions. Your motivation and effort are crucial.
 
Once you gain good experience at one firm, you can move to a better job at another firm. It doesn’t matter where you went to law school; what matters is your performance and dedication in your practice area. There are practice areas where your law school background doesn't matter as much. For instance, areas like personal injury, workers' compensation, insurance defense, or immigration can offer great opportunities if you immerse yourself in them and perform well.
 
Next question: Do you have any suggestions for getting a position in a practice area that you want to work in, especially the first job since I feel no one really wants to train?
 
Your current practice area makes you more marketable. If you want to switch to a different practice area, you might need to move to a smaller firm or a different location where firms are more willing to take a risk on someone switching practice areas. For example, a patent attorney from a major law firm in Silicon Valley who wanted to switch to environmental law eventually found a position at a smaller firm in Sacramento. Firms in less competitive locations might be more willing to hire someone looking to change their practice area.
 
Next question: The reason why law graduates are salary-focused is because, in law school, you assume the work is fungible. Benefits are portrayed in a way that makes all firms seem alike, so only the salary distinguishes them. How can you tell the difference between firms beyond salary and marketing?
 
The best thing you can do is ask what happens to most people after several years of experience at the firm. This will give you a good understanding of the firm's environment and career growth opportunities. While salary is an important factor, high-paying firms often provide better training, exposure to more complex work, and access to larger clients. This experience can be invaluable early in your career. Working with larger clients usually means higher-quality work and better oversight, which can significantly enhance your skills and career prospects.
 
For those logged into Zoom, rest assured that your identity is not displayed or shared.
 
So, I'm a 2.5-year attorney in California. I'm desperate to leave because they underpay and overwork. They also promised me a pay raise at the six-month mark but didn't honor their promise. They also promised to get a California License Managing Attorney, but that didn't happen either.
 
I don't want to just go to the first firm that makes me an offer, but I'm also 38 and worried I'm not safe for retirement. What advice do you have for me?
 
If you've only been there for 2.5 years and you're not getting what you were promised, it's okay to leave. It's very common for younger attorneys to leave after a few years, and it's actually better to move up if you can. Moving to a better firm is effective for young attorneys. You can go from one firm that may not be as prestigious to a better firm. This is considered good, and very few people do that. Moving to a better firm, especially as a young attorney, is good. You only need to be concerned about career stability when you become a more senior attorney and may not have as much experience. So, it's actually good to move to better firms.
 
Next question: What are the best options for attorneys with 20+ years of experience in a particular practice area but have no or minimal portable business?
 
For attorneys with over 20 years of experience and no portable business, there are not a lot of firms that have jobs for more senior people. It's very rare. The first thing is to do a national search. Look at firms all over the country, not just in your market. For example, if someone is in Cleveland, I may look in Seattle or Texas. This approach works all the time. I make placements like this more than a few times a month. For instance, I had one candidate in Colorado who was at a big firm and doing very specific patent-related work. I found him a good firm in Texas that did similar work.
 
Another successful method is doing blind submissions or applications to firms all over the country. For example, I had a guy in Syracuse, New York, trying to find a position, and there were no positions for him in Syracuse. I identified firms all over the country that did the exact type of corporate work he did and sent out over 500 applications on his behalf. He was able to get a position.
 
Next question: How would you negotiate salary for an in-house counsel position with a small privately held company that is hiring its first-ever in-house counsel, where you'd be the only attorney there? The company has listed a salary range that is acceptable, but I feel...
 
The best way to negotiate salary in this type of position is to demonstrate how you can save the company money based on the work you'll be doing. Justify a higher salary by explaining that you'll handle most of the work currently referred to outside attorneys, saving them money. Emphasize that you'll be there to give daily advice and protect them from issues, unlike outside attorneys. This approach can justify a higher salary.
 
Final question: I'm a solo practitioner weighing an offer versus giving up the flexibility of a solo practice for greater stability with a midsize firm. How do you approach negotiating an offer that will include being a contract partner as opposed to an equity partner?
 
When negotiating offers, especially as a contract partner, focus on compensation. Understand how you will be compensated for your work and existing clients. Different firms have different formulas, but the general rule is typically one-third of the revenue goes to you, one-third to overhead, and one-third to the firm. Clarify the formula they will use and how it applies to your compensation.
 
Thank you for the questions today. I hope everyone enjoyed this webinar. There will be a replay available in about a week, including all the slides. I hope you're having a great start to your summer, and I'll be back next week.

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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.