Okay, so we're going to get started. This, by the way, is probably one of the most important webinars you will ever watch because this particular topic is something that attorneys at all levels do not understand. I was talking yesterday to someone with 15 years of experience who had worked in two of the top law firms. I say top, meaning the most difficult law firms to get positions in the country. He had been unable to secure a position for seven or eight months and had left his wife and child in the United States because he was trying to get a job. He had actually relocated to another country where he was from because he did not understand these rules.
Today, I'm going to talk about how to do a job search. This strategy has made me successful and has enabled me to find jobs for people that others normally wouldn't. This is probably the most important webinar you're ever going to watch, and I encourage you to pay attention. I also encourage you not just to believe what I'm saying because this strategy has saved thousands of careers, enabling people to become partners in law firms, find jobs when they're not working, have better lives for their families, and be proud of being an attorney again. It has helped them learn to believe in themselves rather than feeling like a failure. The fact is, anyone who gets a law degree and passes the bar, regardless of their law school performance or job history, will get a job if they understand this principle. You will get a job if you're fired, if you don't currently have a job, if you're a law student, or if you have a troubled career history. Anyone who follows what I'm talking about today will be able to get jobs throughout their entire career and will change how they feel about themselves.
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I apologize for the short delay. This is a live webinar, and at the end, we'll take a short break for questions. What's going to blow your mind is that I will do sample job searches for people in different locations and practice areas. If you tell me in the chat after the webinar what your practice area is and where you're located or searching for jobs, I will show you potential jobs. In major areas like New York or Los Angeles, I will show you hundreds, if not thousands, of potential jobs. So, I hope you stick around and participate because this will change everything you think about job searching.
For the past several years, I have been interacting with attorneys looking for jobs daily. When I say doing this, I mean working with hundreds of people through emails, webinars, and calls. I've also been working with recruiters at BCG Attorney Search, trying to find attorney jobs. In my history of working with well over 100 recruiters and tens of thousands of attorneys, not just through BCG Attorney Search but other companies as well, I've learned a lot. When you're looking for a job, the smartest thing you can do is to do things in an unconventional way.
Most people looking for a job go on sites like LawCrossing, Indeed, Glassdoor, LinkedIn. If you look for jobs that way, you need to understand that you're competing with everyone else. If anyone has better qualifications than you, they're most likely going to get the job. Even if you have the best qualifications, if your application isn't first, meaning it doesn't come in within the first day or two, the odds are that the law firm or company has already started interviewing people. HR typically interviews the first applicants to fill the position quickly. So, if you're going on these websites and looking for jobs, you have a problem because those jobs are often filled from the first applicants.
I own a website called LawCrossing. It goes to law firm and company websites that aren't necessarily advertised. We find them on the law firm or company website, on niche sites, legal newspapers, association sites, etc. I'm not trying to sell you something, but I'm telling you that the reason for that site is to help you find jobs that are not publicized. You're often better off finding positions that are not publicized.
Your best strategy is to look where other attorneys are not looking. You can look on major job sites, but if you look on small association sites, legal newspapers, or niche sites, you will find better opportunities. For example, if you're a personal injury litigation attorney, there are tons of websites just for personal injury attorneys. Finding these thousands of firms that do work in your practice area and applying without them having a job posting works. I talk to unemployed attorneys daily, and this strategy works.
At BCG, we have over 10,000 candidates in our system. Many of them believe the job search should be done in a certain way, even though our database has information going back over 25 years. I'm not promoting BCG here because you need certain qualifications to work with us, but I have seen that attorneys who do things differently in their search get the best results.
Let me tell you about some attorneys I've worked with who have gotten incredible results despite having horrible things in their background. One attorney was unemployed for several years because he had two wives, and it was all over the press. I got him a job. Another attorney had a well-publicized lawsuit against her former employer, and I got her a job too. These examples show that applying unconventional strategies works.
Sun Tzu, in The Art of War, talks about heavy ground and deadly ground. Heavy ground is when you use the element of surprise to win the war. Deadly ground is a face-to-face battle with no means of escape. Most people fight on heavy ground, doing the same thing as everyone else. This is not effective in the job search market.
Most people go to large websites, wait for jobs to be posted, and then apply. If you went to Harvard Law School and worked at the best firm, you might be a competitive applicant. But if you're not, you need to do something different. Many people also use recruiters, but they often face the same problem. For example, I had a candidate in Washington, DC, who lost his job within six months because he found a way to save a client money, which upset a young partner. Despite his qualifications, no recruiter could find him a job. I helped him apply to hundreds of law firms without openings, and he got interviews and job offers.
Using unconventional strategies works. Most people wouldn't allow me to do what I did for that candidate, but it worked. He got interviews with the best firms without any openings.
When people are looking for jobs in law school, this is common at every law school. Again, not criticizing law schools, how they find jobs, but most people, when they're looking for jobs, they do the exact same thing as everybody else. You do the same thing as other candidates at their firm or school. For example, I went to the University of Virginia law school years ago, but I really wanted to work in Chicago because I had gone to college in Chicago and loved the city. Not only that, I'm from Michigan, and it's a five-hour drive from Detroit. So, I thought it would be great to work in Chicago and go back there.
What happened to me was that Virginia has a lot of East Coast firms. As you move out of New York, Virginia, and Washington DC, there are fewer jobs. At that time, I don't know if it's a top 10 or top 15 law school anymore, but I think it was number five or seven. There were only three or four firms from Chicago doing on-campus interviews. I got interviews at two on-campus interviews, one callback, and didn’t get the job. That's crazy. I didn't have to just rely on Career Services to get a job. I should have applied on my own.
When you're applying, it would help to get a job by applying to firms or companies without necessarily having openings. When you're fighting in heavy, deadly ground, which I was when applying through on-campus interviews, you compete with everyone else trying to get a job in Chicago. There were only five firms, and I was competing with everyone those firms were interviewing from Northwestern, University of Chicago, University of Michigan, and more. That's a lot of schools competing for jobs in Chicago. Probably not a good idea to compete with everyone doing on-campus interviews.
When you're fighting on heavy ground, you're competing with every other person trying to get the same job based on the strength of your resume. I only had one option to get a job from my callback interview. That's not good. The problem when people search for jobs is they don’t give themselves any edge compared to other applicants beyond what they already have. You're just applying with everyone else to the same places, competing face-to-face with other applicants. Under Sun Tzu, the one with more firepower will win.
If you're applying to jobs where other people are applying, there's likely to be someone better than you. Even if you're a graduate of Stanford law school and did very well, maybe you were on Law Review, and maybe you clerked for a federal circuit judge. But if you've had three separate law firm jobs over the past four or five years, you'll look unstable. Employers will choose someone who looks stable. Someone from Georgetown, for example, who has been at the same firm for five years, will have a better chance.
If you're applying for the same jobs, there are likely better applicants. If there are a hundred resumes submitted for a job, regardless of how awesome you think you are, you're probably not going to be the best. When there's a job on LinkedIn, and it's pushed onto Indeed or other platforms, you're competing with a lot of people.
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Imagine you're an HR person or a hiring partner who posts a job. Suddenly, applications start pouring in. You’re under pressure. Tons of resumes are piling in. Typically, HR will pick from the first day or second day's applicants, interview a few, and make a decision. They bond with the first applicants, not wanting to waste time interviewing many people. They don't want to lose billable hours.
The first applicants get hired because employers don't want to waste a lot of time. You may think a job on Indeed is great, but if it's five days old, it may be too late. Competing with others means you're at a disadvantage. Doing some sort of guerrilla warfare in your job search can be much more effective.
Guerrilla warfare is incredibly effective. During the Iraqi war, for example, guerrilla tactics like blowing up Humvees caused significant damage. Similarly, during the Vietnam War, guerrilla tactics were a major factor. In Israel, guerrilla tactics have also caused major disruptions. Guerrilla warfare is destabilizing and very effective.
Anytime you fight in a way that breaks the rules, it forces your opponent to develop new strategies, introducing elements of surprise and uncertainty. For example, the U.S. lost to Vietnam largely due to guerrilla tactics. Similarly, the American colonists used guerrilla warfare during the Revolutionary War against the British, leading to the U.S.'s independence.
The British were a superpower with a large, effective military, while the Americans consisted of hunters, merchants, and farmers. The Americans organized small groups that would attack and quickly retreat, hiding behind trees and using other guerrilla tactics. This made the Americans difficult to kill. In contrast, the British lined up in straight lines, making them easy targets.
In your job search, using guerrilla tactics can be effective. The American colonists were criticized for not fighting fairly, but their tactics were effective. Similarly, you can use unconventional methods in your job search to gain an edge.
The American colonists learned from Native Americans how to fight using guerrilla tactics. These tactics helped them win the war. The British soldiers were trained to fight in open fields, wearing bright red uniforms and marching in straight lines. The colonists, on the other hand, hid behind trees and rocks, making them difficult to hit.
Guerrilla tactics are relevant to your job search. The colonists were criticized for not fighting fairly, but they won. Similarly, you can use unconventional methods in your job search to gain an edge.
These guerrilla tactics helped the Americans win the Revolutionary War. The British were doing things differently, and the Americans used guerrilla tactics effectively. In your job search, using unconventional methods can give you an edge over other applicants.
And these soldiers were considered gentlemen, more than soldiers, and used to working in comfort compared to the way others were fighting. They were actually well taken care of while they were marching on the battlefield in the U.S. Fighting against this established way of doing things helped them win the war, arguing to establish the U.S. as a colony. The U.S. is now fighting guerrillas, just as other countries are. They're doing things the same way and fighting terrorists.
When looking for a job, one of the most important things you can do is fight in a guerrilla-like fashion on heavy ground. This means, in my opinion, it is the most important thing you can do in your job search. You might believe you should only apply to openings or that it's not right to apply to firms without openings. You might think if a recruiter tells you there are only one or two jobs, those are the only places you can work. You might believe that if you're unemployed, you need to continue applying only to the best firms with jobs if you have a strong background. These beliefs are misguided.
Let me talk a bit about how to search for a job. In my job search philosophy, which has made me successful, placing more people than probably anyone in my position, I emphasize a method that works. I help people get jobs on heavy ground, doing things other people aren't. I've always brought in a lot of money, even making over a million dollars in fees my first year of recruiting. It's not because I'm a salesperson or because I convince people to do things; I simply have a different approach than other recruiters.
I don't spend time networking or selling things. Instead, I get people to fight on heavy ground, which is the biggest secret to my success. Let me tell you a story that's relevant to your job search. It changed my career when I learned about it.
I was hired at Quinn Emanuel and then at another firm, Ballantyne, which no longer exists. I was hired to sit next to an attorney who had never lost a case. He was in his sixties and worked for big-name clients paying huge fees. I was working on a class action case with him involving Proposition 65 in California. The case involved 50 firms representing companies sued for selling cigars without cancer warnings.
This attorney had me do extensive research, working 12 hours a day, seven days a week, for 30 days. I discovered that the intent of the statute was different from what the plaintiffs were suing for. I also found that the plaintiffs were not a legitimate nonprofit under tax law. We went to a hearing, and when the lead attorney argued, I passed her my findings. She asked me to present them, and the judge was impressed. This attorney always went deep into research and never lost a case.
Fighting on heavy ground means going deep and looking at everything, not just surface-level details. For example, who looks at legislative history or tax law when defending a case? This attorney did, and he always won. This approach works in job searching as well. I send candidates to firms even if there are no openings because it works. It's different from what others do and what most think is right.
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Many recruiters believe they should only submit candidates to firms with openings. They might check with firms before submitting a resume and often won't get responses unless there's an open job. This approach is limiting and not as effective. Most recruiters don't earn what they could because they stick to traditional methods.
When I started recruiting, I learned that the traditional way didn't make sense. If a law firm has an opening, recruiters flood them with candidates. However, this means the law firm receives a ton of resumes and has their pick. Most candidates won't get the job.
I looked for unconventional methods to get people jobs. I learned from the attorney who never lost a case. For example, I read legal newspapers to learn about firms. I found a small law firm in San Francisco that was extremely busy but not well-known. Most recruiters wouldn't send candidates to such a firm, but I did, and it worked.
By applying unconventional strategies and fighting on heavy ground, you can improve your job search success. Traditional methods often fall short, and thinking outside the box can set you apart.
So, here's the strategy of heavy ground. Once I learned about all the activity, I started submitting candidates who couldn't get a job. As a young recruiter, it wasn't easy for me to get candidates because I wasn't well known. I had three candidates who eventually got jobs. One was a candidate who hadn't practiced in five years. He was discovered to be a polygamist and had been a partner at a big firm in Los Angeles before becoming a commissioner in Washington, DC. He married a woman in DC while still married to his first wife, which caused a scandal, making him a pariah in the legal community.
I remember meeting with him in Pasadena. He was a nervous wreck, with bitten nails and swollen lips from biting. He couldn't get a job in Los Angeles, so his only option was to work up north, where he had never applied. This was a firm that claimed to be extremely busy. These candidates were widely considered unemployable due to their significant problems.
Another candidate was a woman who had been sexually stalked and harassed by a professor in law school. The professor, who was fired from the school, ended up working at the law firm where she was supposed to start. When she arrived, she found him as her boss again. She filed a lawsuit and became a pariah in the legal community.
I found a firm that was very busy and sent these candidates there. Most recruiters wouldn't have sent anyone to a firm without official openings, but this firm hired the attorneys I sent because they were desperate for help. This tactic, applying to places others aren't, helped them get jobs despite their issues.
These people had great qualifications but were unemployed for a long time. One had been a partner at an outstanding firm in LA, another had gone to Berkeley and worked at a good firm in Seattle. They couldn't get jobs at large firms, so they found me. I applied to smaller, less obvious firms by reading legal publications and sending resumes to places without official openings.
For example, I recently placed an attorney who had worked in Hong Kong, New York, and Singapore. He couldn't find a position despite his experience. I helped him apply to 400 firms, and he got a job at a busy firm in Indiana, a place he had never been. Another candidate was a litigator in Delaware who lost her job. She decided to switch to corporate work and applied to firms across the country. She got a job at a small firm in Reno, Nevada, which paid for her relocation.
In both cases, these attorneys had no competition because they applied to places others didn't. This strategy works. If you apply to places where others aren't, you'll likely succeed. This is crucial for a job search.
Using old job listings is another smart tactic. If a firm had an opening a year or two ago, they might have another need now. Applying to old jobs can land you an interview because firms might not always advertise new openings. I get people interviews multiple times a week using this strategy.
Sending printed resumes instead of emails is also effective. A letter will sit on someone's desk and get more attention than an email, which is easy to delete. Applying to firms without openings is powerful because there's no competition. Firms often hire when they find the right candidate, even if they haven't advertised a position.
Applying to places without openings is much more successful than applying to major law firm websites and job boards. This method is often criticized, but it works. The colonists won the war by fighting on heavy ground, and the Vietnamese used similar tactics.
To succeed in your job search, you need to do things others aren't doing. This approach will ensure you never have trouble finding a job. This is the essence of mastering the art of heavy ground in your job search. Use resources like LawCrossing to find old job listings and apply to firms that may not have advertised openings.
Create a list of firms in the cities you want to work in and apply to them. This will change your life and career. I'll take a quick break, and when I come back, I'll answer questions and give more examples of effective job search strategies. Thank you.
QUESTIONS
All right, so I'm going to answer Q and A right now. But one thing again, I want to encourage you to do is to ask questions related to your job search. I know there are several hundred people in this webinar, but if you're looking, sometimes people are nervous doing this for different reasons. I encourage you to ask questions. You can make up a location if you want, and I will show you what I would do or what you should do to find a job in those areas. I will do some screen shares to show you how that would work. This is an example we do when searching for jobs. I'll talk a little bit about this right now. These are jobs we look for candidates. One of the first things we do is we make sure to set up people's practice areas properly. That just means, if you're applying to a job, your practice area needs to match. Firms will only hire you for jobs that match your practice area. So, say you are a litigator and you want to be a corporate attorney—your odds of getting hired are almost not good.
Let me go to the Q and A here. These are all good questions. So, the first question is from a person saying they noticed their career is highly saturated. Let me just see if this works now. Good, here we go. I apologize. So, the person says, "I've noticed that the market in my region is highly saturated with similar candidates. Can you suggest a specific strategy to differentiate myself from others, particularly when it feels like law firms are looking for candidates with a substantial book of business?" This person is saying there are a lot of people like them and firms are only looking for people with business. This is very common.
What do you do? You apply to smaller firms. That's the first thing. I'll do some examples of that in a little bit. When we're done with this, I'll do a screen share of our database. You apply to smaller firms in your market. I'll show you how to do that with Google. For example, if you're a corporate attorney, you can search for "corporate law firms in [city name]" and that will pull up a ton of firms that you wouldn't even be aware of. Google is very good at finding firms because they look at the websites of the firms automatically and return firms that do corporate work. They will return an incredible number of firms, which will blow your mind, almost in every market.
You can also apply to firms in smaller markets. If you're in Los Angeles, for example, you could apply to firms in Sacramento, Bakersfield, and other places that would have openings and be interested in you. This is just an example. If you apply to firms there, do it regardless of whether or not the firm has an opening. Firms in smaller markets, like Bakersfield, may have work that they can give you regardless of openings because good people don't come along in those markets. When you apply to them, they'll look at you because not many people are applying to firms in Bakersfield. This strategy works. I have attorneys all the time—senior corporate attorneys, senior litigators, senior IP attorneys—applying to the same jobs in their market or only the large firms they know. They then find smaller firms. I'll show you in the BCG database how to do that and why it works. This always works, whether you have business or not. You just need to be able to find firms with work. Most people just send their resume blindly to firms they think are good prospects because they're in the major market, but you need to find firms with work.
I had a conversation yesterday with a firm in Irvine. I sent them an attorney who was very senior and did trust and estates law. Without an opening, I sent them to that firm and had a long conference call with this firm. They were interested in this person, even though they didn't have a trust and estates opening. He was very senior, in his mid to late sixties, and they said they had trust and estates work and could hire this person. I had another woman in Denver, and the same thing happened. I sent her to firms without openings, and she got three or four interviews, not in Denver, but in smaller markets like Aspen and Vail. She got so many job offers that she just ghosted us because she had too many jobs lined up. This proves people can get jobs in different ways by applying to places without openings.
The next question is about taking a two-year break from practicing law full-time to get a full-time MBA. How can I best present this gap on my resume and in interviews to highlight the value it brings rather than maintaining it as a red flag? Before my MBA, I worked as a litigation associate for four years. Now I want to transition into a business development role within a law firm, leveraging both my legal and business expertise. However, I'm concerned that the employment gap may hinder my search. MBAs are actually interesting.
I've had an interesting experience with an MBA. I had a candidate who had been a corporate attorney before getting his MBA. He didn't do well in his MBA because he lacked certain skills, but he still got his MBA from UCLA. After three or four years of experience, he was looking for a job. My first placement ever was at Latham and Watkins, and they called early one morning to make this guy an offer, even though they didn't have an opening. He was blown away because his job paid more than anyone in his MBA class. An MBA is not necessarily a gap; it's highly valued by firms, especially for corporate work.
You can get into a business development role within a law firm, but you have to remember you're competing with others who already do that. Firms will hire the best candidates. For example, if you're hiring a nanny, you would hire an experienced nanny over a handyman. Similarly, firms want to hire someone with a history in business development.
Your strategy should be to apply to every firm in every urban market with the resources to hire you. Firms with the work will be interested in you if you make a compelling case. Networking is also effective because firms aren't just going to hire a litigator with an MBA for a business development role. Networking and meeting people will be more effective.
If business development isn't related to what you do or your MBA, you might consider starting your own business development or marketing firm. Look for companies that offer marketing services for law firms and apply there. This would probably be more effective than trying to work in a law firm initially. Find a marketing company interested in you because of your experience.
I'm sorry for spending a lot of time on this particular question. It's a very good question. So, that's how I would handle that. You can definitely get a job; you just have to find companies that fit. Once you get experience in a marketing company, you can then apply to firms because you will have proven skills in that type of work. You can do it. I hope this answers your question because many people don't think this way, which hurts them.
Okay, let's see here. Next question.
I'm excited to do some sample searches for you. I spent the past five years working in a compliance role for major corporations. What are the best ways to position this experience when applying to an in-house counsel position, given my role was not purely legal? My compliance role was close to a legal department but did not perform traditional legal tasks. Now, I'm looking into a general counsel position and need advice on how to position myself effectively.
You're facing the issue of selling something you're not currently doing. Why would a big company hire you for work you don't do? So, what would that be? General corporate work, whatever they do. You have to really think about why they would hire you when you're competing with others who have that experience. If you're applying to jobs, there's not much reason for them to hire you because you're competing with others who have that experience.
Your question is, what do you do to get those jobs? Smaller companies, especially ones led by founders or newer companies, have no idea about what an attorney is. They don't really know who to hire or understand it. You have to understand what you do. Your strategy needs to be applying to lots of places that don't necessarily have openings.
I had a friend who worked in a big law firm and then got a position in-house with a company doing illegal things like forging reports. He didn't want to participate, so they fired him. He was devastated. I helped him send his resume to smaller mid-sized companies all over Los Angeles that didn't have openings. He got calls from companies that never would have thought to hire him. He was applying to the few in-house openings that came up and not getting anything, but with this strategy, he got several job offers.
That's what you do. Apply to lots of places that don't have openings. If you do that, you'll be well off compared to just applying to places looking for general counsel. Your strategy should be to find companies and apply regardless of openings.
You could make your resume sound more legal-related. You could add keywords and write something that presents you as an expert in different types of corporate law. Ensure your resume makes sense to the companies you apply to. That's the strategy I would follow. You can buy a list of all the companies in the area you want to work in and apply to them.
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I'm sorry for all this detail, but I want to help you with these questions. Let's move on to the next one.
I have extensive experience in negotiation and mediation from my family law practice and have completed several corporate law courses. However, convincing employers of my ability to handle corporate legal matters has been difficult. I'm looking to transition to a corporate law practice. What are the most effective ways to overcome the lack of direct experience, and how can I highlight my skills?
Many people go to school after practicing in a different area. If you want to transition to a new practice area, you have to consider who you're competing with. Law firms might prefer someone with direct experience over someone with experience in a different practice area.
Corporate law is much different than family law. Corporate attorneys deal with advanced legal work, documents, and research, whereas family law involves more interpersonal drama and negotiation. The skills are different. Family law involves working with individuals who have limited budgets, whereas corporate law involves working with companies and more demanding work.
To succeed, look at smaller markets. I had a candidate who wanted to switch from patent law to environmental law. She was able to get a job with a mid-sized firm in Sacramento by looking at smaller markets. You need to apply to firms without openings, especially smaller ones. Get hired, gain experience, and then move to bigger firms. That's how you succeed.
Okay, let's see here. Next question.
Okay, so this next person says, "This is actually another good question." I appreciate all these questions. I am transitioning from a career in academia to practicing law. What are key points I should emphasize to address skepticism from law firms about my ability to be in a more commercial environment? I really like this question because I've seen this happen a lot with people.
People often want to transition from academia to a law firm. Here's the problem with that. This particular transition is very common among attorneys. I've seen it happen quite a bit. People in academia try to move into law firms. However, it can be a serious problem if you're trying to do that because being a law professor or in academia is much different from working in a law firm—much different.
I speak to attorneys all the time who try to make this transition, and it's very difficult because academia is theoretical. When you're in academia, your job is typically to think about things, write long papers or law review articles, teach a few classes, and not have a lot of micromanagements of your time. You can teach a few classes, think about things, do office hours, network with other attorneys and people in your school, and that sort of thing. Practicing law, on the other hand, is very practical. You have to come up with quicker solutions to problems that clients have. You'll be doing work such as discovery and writing motions if you're in litigation, and this type of work is very practical.
The skills required in academia, like thinking about things and having long conversations about the law, don't really translate to law firms. Most academics who go into law firms don't stay long. For example, people who graduate from Yale Law School often try law firms but find it doesn't work out because they prefer thinking about things in a different way.
You've already made the choice not to work in a law firm for a reason. You did it because that was what you were interested in. If you made that choice, it's likely because law firms are not who you are. Therefore, convincing a law firm to hire you can be challenging. Law firms usually prefer candidates with direct experience and interest in their practice area.
To improve your chances, apply to firms without openings and connect with people who went to your law school. They might appreciate your academic background. Additionally, smaller markets and firms are more likely to hire you if you have relevant experience, like teaching corporate law or tax law. Applying to firms without openings and networking can help you get a job, but it's a difficult transition.
I like this question because many people want to make this move, but it rarely works out. Interests often lie elsewhere. For example, I've talked to deans and professors who go off on tangents about different ideas, whereas lawyers in firms need to be very direct and quick in their responses.
Law firms may hire you if you have an incredible background, but it's generally very difficult to make the transition. You always need to find places without openings that might be interested in you regardless.
Let's move on to the next question: I am currently a mid-level associate in a law firm and discreetly looking for new opportunities due to limited growth opportunities at my firm. I'm concerned about confidentiality and the potential repercussions of a job search. How can I manage an active job search while maintaining my current position and not jeopardizing my job security?
Lawyers in law firms are typically very discreet. They rarely talk to your firm about your job search. In my experience, having worked with thousands of candidates, I've only seen confidentiality breaches happen twice. Both instances involved serious ethical issues, not regular job searches.
Recruiters will almost never let word get back to your current employer because it would damage their reputation and business. Law firms won't jeopardize their relationship with recruiters either, as it would harm their ability to attract future candidates.
In conclusion, it's generally safe to conduct a job search while employed. Recruiters and larger firms will maintain your confidentiality. If you're in a smaller market or applying to very small firms, be cautious, but overall, confidentiality breaches are rare.
Okay, let's look at finding jobs in different practice areas. I'm going to pull up the BCG database to help with some of these searches. Give me a second.
Now, I'm pulling up some examples from the BCG database. Let's start with a patent attorney looking for a job in Northern Colorado. This person specializes in patent infringement. I'll adjust the practice area in the database to find suitable openings. The BCG database has a comprehensive list of practice areas, which makes it easier to find relevant job opportunities.
By exploring the database and adjusting the search criteria, you can find positions that match your skills and interests. This approach is very effective for candidates looking to transition into different practice areas or locations.
When you examine IP litigation, for example, you encounter IP general, IP litigation, and patents. Let's say you're a patent attorney specializing in hard sciences. You might not handle mechanical patents, but let's assume you manage various types of patent work.
Now, imagine you're looking for a position and have 30 years of experience. You're interested in Northern Colorado. First, consider the regions. Northern Colorado might not be the exact area, but let's explore cities like Fort Collins, Greeley, and Boulder. Although Boulder isn't in Northern Colorado, let's include it along with Denver for context.
You're seeking positions within 15 miles of these regions. For instance, you put Northern Colorado in your regions. Peter, let me illustrate this with an example. In Denver, I checked some jobs at big firms. They are unlikely to have positions for someone with your level of experience. These jobs typically seek candidates with 2 to 6 years of experience. However, smaller firms might be interested. For example, some smaller firms might seek someone with 5+ years of experience. Big firms like Holland & Hart generally prefer candidates with less than 10 years of experience because they aim to mold junior to middle-level associates into partners.
Next, let's look at job listings on LawCrossing. Some listings are older, but still relevant. For instance, some firms might be looking for someone with 8+ years of experience, which could be a good fit for you. Archive jobs, even if closed, indicate potential firms to consider.
To find a position in Northern Colorado, consider smaller firms and older job listings. We have 33 recommended firms specializing in your type of work, ranked from 1 to 3. Smaller firms are more likely to consider someone with your experience.
Additionally, Google searches for "patent law firms Denver" can yield numerous results. Smaller, lesser-known firms might be a good fit. For example, a small firm like "Alcoba Law" might not be on everyone’s radar, increasing your chances.
Let’s look at some specific examples. One firm, Trezor Law Firm, which seems to have a husband-and-wife team, could be a place to apply. Smaller firms like these are often overlooked by other job seekers.
Applying to these smaller firms, even if they don't currently have openings, can increase your chances significantly. Sending resumes to all relevant firms, like those doing intellectual property work, is crucial. There are many small firms and individual attorneys who might be interested in your extensive experience.
Now, let’s consider another scenario. Suppose you're interested in international trade law and want to work remotely. You might look in regions like Washington, D.C., New York, Virginia, and California. Even without direct experience, some firms might still be interested. On LawCrossing, you might find senior international trade positions that weren't listed on other platforms.
We also have 212 recommended firms for international trade, many of which might consider remote work. Small firms, like those we list, often have fewer applicants, giving you a better chance.
Searching Google for "international trade law firms" also yields many options. Smaller, specialized firms can be excellent targets. For instance, the BCG's best international trade firms list includes many firms, some of which might not have high visibility.
By applying broadly, including firms without current openings, and utilizing lists from various sources, you increase your chances of finding a suitable position. Many people don’t apply to smaller firms, giving you a competitive edge.
To summarize, finding a job involves researching and applying to as many relevant firms as possible, including those not currently advertising openings. This strategy significantly enhances your chances of securing a position. If you follow this advice, you'll be well-positioned to find a job and advance your career.
Thank you for attending this webinar. I hope you found the information valuable. Apologies for not hosting a webinar last week due to the 4th of July, but I look forward to next week's session. If you apply these strategies, they can greatly impact your job search and career. Thank you again, and I hope to see you next week.
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.
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
You can also listen to Harrison Barnes Podcasts here: Attorney Career Advice Podcasts
You can also read Harrison Barnes' articles and books here: Harrison's Perspectives
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.
To read more career and life advice articles visit Harrison's personal blog.
