The legal profession is known for its demanding nature and the intense competition that defines success within it. For many attorneys, the path to a rewarding career is not a straightforward one. Instead, it involves a series of strategic decisions, including the choice to transition between law firms. These decisions are often driven by a combination of professional ambitions, personal goals, and the inevitable challenges that arise within the legal industry.
Understanding when to move between firms and why such a move might be necessary is crucial for any attorney seeking long-term success. This comprehensive guide explores the various factors that influence an attorney’s decision to change firms, drawing on real-life examples to illustrate the challenges and opportunities that come with such transitions. By providing insights into both the negative and positive reasons for moving, this article aims to equip attorneys with the tools they need to make informed career decisions that align with their professional and personal aspirations.
Section 1: The Negative Reasons for Moving
1. Being Asked to Leave
One of the most daunting experiences an attorney can face is being asked to leave a law firm. This situation can occur at any stage in an attorney’s career, whether they are just starting out or are well-established in their profession. The reasons for being asked to leave are varied, often reflecting issues related to performance, firm economics, or cultural misalignment.
For example, young attorneys may be asked to leave if they fail to meet the firm’s expectations, which are often set at a very high level, especially in top-tier firms. In one instance, a young attorney was reprimanded by a judge during a clerkship for making a critical typo in a legal document that almost resulted in an incorrect court ruling. This attorney was accustomed to the more lenient standards of academia, where minor errors did not carry such weight. However, in the real world of legal practice, such mistakes can be career-threatening. Recognizing that his position was precarious, this attorney chose to leave the clerkship voluntarily before being dismissed.
Mid-career attorneys are not immune to this risk. As they progress in their careers, the expectations placed upon them only increase. An attorney may be asked to leave simply because the firm no longer has enough work to justify their salary, especially during economic downturns. For instance, during a period of high interest rates, the real estate market may cool significantly, leading to a reduction in work for attorneys specializing in this area. Similarly, corporate attorneys may face job insecurity during times of reduced economic activity, as deals and transactions become less frequent. In such scenarios, law firms may start laying off attorneys, often framing the decision as performance-related when, in reality, it’s a matter of economics.
Being asked to leave is a challenging experience, but it’s important to understand that it is a common occurrence in the legal profession. Attorneys in this situation must act swiftly to find a new position, as the legal job market can be unforgiving, especially for those who have been recently dismissed.
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2. Lack of Work
Another significant reason why attorneys might consider leaving their current firm is the lack of work. This issue often arises in practice areas that are particularly sensitive to economic cycles, such as real estate or corporate law. When the economy slows down, so does the demand for legal services in these areas, leading to reduced workloads for attorneys.
For example, during a period of economic downturn, the real estate sector might experience a sharp decline in activity. This can lead to a significant reduction in the amount of work available for real estate attorneys, who may find themselves with little to no billable work for extended periods. This lack of work can be a strong indicator that it’s time to start looking for opportunities elsewhere.
Similarly, corporate attorneys may face challenges during economic slowdowns. Corporate practice areas, such as mergers and acquisitions or securities, are highly dependent on market conditions. When economic activity slows, so does the volume of corporate work, leaving attorneys in these fields vulnerable to layoffs. One particularly stark example involved a major California law firm that collapsed after a succession of major litigation cases settled unexpectedly, leaving the firm without sufficient work to sustain its operations. This serves as a reminder that even established firms are not immune to the impacts of economic cycles.
Attorneys who notice a prolonged reduction in their workload should take this as a signal to begin exploring new opportunities. Staying at a firm with insufficient work can be detrimental to an attorney’s career, as it may result in being laid off or, at the very least, falling behind in their professional development.
3. Performance Issues
Performance issues are a common reason why attorneys may find themselves needing to move to a new firm. In the high-pressure environment of a law firm, even small mistakes can have significant consequences. This is particularly true in firms with high standards, where the margin for error is minimal.
One striking example involved an attorney who, early in his career, made a serious mistake while clerking for a judge. He granted a motion in error due to a typo, which could have had significant legal consequences. Although the mistake was caught in time, the judge made it clear that such errors were unacceptable. This experience underscored the importance of precision in legal work, a lesson that the attorney carried with him throughout his career.
In some cases, performance issues may stem from a misalignment between the attorney’s skills and the firm’s expectations. For instance, an attorney who excels in legal analysis but struggles with the high demands of billable hours may find themselves at odds with a firm that prioritizes quantity over quality. Similarly, an attorney who is not well-versed in the specific practices of a particular firm may struggle to meet the firm’s expectations, leading to dissatisfaction on both sides.
Performance issues can also arise from interpersonal dynamics within the firm. For example, an attorney may struggle to get along with a particular partner or may not fit in with the firm’s overall culture. In one case, an attorney was sidelined after a partner perceived that he was not sufficiently enthusiastic about the work, leading to a loss of trust and, eventually, the attorney’s departure from the firm.
When faced with performance issues, it’s important for attorneys to assess whether the firm’s expectations align with their strengths and career goals. If there is a significant misalignment, it may be time to consider a move to a firm where their skills are better suited to the work and culture.
Section 2: The Positive Reasons for Moving
1. Quality of Work
While negative factors often drive attorneys to leave a firm, there are also positive reasons for making a move, with the quality of work being one of the most significant. The type and caliber of work an attorney engages in not only impacts job satisfaction but also plays a critical role in their professional development and future career prospects.
For example, consider the case of an attorney who moved from a prestigious New York law firm to a Silicon Valley firm in search of new opportunities. Despite the initial excitement of moving to a tech-centric environment, she quickly found that the work was far less sophisticated than what she had been doing in New York. Instead of leading major deals and managing complex transactions, she was relegated to routine tasks that did not challenge her intellectually. This lack of fulfillment led to growing dissatisfaction, ultimately driving her to leave the legal profession altogether.
The quality of work available to an attorney can vary greatly depending on the size and prestige of the firm. Larger firms, with more resources and high-profile clients, often handle complex, high-stakes cases that provide attorneys with opportunities to engage in challenging and rewarding work. In contrast, smaller firms may focus on more routine legal matters, which might not offer the same level of intellectual stimulation or professional growth.
For instance, attorneys working at a large corporate law firm in New York or Los Angeles may find themselves involved in high-profile transactions that require extensive legal research, negotiation, and strategic thinking. On the other hand, attorneys at smaller firms or in less competitive markets may be tasked with handling more routine legal matters, such as drafting standard contracts or managing smaller litigation cases. While these tasks are important, they may not provide the same level of challenge or opportunity for advancement as the work available at larger, more prestigious firms.
When considering a move, it’s essential for attorneys to evaluate whether the work at their current firm aligns with their career goals and aspirations. If the work is not challenging or does not provide opportunities for growth, it may be worth exploring opportunities at firms that can offer the type of work they are seeking.
2. Professional Growth
Professional growth is another key factor that motivates attorneys to change firms. The opportunities for professional development and advancement can vary significantly between law firms, making it crucial for attorneys to find a firm that supports their career aspirations.
In some firms, professional growth is a top priority, with structured mentorship programs, regular performance reviews, and opportunities for advancement. These firms recognize the importance of investing in their attorneys’ development and provide the resources and support necessary for them to grow and succeed.
For example, some firms take an active role in helping their attorneys develop business skills, offering training and guidance on how to build a client base. This is particularly important for litigators, who may choose to clerk for a judge early in their careers to gain hands-on experience and one-on-one mentorship that they might not receive in a large law firm setting. The experience gained from clerking for a judge can be invaluable, providing attorneys with a deeper understanding of the legal process and helping them develop the skills necessary to succeed in private practice.
On the other hand, some firms offer little to no support for professional growth. In these environments, attorneys might find themselves doing the same type of work year after year, with no clear path to advancement. For instance, an attorney who has been with a firm for several years may feel frustrated if they are not given the opportunity to take on more responsibility or move up within the firm. This lack of professional growth can lead to dissatisfaction and may prompt the attorney to start looking for opportunities at other firms.
An example of the importance of professional growth can be seen in the case of a corporate attorney who was initially excited to join a prestigious firm. However, after a few years, she realized that the firm’s focus on billable hours left little time for mentorship or professional development. She found herself stuck in a rut, handling the same types of cases without any opportunity to expand her skills or take on more challenging work. Frustrated by the lack of growth, she decided to explore opportunities at other firms and eventually found a position at a smaller firm that offered more hands-on experience and a greater focus on professional development.
When considering a move, it’s important for attorneys to assess whether their current firm provides the opportunities for professional growth that they need to advance in their careers. If the firm does not offer these opportunities, it may be time to consider a move to a firm that is more supportive of their professional development.
3. Firm Culture
Firm culture plays a significant role in an attorney’s job satisfaction and overall well-being. Every law firm has its own unique culture, shaped by its history, values, and the personalities of its leaders. Finding a firm with a culture that aligns with your values and working style is crucial for long-term career satisfaction.
For example, an attorney might leave a firm where the culture is overly competitive or unsupportive, in favor of a firm that fosters collaboration and mentorship. In one case, an attorney was drawn to a firm that promised a better work-life balance, only to find that the culture was just as demanding as the one she left. This experience highlights the importance of thoroughly researching a firm’s culture before making a move.
Firm culture also affects how attorneys interact with each other and with clients. In some firms, partners and associates work closely together, sharing insights and strategies that help everyone improve. In others, there might be a clear divide between partners and associates, with little communication or collaboration. For example, an attorney who values teamwork and collaboration may find it challenging to thrive in a firm where the culture is more individualistic and competitive. On the other hand, an attorney who prefers a more independent working style may struggle in a firm that places a strong emphasis on collaboration and teamwork.
In one notable example, an attorney was thriving at a firm where partners took an active interest in mentoring associates and involving them in client matters. However, after a leadership change at the firm, the culture shifted to a more cutthroat, competitive environment. The attorney found the new atmosphere stifling and demoralizing, and ultimately decided to move to a firm with a more collaborative and supportive culture.
Understanding the culture of a law firm is crucial for finding a place where you can thrive. Before making a move, it’s important to do your homework and get a sense of what the firm’s culture is really like. This can involve speaking with current or former employees, attending firm events, and asking pointed questions during the interview process.
If you’re unhappy with the culture at your current firm, consider what aspects of the culture are most important to you and look for firms that embody those values. A move to a firm with a culture that better suits your personality and working style can make a significant difference in your job satisfaction and overall career trajectory.
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Section 3: The Practical Aspects of Moving
1. Lateral Moves
Making a lateral move to another firm can be a strategic decision that benefits your career in the long run. Lateral moves allow attorneys to seek out firms that offer better opportunities for growth, more challenging work, or a culture that aligns with their values.
When considering a lateral move, timing is crucial. Attorneys should be mindful of the economic climate and the demand for their particular practice area. For example, during a downturn in the corporate sector, it might be more challenging to find a new position, so it’s essential to plan your move carefully.
It’s also important to research potential firms thoroughly. Look for firms that have a strong reputation in your practice area, a healthy client base, and a culture that supports professional growth. Networking with other attorneys and seeking out mentors can provide valuable insights into which firms might be a good fit for your skills and career goals.
For instance, an attorney specializing in corporate law may decide to make a lateral move to a firm with a stronger reputation in mergers and acquisitions. By doing so, they position themselves to work on more high-profile deals, gain exposure to a broader client base, and develop the skills needed to advance in their career.
Another example involves a litigator who has become frustrated with the lack of courtroom experience at their current firm. By making a lateral move to a firm with a more active litigation practice, they can gain more hands-on experience, work on more complex cases, and build a stronger reputation as a skilled litigator.
Lateral moves can also be a way for attorneys to escape a negative work environment. For example, an attorney who feels undervalued at their current firm may seek out a lateral move to a firm where they will have more opportunities for advancement and recognition.
2. Client Contact and Responsibility
For many attorneys, gaining more client contact and responsibility is a primary motivator for moving firms. Working directly with clients allows attorneys to build relationships, develop a deeper understanding of their clients’ needs, and ultimately, become more valuable to their firm.
However, not all firms provide the same level of client contact, especially for junior attorneys. In some firms, associates may find themselves isolated from clients, handling only the background work while partners manage client interactions. This lack of exposure can hinder an attorney’s development and limit their career advancement opportunities.
For example, an associate at a large law firm might find that they are rarely, if ever, included in client meetings. Instead, their role is limited to conducting research, drafting documents, and handling other behind-the-scenes tasks. While these tasks are important, they do not provide the same level of experience or professional development as direct client interaction.
In contrast, an associate at a smaller firm or a boutique practice may have more opportunities to interact with clients, participate in negotiations, and take on greater responsibility for managing cases. This hands-on experience can be invaluable for building the skills and confidence needed to advance in the legal profession.
Attorneys seeking more client contact should look for firms that encourage associate involvement in client meetings, negotiations, and other critical aspects of case management. A firm that values and supports client engagement will provide attorneys with the experience they need to grow and succeed in their careers.
For instance, a corporate attorney who has been frustrated by the lack of client interaction at their current firm might decide to make a move to a smaller firm that offers more opportunities for direct client contact. By doing so, they can develop stronger client relationships, gain more experience in managing transactions, and ultimately, position themselves for greater success in their career.
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Section 4: Personal and Long-Term Considerations
1. Personal Choices
Personal considerations often play a significant role in the decision to move between firms. Factors such as work-life balance, geographic location, and family responsibilities can all influence an attorney’s career choices.
For example, an attorney might choose to move to a smaller firm in a less demanding practice area to achieve a better work-life balance. This is particularly common for attorneys who have started families or have other personal commitments that require more flexibility in their work schedule.
In one case, an attorney who had been working long hours at a large law firm decided to move to a smaller firm that offered a more relaxed work environment. The move allowed the attorney to spend more time with their family and pursue personal interests, while still maintaining a fulfilling legal career.
Similarly, geographic location can be a significant factor in the decision to move firms. An attorney may choose to relocate to be closer to family, to live in a city with a lower cost of living, or simply to enjoy a better quality of life. For example, an attorney who has been working in a large metropolitan area might decide to move to a smaller city or town where the pace of life is slower and the cost of living is lower.
These personal choices are just as important as professional considerations, and it’s essential to find a firm that supports your personal goals as well as your career ambitions.
2. Long-Term Career Strategy
Every attorney should have a long-term career strategy in place. This involves regularly evaluating your current position, assessing your career goals, and making strategic moves that align with your aspirations.
A key component of long-term career planning is understanding the importance of mentors and professional relationships. A strong mentor can provide invaluable guidance and support, helping you navigate the challenges of your career and achieve your goals. If you’re in a firm where you have a good mentor, it might be worth staying put, even if other aspects of the job are less than ideal.
Conversely, if you’re at a firm where you feel isolated or unsupported, it might be time to consider a move. Finding a firm where you can build strong professional relationships and receive the mentorship you need is crucial for long-term success.
For example, an attorney who has been struggling to advance in their current firm might benefit from finding a mentor who can provide guidance and support. This could involve seeking out a partner at the firm who has a strong reputation and a track record of mentoring junior attorneys. Alternatively, it might involve making a move to a firm that places a greater emphasis on mentorship and professional development.
In one case, an attorney who had been with a firm for several years found that they were not receiving the mentorship they needed to advance in their career. Frustrated by the lack of support, the attorney decided to make a lateral move to a firm where mentorship was a priority. The move paid off, as the attorney quickly found themselves working with a mentor who provided valuable guidance and helped them achieve their career goals.
Another important aspect of long-term career planning is building a strong professional network. This involves cultivating relationships with colleagues, clients, and other professionals in the legal industry. A strong network can provide valuable support, guidance, and opportunities for advancement throughout your career.
For example, an attorney who has built a strong network of professional contacts might be more likely to hear about job opportunities, receive referrals, or gain access to valuable resources. This can be particularly important for attorneys who are considering a move to a new firm, as a strong network can help them identify and secure the right opportunity.
Conclusion
Navigating a legal career requires a careful balance of professional ambition and personal fulfillment. Whether driven by the need for better work quality, the desire for professional growth, or the pursuit of a more supportive firm culture, the decision to move between law firms is a significant one. By understanding the various factors that influence this decision and making informed, strategic moves, attorneys can build rewarding careers that align with their long-term goals.
As you progress in your career, it’s essential to remain proactive in evaluating your current situation and seeking out opportunities for growth. Whether you’re responding to negative pressures or pursuing positive aspirations, the key to success in the legal profession is to stay focused on your goals and make decisions that move you closer to achieving them.
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.
