Question 1: Why might an attorney consider leaving their current law firm?
Answer: Attorneys may consider leaving their current law firm for a variety of reasons, ranging from negative factors like being asked to leave or facing a lack of work, to positive factors such as seeking better quality work, professional growth, or a more supportive firm culture.
One of the most challenging reasons for leaving is being asked to leave the firm, which can happen at any career stage. This could be due to performance issues, such as not meeting the firm’s high standards for work quality, or due to economic pressures, like the firm not having enough work to justify the attorney’s salary. In some cases, attorneys may be asked to leave because they do not fit well within the firm’s culture or because of interpersonal issues with partners or colleagues.
On the positive side, attorneys might consider leaving to pursue opportunities at firms that offer more challenging work, better opportunities for professional development, or a culture that aligns more closely with their values and working style. For instance, an attorney who feels they are not being challenged enough at their current firm may seek out a new position where they can work on more complex cases or engage in higher-level strategic thinking.
Question 2: What are some common reasons attorneys are asked to leave a law firm?
Answer: Attorneys may be asked to leave a law firm for several reasons, many of which are related to performance or economic factors. One common reason is a lack of work. In certain practice areas, such as real estate or corporate law, the availability of work can be closely tied to economic conditions. During downturns, firms may not have enough work to keep all of their attorneys busy, leading to layoffs or terminations.
Another common reason is performance-related issues. Law firms, especially top-tier firms, have high expectations for their attorneys. Even minor mistakes, such as typos in important documents, can have serious consequences. For example, one attorney recalled a situation where a typo in a legal document nearly led to an incorrect court ruling. Although the mistake was caught in time, the attorney was reprimanded and realized the importance of maintaining the highest standards of accuracy and attention to detail.
Interpersonal dynamics within the firm can also play a role. An attorney might be asked to leave if they do not get along with a particular partner or if they are perceived as not fitting in with the firm’s overall culture. In some cases, attorneys might find themselves sidelined or given less important work, as a subtle signal that they are no longer valued by the firm.
Question 3: How does the economic climate impact an attorney’s decision to leave their current firm?
Answer: The economic climate can have a significant impact on an attorney’s decision to leave their current firm, particularly in practice areas that are sensitive to economic cycles. For example, in times of economic downturn, there may be a reduction in the demand for legal services in areas like real estate, corporate law, or mergers and acquisitions. This can lead to a decrease in available work, which in turn may result in layoffs or reduced opportunities for advancement within the firm.
During such times, attorneys may feel pressured to leave their firm in search of more stable opportunities. For instance, if a real estate attorney notices a prolonged slowdown in work due to a weak housing market, they might decide to explore opportunities at firms that specialize in more recession-proof areas of law. Similarly, a corporate attorney who experiences a drop in transactional work during an economic downturn might consider moving to a firm with a stronger focus on litigation or regulatory work, which may be less affected by economic cycles.
Attorneys who are proactive in recognizing the signs of an economic slowdown and who are willing to make strategic moves to firms with more robust practice areas can better weather the challenges of an economic downturn and continue to advance their careers.
Question 4: What role do performance issues play in an attorney’s decision to leave a firm?
Answer: Performance issues are a critical factor in an attorney’s decision to leave a firm, as they can directly impact the attorney’s job security and future career prospects. Law firms, particularly those at the top of the legal industry, expect their attorneys to meet exceptionally high standards of work quality and professionalism. Even small mistakes, such as typographical errors or lapses in logical reasoning, can have significant consequences.
For example, one attorney shared a story about making a critical error early in his career while clerking for a judge. A typo in a legal document almost led to an incorrect court ruling, which could have had serious implications for the case. Although the mistake was caught before any damage was done, the attorney was reprimanded by the judge and realized that such errors could be career-threatening in the legal profession.
In other cases, performance issues may arise from a misalignment between the attorney’s skills and the firm’s expectations. An attorney who excels in certain areas of law may struggle if the firm’s primary focus is on a different area or if the firm’s expectations do not align with the attorney’s working style. This misalignment can lead to dissatisfaction on both sides and may ultimately prompt the attorney to consider leaving the firm.
Interpersonal issues can also play a role. An attorney who does not get along with key partners or who is perceived as not fitting in with the firm’s culture may find themselves marginalized or given less important work. In such cases, the attorney may decide that it is in their best interest to seek out a new position where they can better utilize their skills and fit more comfortably within the firm’s culture.
Question 5: How can the quality of work influence an attorney’s decision to move to a new firm?
Answer: The quality of work is a major factor that can influence an attorney’s decision to move to a new firm. Attorneys who feel that the work they are doing is not challenging enough or does not align with their career goals may seek out opportunities at firms that can offer more sophisticated and fulfilling work.
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 working in a tech-centric environment, the attorney quickly realized 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 ultimately led to growing dissatisfaction, and she eventually decided 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.
Question 6: What are the benefits of seeking professional growth at a new firm?
Answer: Seeking professional growth at a new firm can offer numerous benefits, particularly for attorneys who feel that their current firm does not provide adequate opportunities for development and advancement. Professional growth is a key factor in career satisfaction and long-term success, and finding a firm that supports and encourages this growth can make a significant difference in an attorney’s career trajectory.
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.
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. This lack of professional growth can lead to dissatisfaction and may prompt the attorney to start looking for opportunities at other firms.
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 be particularly challenging for attorneys who are ambitious and eager to advance in their careers. By seeking out a firm that prioritizes professional development, these attorneys can find new opportunities to expand their skills, take on more challenging work, and ultimately, advance their careers.
See Related Articles:
- Why You Should NEVER Quit a Law Firm Job Without Another Lined Up
- The Top 15 Reasons Attorneys Should Leave Their Law Firm Jobs and Look for a New Job
- Switching Law Firms as a Career Strategy for Attorneys: When You Should and Should Not Leave Your Law Firm to Get Ahead
Question 7: How does firm culture impact an attorney’s decision to stay or leave?
Answer: Firm culture plays a significant role in an attorney’s decision to stay at or leave a law firm. 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 an attorney’s values and working style is crucial for long-term career satisfaction and success.
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 an attorney can thrive. Before making a move, it’s important to do thorough research 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 an attorney is unhappy with the culture at their current firm, they should consider what aspects of the culture are most important to them and look for firms that embody those values. A move to a firm with a culture that better suits their personality and working style can make a significant difference in job satisfaction and overall career trajectory.
Question 8: What are some practical considerations when making a lateral move to a new firm?
Answer: Making a lateral move to a new firm is a significant decision that requires careful consideration of several practical factors. A lateral move can offer many benefits, including better opportunities for growth, more challenging work, or a culture that aligns more closely with the attorney’s values. However, it’s essential to approach this decision with a clear understanding of the potential challenges and rewards.
One of the most important practical considerations is timing. The economic climate and demand for the attorney’s particular practice area can greatly impact the success of a lateral move. 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 the move carefully. Attorneys should be mindful of market conditions and consider whether their practice area is in demand before making a move.
Another critical consideration is researching potential firms thoroughly. It’s important to look for firms that have a strong reputation in the attorney’s 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 the attorney’s 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.
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. In some cases, a lateral move can provide a fresh start and a chance to re-energize an attorney’s career.
Finally, it’s essential to consider the impact of a lateral move on work-life balance and personal goals. Attorneys should think about how the move will affect their overall quality of life, including factors such as commute times, work hours, and the availability of support for family responsibilities. Balancing professional ambitions with personal needs is crucial for long-term career satisfaction.
Question 9: How can gaining more client contact and responsibility influence an attorney’s decision to move firms?
Answer: Gaining more client contact and responsibility is a significant factor that can influence an attorney’s decision to move to a new firm. Direct interaction with clients allows attorneys to build stronger relationships, develop a deeper understanding of their clients’ needs, and ultimately, become more valuable to their firm. For many attorneys, the opportunity to take on greater responsibility and have more direct involvement in client matters is a key motivator for seeking a new position.
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.
Question 10: What role do personal choices play in an attorney’s decision to move between firms?
Answer: Personal choices play a significant role in an attorney’s decision to move between firms. Factors such as work-life balance, geographic location, family responsibilities, and personal interests can all influence an attorney’s career choices and their decision to seek new opportunities.
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.
Geographic location can also 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. This decision might involve a trade-off in terms of salary or the prestige of the firm, but for many attorneys, the improved quality of life can make the move worthwhile.
Personal interests and passions can also play a role. For instance, an attorney who is passionate about a particular area of law, such as environmental law or public interest work, might choose to move to a firm or organization that specializes in that area, even if it means a lower salary or fewer perks. The opportunity to do work that aligns with their values and passions can be a powerful motivator for making a move.
These personal choices are just as important as professional considerations, and it’s essential to find a firm that supports an attorney’s personal goals as well as their career ambitions. Attorneys who take the time to consider their personal needs and values, in addition to their professional goals, are more likely to find long-term satisfaction and success in their careers.
Question 11: How can long-term career strategy influence an attorney’s decision to move firms?
Answer: Long-term career strategy is a crucial factor that influences an attorney’s decision to move between firms. Attorneys who have a clear vision of their career goals and a strategic plan for achieving them are more likely to make informed decisions about when and where to move. This involves regularly evaluating their current position, assessing their career goals, and making strategic moves that align with their 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 an attorney navigate the challenges of their career and achieve their goals. If an attorney is in a firm where they have a good mentor, it might be worth staying put, even if other aspects of the job are less than ideal. Conversely, if an attorney is at a firm where they feel isolated or unsupported, it might be time to consider a move to a firm where they can build strong professional relationships and receive the mentorship they need.
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.
Building a strong professional network is another important aspect of long-term career planning. 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 an attorney’s career.
For instance, 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.
Long-term career strategy also involves being proactive in seeking out opportunities for growth and development. Attorneys who take the initiative to expand their skills, take on more challenging work, and pursue professional development opportunities are more likely to advance in their careers and achieve their long-term goals.
See Related Articles:
- Why You Should NEVER Quit a Law Firm Job Without Another Lined Up
- The Top 15 Reasons Attorneys Should Leave Their Law Firm Jobs and Look for a New Job+
- Switching Law Firms as a Career Strategy for Attorneys: When You Should and Should Not Leave Your Law Firm to Get Ahead
Conclusion: Navigating Career Transitions in the Legal Profession
Career transitions are an inevitable part of the legal profession, and understanding when and why to move between law firms is crucial for long-term success. 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 firms is a significant one that requires careful consideration of both professional and personal factors.
By asking the right questions, evaluating their current situation, and making informed, strategic decisions, attorneys can navigate career transitions with confidence and achieve their long-term career goals. Whether responding to negative pressures or pursuing positive aspirations, the key to success in the legal profession is to stay focused on your goals, build strong professional relationships, 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.
