How to Secure a Law Firm Position: Understanding the Business and Market Dynamics

 
This article breaks down how attorneys can approach their job search effectively, particularly in navigating the law firm hiring process, where economic considerations and business priorities play a key role.
 

1. Law Firms as Business Units: The Role of Profitability in Hiring

Unlike some other legal settings, law firms operate as profit-driven business units. They are constantly balancing the need for high-quality legal work with financial efficiency. This means that when firms hire attorneys, they are not just looking for candidates with stellar credentials—they are evaluating whether the new hire will contribute to the firm’s bottom line.

For example, a firm like Jones Day, with its national and international reach, demands high-quality work from its attorneys. It operates with a high level of client expectations and delivers complex legal solutions, which means it seeks out attorneys who can either bring in significant business or bill a high number of hours. In contrast, a smaller firm in Richmond may not have the same level of client sophistication and thus may prioritize finding someone who can handle a broad range of cases efficiently.


At the core of any law firm's hiring strategy is whether an attorney will generate or support revenue. Associates are generally expected to bill significant hours at a relatively lower rate than senior attorneys, making them highly profitable for firms. Senior attorneys, who command higher salaries, are often expected to bring in business or have highly specialized skills to justify their cost.

This also plays into the firm's decision when hiring between attorneys who are specialists and generalists. In larger markets, firms need specialists who can serve the narrow and highly sophisticated needs of major corporate clients. However, in smaller markets, firms often prefer generalists who can handle a wide range of cases, ensuring maximum flexibility and profitability in environments where clients may not demand such specific expertise.

• See Also: Understanding the Pros and Cons of Different Law Firm Types: Finding the Right Fit for Your Legal Career

 

2. Applying to Firms Without Openings: A Case of Less Competition

A major piece of advice that often gets overlooked is the strategy of applying to firms that do not have listed openings. Firms, especially in smaller markets, may not formally advertise all of their hiring needs. Sometimes they are waiting for the right candidate to come along or they may not yet have realized a future need for a specific attorney. When law firms do not advertise their openings, they are less likely to be inundated with applications, making it easier for your application to stand out.

For instance, an attorney specializing in consumer finance litigation may find that smaller markets such as Richmond or Northern Virginia might not actively post openings for such niche roles. However, a law firm that receives an unsolicited application from an experienced attorney with that specialization may recognize that there is enough work to justify bringing that attorney on board.

This strategy can also work in larger markets. Many high-end law firms may not publicly advertise senior-level positions. Instead, they rely on building their team through key hires when the right individual appears. For example, an attorney who has extensive experience in complex commercial litigation may apply to a large New York firm that hasn’t posted a job. Even if there isn’t an official opening, the firm may decide to bring them in based on their impressive experience, seeing them as an asset that will generate future revenue.
 

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See Related Articles:

• How to Rapidly Get Law Firm Offers (Even When Firms Have No Openings)
• What Strategies Do You Have to Recommend for Applying to Law Firms That Do Not Have Openings?
• How to Uncover Hidden Legal Job Opportunities and Stand Out in Your Attorney Job Search

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3. Supply and Demand: The Economics of Legal Hiring

The laws of supply and demand heavily influence the hiring landscape for law firms. Supply refers to the number of attorneys available for hire, and demand refers to the available positions. Different geographic markets and practice areas have different levels of supply and demand, which in turn affects your chances of getting hired.

In large legal markets like New York, Los Angeles, or Washington, D.C., the supply of attorneys is extremely high. Top firms receive a flood of applications from highly qualified candidates. Firms in these markets can afford to be selective, which means competition is fierce. Even highly qualified attorneys can struggle to stand out. The demand in these markets remains high, but the abundance of candidates often results in law firms hiring the most narrowly specialized attorneys.

For example, a corporate attorney in New York may specialize exclusively in mergers and acquisitions for biotech companies. In this case, the demand for their niche expertise could be very high within a limited number of firms, while competition for those positions would also be stiff, with multiple candidates vying for the same roles.

In contrast, in smaller markets like Richmond or even Northern Virginia, the supply of attorneys is lower, particularly those who come from larger markets and have specialized experience. For attorneys moving from a large market to a smaller one, this presents a major advantage. They can leverage their sophisticated experience and training from larger firms to meet the demands of local firms that don’t often have access to such high-caliber attorneys. In these smaller markets, firms may also be more willing to take on attorneys with broader practice area experience, as their clients typically require a wider range of services.

For example, an attorney with experience in complex consumer finance litigation might have difficulty competing in a large market like New York, but in a place like Richmond, they would be a highly desirable candidate due to the relative lack of local attorneys with similar expertise.

• See Also: A Guide to Understanding When Practicing Attorneys Can and Cannot Relocate to Different Markets

 

4. Challenges Facing Senior Attorneys: The 1-6 Year Window

One of the more challenging aspects of law firm hiring is how firms view senior attorneys. The most marketable attorneys are often those with 1-6 years of experience. These attorneys are young enough to be molded into the firm’s culture and style but experienced enough to handle substantial client work. They are also more affordable, allowing firms to maximize profitability by billing them out at lower rates.

Senior attorneys, by contrast, often face an uphill battle. Many law firms prefer not to hire senior attorneys unless they bring a significant book of business or have highly specialized expertise that fits a specific need. For firms, the cost of hiring a senior attorney can be much higher due to their expected salary and the assumption that they may not be as flexible in adjusting to the firm's processes.

For example, a senior attorney looking to move into a firm that primarily hires junior attorneys might find that their salary expectations and level of experience are difficult to justify unless they are bringing in portable business. In smaller markets, firms might not have the clientele to support hiring a senior attorney unless that attorney has the ability to attract new clients or has rare and valuable expertise.

That being said, senior attorneys who position themselves as specialists in a niche area or who can offer broad expertise across multiple fields may find success, particularly in markets with lower supply, like mid-sized or smaller cities.
 

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See Related Articles:

• How Any Senior Attorney with No Business Can Get a Job in a Law Firm
• Senior Associates - How to Make Oneself More Marketable to Law Firms
• Job Search Strategies for Senior Attorneys: Navigating Career Transitions and Securing New Opportunities

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5. The Impact of Employment Status

Employment status plays a significant role in how law firms view candidates. Employed attorneys are generally considered more marketable because their employment signals to law firms that they are in demand. The assumption is that a currently employed attorney must be contributing value to their firm, and they are likely to be performing well.

Unemployed attorneys, on the other hand, often face a bias, particularly in large, competitive markets. Firms may assume that if an attorney is not currently employed, there might be performance or other issues that contributed to their unemployment. In smaller markets, however, firms are often more willing to overlook periods of unemployment, particularly if the attorney is relocating due to family or personal reasons.

For instance, an attorney who has taken time off to move to Richmond because of a spouse’s job might have an easier time securing a role at a local firm than they would in a more competitive market like Washington, D.C. In smaller markets, firms may also recognize the added value that comes from attorneys who have worked in larger, more sophisticated environments.
 

6. Risks of Non-Partner Track Roles

Many attorneys, particularly those looking for work-life balance or stability, consider staff attorney or hourly attorney positions, which do not have the pressure of a partner track. However, these roles come with inherent risks. While they may offer more predictable hours or less pressure, they are also often viewed as more expendable. Firms are less likely to invest in the long-term growth of staff attorneys, and when business slows down, these positions are often the first to be cut.

Conversely, associates on the partner track are considered long-term investments. Firms will provide them with mentoring, higher-value work, and opportunities for advancement, knowing that they are contributing to the future leadership of the firm. For attorneys considering a staff attorney role, it’s essential to weigh the trade-offs between the reduced pressure and the risks associated with job security.

For example, an attorney taking a non-partner track position at a firm may find themselves vulnerable during times of financial instability or if the firm’s casework decreases. This contrasts with associates who, though working under more demanding conditions, are more likely to be retained and supported by the firm as part of its long-term vision.
 

7. The Importance of Staying Busy: A Key to Longevity

In a law firm, whether you’re a partner, associate, or staff attorney, staying consistently busy is the key to career longevity. Law firms prioritize attorneys who are consistently billing hours and generating revenue, as this demonstrates their ability to contribute to the firm’s bottom line. Attorneys who are not regularly working on cases or billing clients can quickly find themselves viewed as less valuable.

For senior attorneys, this is particularly important. Their higher salaries mean that firms expect them to bring in or maintain a steady stream of work. Likewise, associates on the partnership track need to meet billable hour requirements to demonstrate their commitment and value to the firm. Before taking a new position, attorneys should always evaluate whether the firm has enough work to keep them consistently busy.

A senior attorney joining a firm that does not have sufficient work could find themselves let go during periods of slow business, making it essential to assess the firm’s client base and long-term outlook before accepting a position.
 

8. Comprehensive Job Searches: Maximize Your Opportunities

Attorneys should avoid limiting their job search to firms with recognizable brand names or well-known reputations. While it’s tempting to aim only for top-tier firms, smaller or mid-sized firms often offer more flexibility, opportunity for growth, and greater job security. Additionally, mid-sized firms in non-sophisticated markets can offer attorneys better opportunities to showcase their skills across multiple practice areas.
For example, a firm like Whiteford, Taylor & Preston, which might not have the same national brand recognition as a firm like Jones Day, could offer an attorney a better opportunity to work on a broad range of cases, especially in a smaller market like Richmond. Attorneys should also remember that applying to firms without posted openings, particularly those that have previously hired people with similar skills, can open up opportunities that might not otherwise be available.

Conclusion

Securing a law firm position requires more than just legal skills; it demands a deep understanding of how law firms operate as business units and how market dynamics influence hiring. By recognizing the importance of supply and demand, understanding the nuances of applying to firms without openings, and considering the long-term prospects of different roles, attorneys can strategically position themselves to succeed in today’s competitive legal market. Whether you are a senior attorney looking for your next move or a junior associate seeking to build your career, these strategies will help you navigate the complexities of law firm hiring and find the right opportunity.
 

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About Harrison Barnes

No legal recruiter in the United States has placed more attorneys at top law firms across every practice area than Harrison Barnes. His unmatched expertise, industry connections, and proven placement strategies have made him the most influential legal career advisor for attorneys seeking success in Big Law, elite boutiques, mid-sized firms, small firms, firms in the largest and smallest markets, and in over 350 separate practice areas.

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With over 25 years of experience, Harrison has successfully placed attorneys at over 1,000 law firms, including:

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He has also placed hundreds of law firm partners and has worked on firm and practice area mergers, helping law firms strategically grow their teams.

Unmatched Commitment to Attorney Success - The Story of BCG Attorney Search

Harrison Barnes is not just the most effective legal recruiter in the country, he is also the founder of BCG Attorney Search, a recruiting powerhouse that has helped thousands of attorneys transform their careers. His vision for BCG goes beyond just job placement; it is built on a mission to provide attorneys with opportunities they would never have access to otherwise. Unlike traditional recruiting firms, BCG Attorney Search operates as a career partner, not just a placement service. The firm's unparalleled resources, including a team of over 150 employees, enable it to offer customized job searches, direct outreach to firms, and market intelligence that no other legal recruiting service provides. Attorneys working with Harrison and BCG gain access to hidden opportunities, real-time insights on firm hiring trends, and guidance from a team that truly understands the legal market. You can read more about how BCG Attorney Search revolutionizes legal recruiting here: The Story of BCG Attorney Search and What We Do for You.

The Most Trusted Career Advisor for Attorneys

Harrison's legal career insights are the most widely followed in the profession.

• His articles on BCG Search alone are read by over 150,000 attorneys per month, making his guidance the most sought-after in the legal field. Read his latest insights here.
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With an unmatched track record of success, a vast team of over 150 dedicated employees, and a reach into every market and practice area, Harrison Barnes is the recruiter who makes career transformations happen and has the talent and resources behind him to make this happen.

A Relentless Commitment to Attorney Success

Unlike most recruiters who work with only a narrow subset of attorneys, Harrison Barnes works with lawyers at all stages of their careers, from junior associates to senior partners, in every practice area imaginable. His placements are not limited to only those with "elite" credentials-he has helped thousands of attorneys, including those who thought it was impossible to move firms, find their next great opportunity.

Harrison's work is backed by a team of over 150 professionals who work around the clock to uncover hidden job opportunities at law firms across the country. His team:

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A Legal Recruiter Who Changes Lives

Harrison believes that every attorney-no matter their background, law school, or previous experience-has the potential to find success in the right law firm environment. Many attorneys come to him feeling stuck in their careers, underpaid, or unsure of their next steps. Through his unique ability to identify the right opportunities, he helps attorneys transform their careers in ways they never thought possible.

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Harrison's reach, experience, and proven results make him the best legal recruiter in the industry. Don't settle for an average recruiter-work with the one who has changed the careers of thousands of attorneys and can do the same for you.

About BCG Attorney Search

BCG Attorney Search matches attorneys and law firms with unparalleled expertise and drive, while achieving results. Known globally for its success in locating and placing attorneys in law firms of all sizes, BCG Attorney Search has placed thousands of attorneys in law firms in thousands of different law firms around the country. Unlike other legal placement firms, BCG Attorney Search brings massive resources of over 150 employees to its placement efforts locating positions and opportunities its competitors simply cannot. Every legal recruiter at BCG Attorney Search is a former successful attorney who attended a top law school, worked in top law firms and brought massive drive and commitment to their work. BCG Attorney Search legal recruiters take your legal career seriously and understand attorneys. For more information, please visit www.BCGSearch.com.