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

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.