Job Search Strategies for Senior Attorneys Without a Portable Client Base

 

This article delves into strategies for overcoming these challenges, navigating the legal job market, and drawing on real-life examples to illustrate the complexities of finding the right fit as a senior attorney.

The Unique Challenges of Senior Attorneys Without Business

For senior associates and income partners, the expectation of bringing in new business can feel overwhelming, especially for those who have spent most of their careers as service partners. The legal market has evolved to place greater emphasis on business generation, leaving many senior attorneys wondering if there’s a place for them in today's competitive environment.

1. Economic Realities of Law Firms

One of the key challenges for senior attorneys is understanding the economic structure of law firms. Many firms today are highly focused on profitability, with compensation and advancement tied directly to an attorney's ability to generate revenue through client relationships. As you advance in your career, the expectation to bring in business becomes more pronounced, particularly at the partner level.

Take, for example, a hypothetical senior attorney who has built a solid career based on handling complex client matters but has not focused on business development. This attorney, while highly valued for their technical skills and ability to manage significant legal issues, finds themselves in a precarious position when it comes to compensation and career growth. Without a book of business, they rely solely on hours billed and the firm’s willingness to continue providing work.

In one such case, the attorney works with a large institutional client, serving almost as in-house counsel for their investment matters. While the work is intellectually stimulating and rewarding, the attorney faces a significant challenge: the client’s needs fluctuate dramatically. In a busy year, the attorney might bill an impressive number of hours, while in a slower year, they struggle to maintain a consistent workflow. This creates a constant cycle of negotiation over compensation, with the attorney left questioning their long-term security at the firm.

This scenario highlights a common dilemma for many senior attorneys: being indispensable to a single client can create a sense of stability, but without a broader client base or consistent internal support, this dependence on one source of work can limit career growth and financial security.

2. Client Dependence and Job Security

Another key issue for senior attorneys without a book of business is the inherent instability that comes with client dependence. In the example of our hypothetical candidate, despite being the primary attorney managing the firm’s relationship with a large client, they do not have the leverage that comes with generating new business.

Each year, this attorney enters discussions with their firm about compensation, and while they have proven their value through years of excellent service, they lack the bargaining power of a partner with a portable book of business. The attorney worries that, in a particularly slow year, they could be seen as expendable or may face compensation cuts, creating an ongoing sense of insecurity.

The legal industry often views senior attorneys without business as a potential risk—especially if their work is limited to a single client or practice area that may experience downturns. In contrast, attorneys with business are seen as valuable assets who contribute directly to the firm's bottom line and have a built-in safety net of client relationships to fall back on.

3. Competing with Younger Attorneys

An additional challenge senior attorneys face is competition with mid-level associates. Firms seeking to balance profitability may opt for younger, more junior attorneys who can do the same work for less pay. As a senior attorney, you may find yourself competing with associates who have similar technical skills but command lower salaries and are perceived as more moldable for business development purposes.

In the example of our hypothetical attorney, despite having 15 years of experience, they often see job postings aimed at candidates with only 5-7 years of experience. Firms are keen to hire associates who can grow with the firm and potentially develop their own books of business. This leaves senior attorneys without business in a tricky position—too experienced for mid-level roles but not possessing the client relationships necessary for partner-level positions.

Building Trust with Recruiters: How to Choose the Right Ones

Working with a recruiter can significantly impact your job search, but it’s critical to find the right recruiter who understands your situation and has experience placing senior attorneys without business. Not all recruiters are equipped to handle the unique challenges that come with this type of placement, so careful selection is necessary.

1. Qualities of a Good Recruiter

When choosing a recruiter, look for someone with a deep understanding of the legal market and experience placing attorneys in similar situations. A strong recruiter will not only help identify opportunities but also advocate on your behalf to potential employers. They will focus on firms with the capacity to absorb senior attorneys without business and highlight your strengths, such as your expertise in managing complex cases or handling institutional clients.

In the case of our hypothetical attorney, they regularly receive calls from recruiters offering roles that are inappropriate for their level of experience or focused solely on business generation. However, after careful research, they find a recruiter who specializes in placing service partners—attorneys who excel in their practice area but are not expected to bring in new business. This recruiter helps identify firms that value senior attorneys for their technical skills and ability to handle existing workstreams rather than client development.

2. Red Flags to Watch For

Be wary of recruiters who push you toward positions that don’t align with your career goals or fail to understand the nuances of your situation. Some recruiters may focus solely on high-volume placements, sending your resume to multiple firms without your consent, which can damage your reputation. You should also avoid recruiters who are overly focused on whether you have a book of business without considering your expertise and what you bring to the table in terms of legal work.

For our hypothetical candidate, they encountered a recruiter who dismissed them outright after learning they did not have significant business. This interaction could have been disheartening, but it also served as a reminder to focus on recruiters who see the full value in senior attorneys, even without a portable book.

Networking with Firms and Partners: Building Connections Strategically

Networking remains one of the most effective tools for finding new opportunities, especially for senior attorneys who may not be actively seeking advertised positions. Developing strong relationships with partners at other firms or leveraging existing connections can open doors that aren’t available through traditional job postings.

1. Leveraging Existing Networks

If you’ve spent years building relationships within your industry, now is the time to reach out to those contacts. Partners at other firms who know your work and trust your abilities may be in a position to help you find a role that doesn’t require immediate business generation. These relationships can lead to informal conversations about potential openings or even the chance to join a firm in a service partner role.

Our hypothetical attorney, for example, has friends at several large firms and reaches out to them for informal discussions. One friend, now an equity partner at a major firm, suggests meeting with the firm's practice group leaders to explore the possibility of joining as counsel or a non-equity partner. The attorney is candid about their lack of a portable book of business but emphasizes their experience in managing complex matters and their role in maintaining strong client relationships. This networking strategy helps the attorney gather insights into the market and identify potential openings that may not be widely advertised.

2. Developing New Connections

If your existing network is limited or doesn’t yield results, it’s important to actively seek out new contacts. Attend industry conferences, bar association events, and practice group meetings to meet partners at firms that align with your practice area. By staying active in your professional community, you can build relationships with decision-makers who may later become advocates for your hiring.

For our hypothetical attorney, they attend a few key conferences focused on their practice area and engage with senior partners during networking events. Through these interactions, they learn about smaller firms that may not be as strict in their requirements for business development but are seeking senior attorneys to handle institutional clients.

3. Informational Interviews

Informational interviews can also be an effective tool to gauge whether a firm might have a need for someone with your experience. Instead of formally applying for positions, consider reaching out to partners at firms of interest to discuss their practice and explore whether there might be room for someone with your skill set.

For example, our hypothetical attorney sets up informational interviews with partners at a large national firm and a mid-sized regional firm. Both firms express a need for senior attorneys with expertise in investment management, though neither firm is actively advertising a position. These conversations allow the attorney to position themselves as a potential solution to the firms’ long-term staffing needs, increasing the chances of a formal offer down the line.

Tailored Job Search Strategies for Senior Attorneys Without Business

To succeed in your job search as a senior attorney without business, you need a well-thought-out strategy that maximizes your chances of finding the right fit.

1. Targeting Firms with Institutional Clients

Firms that handle large institutional clients, such as major corporations or government entities, often need experienced attorneys to manage ongoing work. These firms may not expect senior attorneys to bring in new business if there’s already a steady flow of work from existing clients.

Our hypothetical attorney focuses their search on firms with these types of clients. They use their experience managing large investment deals and institutional matters as a selling point, emphasizing that their skills align well with the firm’s needs for client servicing and handling high-stakes transactions.

2. Considering Smaller Firms with Lower Billing Rates

Smaller firms or boutique practices may offer a more flexible path for senior attorneys without business. These firms often have lower billing rates and fewer bureaucratic hurdles, making them more open to hiring senior attorneys who can handle existing clients rather than bringing in new business.

In one instance, our hypothetical attorney identifies a boutique firm with a robust real estate and investment management practice. While the firm doesn’t have the same cachet as some of the larger names in the industry, it offers a steady stream of work and a collaborative environment where the attorney can thrive without the pressure to generate clients immediately.

3. Looking for Firms with Partners Near Retirement

Another potential strategy is to seek out firms where senior partners are nearing retirement. These firms may be looking for experienced attorneys to transition existing clients and eventually take over the retiring partner’s practice. This can be an ideal opportunity for senior attorneys who are strong service partners but lack a book of business.

Our hypothetical attorney explores this route by identifying firms with aging partners in their practice area. After several discussions, they find a firm where a senior partner is planning to retire within the next few years, and the firm is open to bringing on a new attorney to work alongside them and eventually inherit their book of business.

Conclusion

The job search process for senior associates and income partners without a book of business is undeniably challenging, but success is achievable with the right strategies. By working with experienced recruiters, leveraging and expanding your network, and targeting the right types of firms, you can find opportunities that align with your skills and experience. Whether it's joining a firm with institutional clients, exploring smaller or boutique firms, or positioning yourself as a successor to a retiring partner, there are pathways to success for senior attorneys who bring value beyond business development.

Ultimately, the key is to remain proactive, flexible, and strategic in your approach. By focusing on what you do best—whether it's managing complex legal matters, handling high-level transactions, or providing exceptional client service—you can carve out a successful career, even without a large book of business.

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.