Navigating the Job Market: FAQ for Senior Associates and Income Partners Without a Book of Business

 

Q1: How important is it to have a book of business when searching for a new law firm position?

Answer: A book of business is increasingly important as attorneys move up in seniority, especially in large and mid-sized firms. Law firms often view partners and senior associates as contributors to the firm's overall revenue through client relationships, and attorneys without significant business may face challenges when applying for partner-level or counsel positions.
However, not all firms require business generation for senior attorneys. Some firms, particularly those with large institutional clients, may value your technical skills and experience over your ability to bring in clients. For example, some attorneys are able to secure positions as service partners, focusing on handling client matters without the pressure to develop new business. The key is to target firms that have steady streams of work and rely on senior attorneys for their expertise in managing complex legal issues.

 

 

Q2: What are the biggest challenges senior attorneys without business face in a job search?

Answer: Senior attorneys without business face several key challenges:

• Client dependence: Attorneys who rely on one or two clients for their workflow may struggle to demonstrate their value to a new firm. Law firms tend to prefer candidates with a diversified client base, as it reduces the risk associated with relying on a single client.
• Economic pressures: Law firms are increasingly focused on profitability, and senior attorneys without business are often viewed as overhead costs rather than revenue generators. This can make it difficult to secure positions at firms that prioritize rainmaking.
• Competition with junior attorneys: Firms may prefer to hire mid-level associates for senior-level work because they are seen as less expensive and more flexible. Senior attorneys are often competing with younger lawyers who can perform similar work but at a lower cost.

Despite these challenges, opportunities still exist, especially at firms with institutional clients or those that need senior attorneys to manage existing workstreams.

 

 

Q3: How do I find firms that are open to hiring senior attorneys without a book of business?

Answer: To find firms that value senior attorneys without requiring business generation, consider the following strategies:

• Target firms with institutional clients: Firms that represent large corporations, financial institutions, or government entities often need senior attorneys to handle ongoing legal matters. These firms may be more interested in your expertise in managing complex cases or transactions than in your ability to bring in new clients.
• Consider smaller firms or boutique practices: Smaller firms with lower billing rates may be more flexible in hiring senior attorneys without business. These firms are often less bureaucratic and may need experienced lawyers to handle existing client work.
• Look for firms with partners nearing retirement: Some firms may need senior attorneys to help transition clients when a senior partner retires. These positions can be ideal for attorneys without a book of business but with strong client management skills.

 

 

Q4: Should I work with a recruiter? How do I find the right one?

Answer: Working with a recruiter can be a valuable asset in your job search, but it’s important to choose the right recruiter who understands your situation. Not all recruiters are experienced in placing senior attorneys without business, so you should be selective.
Here are some tips for working with recruiters:

• Look for specialized recruiters: Find recruiters who have experience placing service partners or senior attorneys without a book of business. These recruiters will have relationships with firms that value technical skills and client management over business generation.
• Be wary of red flags: Avoid recruiters who push you toward positions that aren’t aligned with your goals or who fail to understand your specific situation. Some recruiters may focus solely on placing partners with business and may not have the right network to help you. Ensure your recruiter is transparent about where they are sending your resume.
• Ask about “blind submissions”: A good recruiter can send a blind profile to firms—essentially marketing your background and experience without revealing your name—so you can gauge interest before formally applying. This can help avoid overexposure in the market and protect your privacy.

Q5: How can I network effectively with other law firms?

Answer: Networking is a critical part of any senior attorney’s job search, particularly for those without a book of business. Here are some strategies for effective networking:

• Leverage your existing network: Reach out to partners at other firms, particularly those who specialize in your practice area or who know your work. Informal conversations can help you identify potential openings or opportunities that aren’t advertised.
• Attend industry events: Bar association meetings, legal conferences, and industry-specific seminars can help you meet partners at firms that align with your practice area. Building relationships with decision-makers in your field can lead to job opportunities down the line.
• Set up informational interviews: Instead of applying for positions right away, consider reaching out to partners for informational interviews. These conversations allow you to explore whether a firm might need someone with your skills, even if they aren’t actively hiring. For example, firms may not have advertised roles for senior attorneys, but through informational interviews, you might find that they have a need for someone with your experience.

Q6: Should I apply to open positions or rely on networking?

Answer: Both approaches can be valuable, but it’s important to tailor your strategy based on your specific situation.

• Open positions: If you see openings that match your experience, especially those in firms with institutional clients or where the firm needs senior expertise, it can be worthwhile to apply. However, as a senior attorney, avoid mass-sending resumes to every job posting. This can create an impression of desperation and damage your reputation in the market.
• Networking: For senior attorneys, networking can often yield better results than applying to publicly listed jobs. Many senior-level roles are not advertised, especially for service partners. Networking with partners at other firms or within your existing network can help you identify opportunities that align with your skills.

For example, a senior attorney who specialized in investment management might reach out to partners at firms known for handling large institutional clients. Through these connections, they might learn about unadvertised needs for senior attorneys to manage ongoing matters—roles that could be a perfect fit.

 

 

Q7: What types of firms are more likely to hire senior attorneys without business?

Answer: There are several types of firms that might be more open to hiring senior attorneys without requiring business generation:

• Firms with institutional clients: Firms that handle major corporate or government clients often need senior attorneys to manage ongoing work, particularly in practice areas like investment management, real estate, and corporate transactions.
• Boutique or mid-sized firms: Smaller firms, especially those with lower billing rates, may be more flexible when hiring senior attorneys. They may have a steady flow of client work but need experienced attorneys to handle it.
• Firms with retiring partners: If a firm has a senior partner nearing retirement, they may be looking for someone to transition clients. This can be an ideal opportunity for a senior attorney to take over a book of business without the immediate pressure to generate new clients.

 

 

Q8: How do I present myself as a strong candidate without a book of business?

Answer: Focus on highlighting your strengths and what you bring to the firm. Here are some key points to emphasize:

• Expertise in your practice area: If you’ve spent years developing deep expertise in a particular area, highlight this in your applications and interviews. Many firms value senior attorneys who can manage complex legal matters and oversee junior associates, even if they don’t bring in business.
• Client management skills: If you’ve managed large client relationships or served as de facto in-house counsel for a significant client, this experience is valuable. Firms need senior attorneys who can maintain and strengthen existing client relationships.
• Ability to integrate into a firm’s existing workflow: Emphasize that you can step into the firm’s existing workstreams and take on important responsibilities without requiring the firm to invest in business development efforts for you.

For example, a senior attorney might explain that while they don’t have a book of business, they’ve spent years managing a major institutional client’s investment work, ensuring high levels of client satisfaction and handling complex transactions.

 

 

Q9: Is it worth pursuing counsel positions if I’m an income partner?

Answer: Counsel positions can be a good option for senior attorneys without business, but there are some trade-offs to consider:

• Stability: Counsel roles may not offer the same level of long-term stability as equity or income partner positions. However, for attorneys without business, a counsel position can still provide a high level of responsibility and compensation without the pressure to generate clients.
• Business development opportunities: Counsel positions may not come with the same opportunities for business development as partner roles. If you eventually want to build a book of business, a counsel position might not provide the ideal platform.

However, for many senior attorneys, particularly those who enjoy the practice of law but don’t want the pressures of partnership, a counsel role can be a fulfilling option.

 

 

Q10: Should I target firms in major markets or explore regional options?

Answer: Senior attorneys without business may find more opportunities in smaller or regional markets compared to major legal hubs. In smaller markets, firms may have fewer strict requirements for business generation and may be more focused on hiring attorneys to handle existing clients.

However, large firms in major markets often handle significant institutional clients, which could be an opportunity for attorneys with strong technical skills and experience managing complex matters. The key is to assess whether firms in your desired market are more focused on business development or client servicing when hiring senior attorneys.

 

 

Conclusion

The job search process for senior associates and income partners without a book of business requires a strategic approach, but there are still plenty of opportunities available. By working with specialized recruiters, networking with key partners, and targeting firms that value your experience, you can find the right position that aligns with your strengths. Whether you're looking for a firm with institutional clients, a boutique practice, or a counsel role, success lies in focusing on what you do best—providing exceptional legal service and managing complex matters.

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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.