The Ultimate Guide to Law Firm Partner Lateral Moves: Strategies to Secure Your Next Role and Maximize Success | BCGSearch.com

The Ultimate Guide to Law Firm Partner Lateral Moves: Strategies to Secure Your Next Role and Maximize Success

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Navigating the legal job market as a partner or senior attorney can be daunting. Many attorneys, whether they have business or not, face unique challenges that can make career transitions seem impossible. Over the past 25 years, I have dedicated my career to helping attorneys overcome these obstacles and secure positions at law firms that align with their goals. My strategies are rooted in experience, research, and a deep understanding of the legal market.
The Ultimate Guide to Law Firm Partner Lateral Moves

 

A Proven Approach to Partner-Level Success


This guide is built on methods I have used to help thousands of partner-level attorneys—including those with tens of millions of dollars in business, those with a few hundred thousand dollars in business, those facing unemployment, a lack of portable business, or other professional setbacks—achieve success. Whether you are a partner looking to move your practice or a senior associate aspiring to make partner, my approach can transform your career.

One critical misconception is that law firms hire only when specific openings exist. In reality, 95% of the partner placements I facilitate result from positions created in response to a candidate’s unique value. Law firms hire when they see an opportunity to grow their business, and that’s where I come in—to help you craft a compelling business proposition that resonates with firms.

Equally important is the scope of your search. Many attorneys limit themselves to a narrow list of firm's geographic locations or firms. This is a mistake. Applying broadly—to as many firms and markets as possible—dramatically increases your chances of finding the perfect fit. By embracing this expansive approach, you open doors to opportunities that might remain hidden.
If you follow the strategies outlined in this guide, you will uncover opportunities and position yourself as an indispensable asset to any firm. Let's explore how.

 


Understanding the Dynamics of Partner Hiring


Partner hiring is fundamentally a business decision. Partners are evaluated as business assets, unlike associates, who fill predefined roles. When a law firm hires a partner, they assess whether the candidate can contribute to their revenue and growth. Key considerations include:

1. Portable Business: Revenue that you bring with you.
2. Institutional Client Support: The ability to service clients already tied to the firm.
3. Niche Expertise: Specialized skills in areas where demand exceeds supply at the firm.

For partners with portable business, firms evaluate factors such as revenue consistency, billing rates, and the potential for cross-selling opportunities. If you can demonstrate a history of stable or increasing revenue and compatibility with the firm’s existing practices, you become a valuable asset. This is why presenting a compelling narrative is crucial—your portable business is not just revenue; it is a potential avenue for growth.

For attorneys without portable business, the focus shifts to specialized skills, geographic flexibility, and the ability to fill critical gaps. Firms with institutional clients or growing demand in niche areas often need partners to step in and deliver value immediately. You can position yourself as the solution to their needs by emphasizing your technical expertise and adaptability. I can find attorneys without portable business if they are willing to apply to a wide variety of firms and expand their search to other markets if necessary. In large to midsized markets, hundreds of small and large firms are often in the attorney's practice area. When you are searching for a position, your willingness to do a comprehensive search rarely does not produce a good result.

Ultimately, securing a partner-level position is less about applying for jobs and more about making a compelling case for why the firm should invest in you and making this to enough firms. This holds whether you bring business to the table. To succeed, you need to understand each firm's unique dynamics, and you can only see if they have a need by approaching them.

 

How Partner Compensation Works


Compensation for partners in law firms varies widely based on factors such as the size of the firm, the partner's portable business, the practice area, and the firm's financial model. Unlike associates, whose compensation is often standardized, partners are compensated in ways that reflect their contributions to the firm's revenue and growth.

 

The Rule of Thirds: A Common Framework


Many law firms adhere to the “rule of thirds” when compensating partners with portable business. This rule divides the revenue generated by the partner as follows:

1. One-third for the Partner: This portion represents the partner’s take-home compensation.
2. One-third for Overhead: Office expenses, administrative support, and firm resources.
3. One-third for Firm Profits: This is distributed among the equity partners to ensure the firm’s overall profitability.

For example, a partner bringing in $2 million in annual collections might receive approximately $700,000 as compensation, with the remaining amount allocated to overhead and profits. While this formula provides a general framework, deviations occur based on the firm’s priorities and structure.

Partners may also receive higher compensation for the matters they work on and collect on compared to matters they give to others in the firm. For example, a partner may receive 50% of the collections for matters they work on and 15% for matters they have others in the firm bill.

 

Variations in Compensation Across Firm Types

:

1. Large Law Firms

  • Larger firms tend to retain a higher percentage of revenue for overhead and profits, with partners most often receiving less than one-third of their collections.
  • Partners at these firms benefit from the firm’s brand, extensive resources, and high-caliber support staff, which can justify the lower percentage.
  • For example, a partner at a top-tier AmLaw 100 firm might receive 15-20% of their collections but enjoy unparalleled support and cross-selling opportunities.

2. Middle-Market Firms:

  • These firms often offer more competitive compensation, allocating closer to 40–50% of collections to the partner.
  • Middle-market firms balance a strong reputation with lower overhead costs, enabling partners to retain more of the revenue they generate.

3. Boutique and Virtual Firms:

  • Boutique firms, especially those focused on niche practice areas, may offer up to 50% or more collections.
  • Virtual firms, which operate without traditional office space, often pay up to 85% of collections. These firms expect partners to handle administrative tasks or hire independent support staff.
 

Guaranteed Compensation and Draws


Partners negotiating a lateral move often secure guaranteed compensation for a set period, such as one or two years. This guaranteed draw provides financial stability as they transition their clients to the new firm. However, firms may reduce or eliminate guaranteed draws if the partner fails to meet business expectations.

For instance, a partner with $30 million in portable business might secure a guaranteed base of $7 million at a major firm. In contrast, a partner with $700,000 in business moving to a middle-market firm may negotiate a base of $400,000 to $450,000.

 

Challenges and Risks in Partner Compensation


While attractive, guaranteed compensation comes with risks for both the partner and the firm. Some firms will often overextend themselves with high draws for desirable partners, tap into their lines of credit, and offer multi-year guaranteed draws of as long as five years, which create difficulties if the promised business fails to materialize. In extreme cases, firms like Dewey & LeBoeuf have collapsed due to unsustainable financial commitments to lateral hires.

Additionally, firms must evaluate the durability of a partner's client relationships. It is not uncommon for partners to misrepresent the portability of their business. Firms mitigate this risk by scrutinizing the partner's client base, historical revenue, and relationship tenure before finalizing an offer.
 

Compensation for Partners Without Business


For partners without portable business, compensation is typically structured as a salary. These roles focus on supporting institutional clients, servicing existing firm business, or leveraging niche expertise. For example:
  • Institutional Client Support: A tax partner servicing corporate clients might earn a base salary reflecting their technical expertise and ability to generate additional revenue through cross-selling opportunities.
  • Niche Expertise: A senior environmental attorney hired by a boutique firm may receive a competitive salary to handle specialized cases for the firm’s clients.

 

Aligning Compensation with Career Goals


Understanding compensation structures is critical for partners considering a lateral move. Factors to evaluate include:

  1. Billing Rate Flexibility: Firms with rigid billing structures may limit a partner’s ability to retain cost-sensitive clients.

  2. Support Infrastructure: High-quality associates, paralegals, and technology can enhance a partner’s productivity and revenue generation.

  3. Firm Culture: A supportive, collaborative environment can significantly impact a partner’s long-term success and job satisfaction.


Partners can secure positions that maximize financial rewards and professional fulfillment by thoroughly evaluating compensation models and aligning them with their career goals. My role as a recruiter is to ensure you have a comprehensive understanding of the options available, enabling you to make informed decisions that align with your unique circumstances and aspirations.
 

How Partners with Business Can Find Jobs


Law firms thrive on business generation, making partners with portable business some of the most sought-after professionals in the legal industry. As a partner with a book of business, your value is in your legal expertise and your ability to bring clients and revenue to a firm. In this article, I will share actionable strategies to maximize your opportunities when transitioning between firms, using my experience of over 25 years in placing partners in new roles.
 

The Importance of Business in Partner-Level Hiring


Unlike associates, whose hiring decisions revolve around technical expertise, partners are viewed through the lens of business potential. Firms evaluate your capacity to generate revenue, align with their platform, and contribute to their long-term profitability. As a partner with portable business, you hold leverage to evaluate multiple opportunities and negotiate terms that fit your needs.

Firms view hiring partners as a business proposition. They ask themselves: "What is this partner worth to us?" The calculation is based on your book of business, client relationships, and ability to align with the firm's practice areas. Partners who demonstrate consistent revenue generation and long-term client relationships are in the strongest position to secure offers.

However, the process isn’t as simple as presenting your book of business. Firms are selective, and many partners overestimate the appeal of their client base or fail to articulate their value effectively. Success requires a combination of accurate self-assessment, strategic positioning, and a willingness to adapt to the market’s demands. Firms prioritize metrics like historical collections, growth trends, and the quality of client relationships. It is similar to how a private equity firm would evaluate investing in an existing business. For example, a partner who demonstrates steady increases in collections over three years signals reliability and growth potential, which significantly enhances marketability.
 

Partner Marketability Based on Business Levels


Partners with portable business are highly marketable, but finding the right position requires strategy. Law firms prioritize these candidates because they generate immediate revenue. However, the approach to securing the right placement varies based on the size of a partner's book of business. Below are examples of how partners at different business levels were successfully placed in roles tailored to their specific circumstances.
 

1. Small Books of Business

A real estate attorney in Colorado with $700,000 in portable business had been struggling to find a new role. Despite their talent, they felt limited by the relatively small size of their practice and doubted whether firms would see their value. After months of frustration, they came to me for help. I conducted an in-depth analysis of their expertise and identified middle-market firms eager to grow their practices in real estate.

By positioning their book of business as a foundation for expansion, I secured eight offers from firms that saw the potential for long-term growth. This transformation from doubt to confidence was a turning point for the attorney. They ultimately selected a firm that valued their current clients and invested resources to help them expand their practice area. I also ensured that the firm's culture and infrastructure could support the attorney's long-term goals, creating a mutually beneficial partnership.

Case Study: Real Estate Partner in Transition
A senior real estate partner was experiencing significant challenges at a mid-sized firm in the Midwest. With $800,000 in portable business, they were under pressure as the firm shifted focus away from real estate and into litigation. Feeling unsupported, they approached me to explore opportunities. By targeting firms still committed to expanding their real estate practices, I connected the partner with multiple firms in the region. Ultimately, they joined a regional firm known for its robust real estate group, which provided dedicated associate support and cross-selling opportunities, allowing the partner to grow their business by 25% within the first year. This successful transition underscored the importance of aligning practice focus with firm priorities.
 

2. Mid-Level Business

A Los Angeles partner with $3 million in business had plateaued at their current firm. They feared that their niche practice would limit their appeal to larger firms, but they also wanted an environment that could support cross-selling opportunities and further growth.

Through targeted outreach, I identified firms with complementary practice areas and a track record of successful lateral integrations. By presenting their business as a natural fit within a broader firm ecosystem, I facilitated their move to a firm that supported their current work and allowed them to expand significantly. This move revitalized their career and unlocked new collaboration and client development levels.

The transition included negotiating billing rate adjustments to align with the client base and integrating the partner into the firm’s existing client relationships, ensuring a smooth and successful onboarding process.

Case Study: Partner Seeking Cross-Selling Opportunities
An M&A partner in Chicago had $2.5 million in business but struggled to grow due to limited cross-selling opportunities at their current firm. They also felt restricted by the lack of resources dedicated to associate support. By emphasizing the importance of collaborative growth during the search process, I identified firms that valued teamwork and offered robust practice support. The partner transitioned to a national firm with an integrated platform, leading to a 35% increase in revenue within two years as new client opportunities emerged. This case demonstrates how strategic moves can amplify a partner’s business potential when the right resources and environment are in place.
 

3. High-Level Business

A partner with $30 million in portable business wanted to move to a firm with lower billing rates to better serve their clients. This client was at a crossroads—their current firm’s rate structure was causing friction with longstanding clients, and they feared losing key relationships.

I leveraged my extensive network to identify firms with lower-cost platforms that could accommodate their needs while still offering a robust support structure. After extensive negotiations, I secured a seamless transition to a firm that was perfectly aligned with their goals.

The client's practice thrived and expressed profound gratitude for the renewed sense of purpose the move brought to their professional life. In addition, I worked closely with both the attorney and the firm to ensure they had access to cross-selling opportunities and a support system that allowed the attorney to focus on client retention and growth.

Case Study: Partner Transitioning to Serve Clients Better
A senior partner managing $25 million in business faced challenges at a top-tier New York firm due to rising billing rates that alienated cost-sensitive clients. Despite their substantial book, the partner sought a platform that could accommodate lower rates while maintaining high-quality service. By identifying firms with lower-cost operations and strong reputations, I facilitated their transition to a national firm that met these criteria. Within a year, the partner retained all key clients and attracted several new ones due to competitive rates and streamlined operations. This case illustrates how aligning firm structures with client needs can foster growth and sustainability.
 

4. Niche Expertise: Creating Value Without Portable Business

An environmental attorney without portable business successfully transitioned to a boutique firm by emphasizing their specialized skills and ability to service institutional clients. The firm’s existing client base required expertise in environmental matters, making the attorney an ideal fit.

This example highlights how partners without portable business can focus on niche areas to create value for prospective firms. By positioning their expertise as essential to a firm's client needs, they demonstrated the ability to contribute meaningfully, even without a book of business.

Case Study: Specialized Partner Finds the Perfect Fit
A tax attorney with extensive experience in international tax compliance struggled to find a position after their firm dissolved. Despite lacking a portable book of business, they marketed their expertise in cross-border transactions and compliance to firms with institutional clients in need of these specialized skills. After extensive networking and applications, they secured a role with a boutique firm renowned for its international practice. This move enabled them to rebuild their professional trajectory while becoming integral to the firm's long-term growth strategy.
 

Strategic Insights for Partners with Business

 

1. Understand Your Business Proposition

Your clients and their revenue are the core of your appeal to firms. It is critical to articulate the value you bring, not just in revenue but also in the potential for cross-selling opportunities and practice expansion.

Firms evaluate the depth of client relationships, distinguishing between clients tied to a partner and those likely to stay with the previous firm. The ability to realistically estimate your "portable business" is crucial. Be confident yet truthful in your projections.

Transparency is key in ensuring firms understand your potential impact. For instance, a partner who can provide detailed data on client loyalty and billing history, particularly for institutional clients, can demonstrate their capacity for consistent revenue generation. It’s not just about the total size of the book but its sustainability and relevance to the hiring firm.

Your clients and their revenue are the core of your appeal to firms. It is critical to articulate the value you bring, not just in revenue but also in the potential for cross-selling opportunities and practice expansion.

Firms evaluate the size of their book of business and its reliability. They look at factors like the longevity of your client relationships, the industries you serve, and your ability to grow revenue over time. A steady increase in collections—such as $700,000 one year, $1 million the next, and $1.2 million after that—signals growth and stability, making you a more attractive candidate.

Case Study: Leveraging Long-Term Client Relationships
A partner with $2 million in business consistently grew their collections over five years, earning multiple offers from Am Law 100 firms. This partner's ability to demonstrate long-term, stable relationships with institutional clients, supported by detailed data on client loyalty and consistent billing, made this partner stand out. Their book of business included Fortune 500 clients in the technology and financial services sectors, providing significant cross-selling opportunities for prospective firms.

This case highlights that firms evaluate your ability to generate revenue and value your strategic alignment with their existing practice areas. The partner's thoughtful presentation of their business proposition allowed them to secure a top-tier platform that further accelerated their growth trajectory.
 

2. Expand Your Search Horizons

Many partners limit their searches to a handful of firms, often due to ego or fear of rejection. However, the best outcomes come from casting a wide net. Partners who apply to 20 or more firms typically secure multiple offers, allowing them to compare platforms, compensation, and cultural fit.

Applying broadly also increases your chances of finding firms with unique opportunities that align with your skills and client base. Even if a firm does not advertise a need for partners in your practice area, reaching out can uncover openings explicitly created for candidates who demonstrate substantial value.

Case Study: Overcoming Regional Limitations
A corporate partner in Texas with $1.2 million in business faced limited opportunities within their immediate market. By broadening their search to include firms in nearby states and smaller cities, they discovered a regional firm eager to expand its corporate practice. This move allowed them to capitalize on untapped markets while securing the resources needed to grow their practice further.

Case Study: Mid-Level Business Moving for Better Support
A Los Angeles partner with $3 million in business had plateaued at their current firm. They feared their niche practice might limit their options but wanted an environment that supported cross-selling opportunities and practice expansion. By targeting firms eager to integrate niche practices with broader firm offerings, they secured a position aligned with their goals.

Expanding your search can reveal firms that are interested in your current business and willing to invest in growing it. Such firms often provide better associate support, diverse referral practice groups, and a collaborative environment conducive to growth.
 

3. Evaluate the Platform, Not Just the Offer

Partners with business are business owners seeking a firm that can support and enhance their operations. This involves assessing the firm's brand, billing rates, associate support, cross-selling potential, and cultural alignment.

A platform that enhances your ability to serve existing clients and attract new ones is critical. For example, firms with lower billing rates may allow you to attract cost-sensitive clients, while firms with strong associate pools can improve your ability to handle more significant matters.

Case Study: Aligning with a Firm’s Platform
An IP litigation partner with $4 million in business transitioned from a national firm to a boutique specializing in technology-focused intellectual property disputes. The boutique’s lower billing rates and deep expertise in niche areas provided the ideal environment for the partner to retain and expand their client base. Within two years, the partner’s book of business grew by 40%, demonstrating the power of aligning practice goals with firm capabilities.

Case Study: Poor Associate Support
Example: A partner in Birmingham, Alabama, with $1.5 million in business, transitioned to a firm with better associate support after struggling with staffing issues at their previous firm that could not keep associates due to business levels. This move allowed them to grow their business while reducing administrative stress.

Case Study: Moving from an AmLaw Firm to a Middle Market Firm: One partner with $1.2 million in business at an AmLaw 100 firm found that their existing firm’s high billing rates limited their ability to retain clients. By transitioning to a middle-market firm with more competitive rates, they retained their client base and grew their practice through referrals.
 

4. Be Transparent About Your Business

Law firms are cautious about partners overstating their books of business. Misrepresenting your revenue, client base, or collections can lead to disastrous outcomes. Firms value honesty and transparency, as it helps them gauge your potential fit and set realistic expectations.

Transparency also builds trust with prospective firms, which can be a deciding factor when competing against other candidates. If firms suspect discrepancies in your claims, they may hesitate to move forward or push for stricter terms in your offer.

Case Study: Misrepresentations and Consequences
A partner exaggerated their book of business during the hiring process, claiming $1.5 million in portable clients. When the clients failed to transition, the firm quickly terminated the partnership, leaving the attorney to rebuild its reputation in a competitive market.

This example underscores the importance of honesty. Firms prefer candidates who provide accurate data and realistic projections, as it allows them to make informed decisions and build sustainable partnerships.
 

5. Consider Geographic Flexibility

Smaller markets often provide unique opportunities for partners to expand their practices. Moving to a less competitive market can help you grow your book of business by capturing clients who prefer local representation.

Case Study: Thriving in a New Market
A litigation partner from Los Angeles moved to a smaller Pacific Northwest city, where they could attract new clients due to the limited local expertise in their practice area. Their willingness to relocate allowed them to dominate a previously underserved market, doubling their revenue within two years while achieving a better work-life balance.

Case Study: Relocating from Chicago to Indiana
A partner with $900,000 in business relocated from Chicago to a smaller Midwestern market. The move allowed them to tap into underserved local clients, significantly growing their revenue and establishing a dominant regional presence.

This approach leverages geographic flexibility to find firms with less competition and higher demand for specific legal services. Firms in smaller markets are often eager to hire experienced partners, even those with mid-level books of business, to enhance their service offerings.
 

Challenges Partners with Business May Face


While partners with business often have substantial leverage in the job market, they can still face challenges during the transition process. Some common issues include:

  • Client Retention: Not all clients will follow you to a new firm, particularly if they have strong ties to your current firm or prefer specific billing structures.

  • Platform Fit: A mismatch between your clients' needs and the firm's capabilities can lead to dissatisfaction.

  • Market Perception: Frequent moves or overstated books of business can harm your reputation and limit future opportunities.


By anticipating and addressing these challenges proactively, you can position yourself as a strong candidate and minimize risks during the transition.
 

More Examples of Successful Transitions

1. Partner with Moderate Business in a Competitive Market

A partner with $1.8 million in business at a large firm struggled with high billing rates and limited cross-selling opportunities. By transitioning to a middle-market firm with lower rates, they retained their clients and attracted new ones, achieving significant growth in their practice.

2. Solo Practitioner Seeking Firm Support

A solo practitioner with $3 million in business faced challenges managing billing, staffing, and client relationships. They moved to a firm that provided administrative support, allowing them to focus on their legal work and grow their practice further.

3. Partner Facing Pushout at a Large Firm

A partner with $650,000 in business was transitioning to non-equity status at their current firm due to insufficient growth. By moving to a smaller firm that valued their expertise and provided cross-selling opportunities, they revitalized their career and expanded their client base.

4. Partner Capitalizing on Geographic Flexibility

A partner based in New York with $2 million in business moved to a smaller market, where their clients appreciated the reduced costs and personalized attention. This move allowed them to dominate a niche market and significantly grow their practice.

By understanding your business proposition, applying broadly, and evaluating firms carefully, partners at every business level can find roles that align with their goals. Whether you have a small, mid-sized, or large book of business—or even no portable business—there are strategies and opportunities to achieve a successful transition.
 

Search Strategies for Partners Without Business


While partners with portable business often find themselves in a stronger market position, it is a common misconception that partners without business cannot secure meaningful roles in law firms. This misunderstanding often stems from the traditional view that law firms prioritize revenue generation above all else, especially when hiring at the partner level. However, law firms have diverse needs, many of which do not depend on a candidate’s ability to bring in a book of business. For instance, firms frequently hire partners to address institutional client demands, fill gaps in practice areas, or support growing workloads within their existing teams.

Often, firms recognize the value of attorneys who excel in technical expertise, client service, and collaboration. These traits can make a partner without business an essential part of the team, particularly when the firm's business model emphasizes institutional clients or cross-selling opportunities. Additionally, law firms increasingly value candidates who can adapt to evolving market conditions, such as expanding practice areas in data privacy, renewable energy, or complex litigation.

Partners without business may face unique challenges during their job searches, including firm skepticism about their ability to contribute immediately or concerns about long-term sustainability without client generation. However, these obstacles can be overcome through strategic positioning and leveraging traits such as perseverance, adaptability, and a clear focus on niche expertise. By understanding what law firms seek in lateral hires and tailoring their approach accordingly, partners without business can achieve fulfilling and impactful roles in the legal market.

Here are practical strategies for partners without business, emphasizing how to highlight specialized skills, target the right firms, and prepare for everyday challenges. It also includes real-world case studies of attorneys who successfully transitioned into new roles, demonstrating that a proactive and strategic approach can lead to rewarding opportunities, even for those without a portable book of clients.
 

1. Highlight Specialized Skills and Expertise

Law firms prioritize candidates who bring highly specialized skills to the table. As a partner without business, emphasizing your deep expertise in specific practice areas—such as corporate M&A, real estate leasing, project finance, or intellectual property—can significantly enhance your appeal. Firms with institutional clients often seek partners who can seamlessly step into these roles to support existing relationships.

Sometimes, firms look for attorneys with niche expertise to complement their existing capabilities. For example, attorneys with experience in emerging areas like cybersecurity or ESG (Environmental, Social, and Governance) compliance are in high demand as firms strive to meet the needs of their evolving client bases. Candidates can differentiate themselves by positioning their technical skills as a solution to the firm's challenges or to address unmet client needs.

Case Study: M&A Attorney Leveraging Niche Expertise
An attorney with extensive M&A experience from Wachtell found themselves in the job market without portable business or a current position after 15 years of practice. Despite these obstacles, the attorney received multiple interviews in markets like Washington, D.C., due to their exceptional expertise in M&A.

This case underscores the value of specialization. Firms that needed to strengthen their M&A capabilities were willing to consider the attorney even without a client base, focusing instead on their ability to handle high-level transactions. This attorney's success reinforces the importance of targeting firms where niche expertise aligns with their needs.
 

2. Focus on Firms with Institutional Clients

Firms with sizeable institutional client bases often have an ongoing demand for experienced attorneys to manage their accounts. Unlike firms that rely on partner-originated business, these firms view technical skills and the ability to deliver results equally valuable. During the application process, it is crucial to demonstrate your ability to service these clients efficiently and maintain their trust.

Institutional client-driven firms also provide opportunities for partners to generate new business through cross-selling. You increase your chances of standing out in the lateral hiring process by positioning yourself as a collaborative team player who can enhance existing client relationships.

Case Study: Securities Attorney Transitioning After Career Gap
A securities attorney in Chicago left their partnership at a major law firm to pursue a business venture in Russia selling diapers. Unfortunately, the venture failed, leaving the attorney unemployed for several years. Despite this significant gap and the lack of portable business, they secured a position at a Seattle firm that needed an attorney to do securities work for their client, Microsoft.

The attorney's specialized expertise in securities law made them a strong candidate for the firm, which had a gap in its securities practice. This example illustrates that niche skills and geographic flexibility can help overcome employment gaps and a lack of business.
 

3. Target Firms Looking to Build Practice Areas

Some firms are actively building specific practice groups and are open to hiring partners without business to lay the groundwork. This is particularly common in niche areas where demand exceeds supply, which includes many transactional practice areas. Research firms expanding their geographic presence or practice offerings and tailor your application to highlight how your background aligns with their strategic goals.

Case Study: Trusts and Estates Attorneys Filling Institutional Gaps
Several trusts and estates attorneys without portable business successfully transitioned to firms by identifying gaps in those firms' practice areas. For example, senior-level trusts and estates attorneys received multiple offers from firms eager to expand their capabilities in this niche.

This case emphasizes the demand for expertise in specialized areas. By positioning themselves as solutions to unmet needs, these attorneys demonstrated that niche practice areas often provide substantial opportunities for those without portable business.
 

4. Leverage Geographic Flexibility

Flexibility in geographic location can open doors to opportunities in markets where competition is less intense, but demand for skilled attorneys remains high. Smaller markets often present significant opportunities for partners without business, particularly in transactional practice areas. Firms in these markets are more likely to prioritize expertise over portable clients, making them ideal targets for candidates without substantial books of business.

Case Study: Patent Attorney Making a Major Transition
A Texas-based senior associate patent attorney earning $120,000 annually at a small firm in West Texas conducted a nationwide search for better opportunities. They ultimately secured a position in Pittsburgh with a salary increase to $400,000.

This example highlights how geographic flexibility and a focus on patent expertise enabled the attorney to transition successfully. Despite never visiting Pittsburgh before the job search, the attorney leveraged their technical skills to find a role in a less competitive market, achieving financial and professional growth.

Case Study: Senior Corporate Attorney Transitioning to a Smaller Market
A senior corporate attorney who had worked in major markets like New York and Boston moved to upstate New York for personal reasons. Without portable business, they applied to more than 500 firms nationwide. This wide-reaching effort led to six interviews and a successful placement.

This case demonstrates the importance of perseverance and broad applications. The attorney overcame significant hurdles by targeting firms in smaller markets and focusing on their corporate law expertise.
 

5. Prepare for Challenges

Partners without business may face additional scrutiny during the hiring process, particularly regarding their ability to transition to a new firm’s environment. It is important to anticipate questions about your adaptability, ability to integrate with the firm’s culture, and willingness to collaborate. By addressing these concerns proactively, you can position yourself as a low-risk, high-reward hire.

Case Study: The Scandal and Recovery of a Former Partner
A partner from a Los Angeles firm left to join the SEC, where a scandal emerged after discovering he was simultaneously married to two women. This personal controversy severely damaged his reputation, leaving him without a position or portable business.

Despite these challenges, this attorney was able to rebuild his career. He eventually secured a new role by focusing on his legal expertise and distancing himself from the scandal. This case highlights the resilience required to overcome reputational issues and demonstrates that, with persistence and strategic positioning, even significant setbacks can be mitigated in a legal career.

While the job search for partners without business can be more nuanced than for those with portable clients, the opportunities are far from limited. By focusing on specialized expertise, targeting the right firms, and presenting a clear value proposition, partners without business can secure fulfilling and impactful roles in law firms. Success depends on a proactive approach, a willingness to apply broadly, and a clear understanding of potential employers' needs and dynamics.
 

How BCG Identifies and Targets Firms for Partners with and Without Business


One of the hallmarks of BCG's recruitment process is its comprehensive and systematic approach to identifying firms and opportunities for candidates. This method ensures that attorneys are exposed to the widest range of potential matches, increasing their likelihood of securing a position that aligns with their career goals. We have refined this process over 25 years.

Types of Firms and Opportunities BCG Targets


1. Active Jobs:

  • These are positions currently advertised by law firms and actively seeking candidates. BCG maintains an extensive database of active job openings, ensuring that attorneys are matched with roles that align with their skills and experience.

2. Archived Inactive Jobs:

  • BCG tracks jobs that have been previously listed, even if they are no longer active. These archived roles provide valuable insights into a firm's hiring trends and potential future needs. BCG uses this data to anticipate openings and proactively market candidates to firms previously hired for similar positions.

3. Firms with Relevant Practice Areas:

  • For candidates with niche expertise, BCG identifies firms known for their strength in specific practice areas. This includes firms with gaps in their capabilities that the candidate can fill. For example, a boutique firm specializing in nonprofit law might not have an attorney with this experience, making it an ideal match for a candidate with that background if they have potential work.

4. Recommended Firms:

  • BCG maintains a list of firms recognized for excellence in various practice areas in various rankings, such as US News, Chambers, Vault, and others. These firms often value top talent and are open to creating positions for exceptional candidates.

5. Positions on LawCrossing:

  • In addition to BCG’s internal database, recruiters use LawCrossing to identify opportunities that may not be directly connected to BCG. This expands the pool of options and ensures that no opportunity is overlooked.

6. Archived Jobs from LawCrossing:

  • Much like BCG’s internal archives, LawCrossing’s database of past jobs is leveraged to identify firms that have historically hired in a candidate’s practice area.

7. Firms That Have Interviewed BCG Candidates:

  • A history of interviewing BCG candidates is often a strong indicator that a firm values the quality of candidates BCG provides. This makes such firms prime targets for outreach.

 

The Benefits of This Comprehensive Approach

 

  • Unmatched Market Coverage: By utilizing a combination of active and archived jobs, recommended firms, and external resources like LawCrossing, BCG ensures that every potential opportunity is explored.

  • Proactive Outreach: Even when firms are not actively hiring, BCG reaches out to highlight the value a candidate can bring, creating opportunities where none existed.

  • Customized Targeting: Each candidate’s unique strengths are matched to firms with complementary needs, increasing the likelihood of a successful placement.

  • The Importance of Leaving No Stone Unturned: BCG’s approach underscores that success in the lateral hiring market requires exhaustive efforts. Over 95% of the placements BCG facilitates are with firms that do not have active openings, which highlights the importance of going beyond the surface to uncover hidden opportunities. This comprehensive search strategy ensures that every potential firm, regardless of current hiring activity, is considered.

 
The lateral market is unpredictable, and all it takes is one firm to change your career trajectory. BCG consistently delivers results by targeting firms based on a candidate's strengths and aligning those strengths with a firm's potential needs. Even when candidates feel discouraged or limited by their current options, this approach opens doors to firms that may not have initially been on their radar. This is particularly true for boutique firms or firms in smaller markets where competition is less intense, but the need for specialized expertise is high.

 

Example: Placing an International Trade Attorney

To illustrate BCG’s approach, consider the case of an international trade attorney transitioning from a government role in Washington, D.C. This candidate faced significant competition and skepticism from private firms due to their lack of law firm experience. Here's how BCG facilitated their placement:

1. Identifying Firms: BCG compiled a list of over 100 potential targets using a combination of active jobs, archived roles, and firms known for their international trade practices.
2. Highlighting Strengths: The attorney’s government experience was framed as a unique asset, emphasizing their deep understanding of regulatory processes and policy development.
3. Broad Geographic Search: While the candidate initially focused on Washington, D.C., BCG expanded the search to include firms in nearby Northern Virginia and other trade hubs, increasing the pool of opportunities.
4. Proactive Marketing: I contacted firms that had previously expressed interest in international trade attorneys, even if they had no current openings, positioning the candidate as a solution to future needs.
5. Securing Offers: This comprehensive approach led to multiple interviews and eventual offers, allowing the attorney to choose a firm aligned with their goals and values.

 

Conclusion: Your Success Starts with Proactive Action


Reflecting on the strategies and insights shared here, one overarching principle stands out: success in the partner-level legal job market depends on proactive action. It is not enough to wait for advertised openings or to rely on traditional methods. True success comes from creating opportunities where none seem to exist, and this begins with the willingness to approach firms even when they are not actively hiring.

As discussed, law firms rarely post partner-level openings. Instead, they create positions when presented with compelling candidates who can bring immediate or long-term value to their organization. Whether you have portable business or not, crafting a narrative that highlights your unique strengths—such as your ability to generate revenue, support institutional clients, or address gaps in niche practice areas—is essential. My approach ensures that this narrative is communicated effectively, positioning you as a solution to the firm's needs.

The importance of applying broadly cannot be overstated. Limiting your search to a handful of firms or specific geographic regions significantly reduces your chances of finding the right fit. By targeting a wide range of firms—large, small, boutique, and everything in between—you increase your visibility and discover opportunities that might otherwise remain hidden. This strategy is particularly effective for attorneys without portable business, as it allows them to connect with firms that value their expertise in ways that go beyond revenue generation.

My methods are tailored to each individual I work with. I leverage unmatched research, relentless effort, and customized strategies to uncover opportunities that align with your career goals. Whether it's identifying firms needing specific skills, negotiating the terms of a new position, or helping you expand into new markets, I am committed to your success.

Success in this field depends on embracing the expansive approach discussed in this guide and trusting the application process broadly. Remember, your career is not defined by where you are now but by your willingness to explore and act on opportunities. Let me help you uncover those opportunities and craft a future that aligns with your goals. Together, we can transform your career and achieve the success you deserve.
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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.

A Reach Unlike Any Other Legal Recruiter

Most legal recruiters focus only on placing attorneys in large markets or specific practice areas, but Harrison places attorneys at all levels, in all practice areas, and in all locations-from the most prestigious firms in New York, Los Angeles, and Washington, D.C., to small and mid-sized firms in rural markets. Every week, he successfully places attorneys not only in high-demand practice areas like corporate and litigation but also in niche and less commonly recruited areas such as:

This breadth of placements is unheard of in the legal recruiting industry and is a testament to his extraordinary ability to connect attorneys with the right firms, regardless of market size or practice area.

Proven Success at All Levels

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

  • Top Am Law 100 firms such including Sullivan and Cromwell, and almost every AmLaw 100 and AmLaw 200 law firm.
  • Elite boutique firms with specialized practices
  • Mid-sized firms looking to expand their practice areas
  • Growing firms in small and rural markets

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.

Submit Your Resume to Work with Harrison Barnes

If you are serious about advancing your legal career and want access to the most sought-after law firm opportunities, Harrison Barnes is the most powerful recruiter to have on your side.

Submit your resume today to start working with him: Submit Resume Here

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:

  • Finds and creates job openings that aren't publicly listed, giving attorneys access to exclusive opportunities.
  • Works closely with candidates to ensure their resumes and applications stand out.
  • Provides ongoing guidance and career coaching to help attorneys navigate interviews, negotiations, and transitions successfully.

This level of dedicated support is unmatched in the legal recruiting industry.

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.

He has worked with:

  • Attorneys making below-market salaries who went on to double or triple their earnings at new firms.
  • Senior attorneys who believed they were "too experienced" to make a move and found better roles with firms eager for their expertise.
  • Attorneys in small or remote markets who assumed they had no options-only to be placed at strong firms they never knew existed.
  • Partners looking for a better platform or more autonomy who successfully transitioned to firms where they could grow their practice.

For attorneys who think their options are limited, Harrison Barnes has proven time and time again that opportunities exist-often in places they never expected.

Submit Your Resume Today - Start Your Career Transformation

If you want to explore new career opportunities, Harrison Barnes and BCG Attorney Search are your best resources. Whether you are looking for a BigLaw position, a boutique firm, or a move to a better work environment, Harrison's expertise will help you take control of your future.

Submit Your Resume Here to get started with Harrison Barnes today.

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.

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.


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