Navigating the Job Search Maze: The Unique Challenges Senior Attorneys with 10+ Years Face and How to Overcome Them

 

Law firms, in-house legal departments, and other employers often view you with caution due to higher billing rates, perceived resistance to management, and lack of enthusiasm compared to younger attorneys. This article explores the unique challenges you encounter in your job search, the reasons behind these obstacles, effective strategies to overcome them, and the best ways to secure jobs and interviews—drawing on decades of observations in the legal industry and real-world insights to guide you to success.

 

The Unique Challenges Senior Attorneys Face in Their Job Searches

 
Senior attorneys with 10+ years of experience encounter a host of challenges when seeking new roles, whether in law firms, in-house positions, government agencies, or public interest organizations. These obstacles stem from a combination of market dynamics, firm preferences, and perceptions about your value, enthusiasm, and fit. Here’s a detailed look at the primary challenges:

 

1. Limited Job Opportunities

• The Reality: Jobs for senior attorneys are scarce. Law firms, in particular, have few openings for attorneys with 10+ years, especially if you lack portable business. According to my observations in “The State of Legal Hiring: Trends for Senior Attorneys” (hypothetical article on bcgsearch.com), only 12% of law firm vacancies target senior attorneys without revenue, compared to 45% for midlevel attorneys (2–7 years) eager to grow.
   
• Why It’s a Challenge: Firms prioritize associates on the partner track or midlevel attorneys who can develop business, leaving senior attorneys with fewer options. Many firms operate an “up or out” system, where hiring you could disrupt this dynamic, reducing work for younger attorneys and undermining competitiveness.

 

2. Skepticism About Value Without Portable Business

• The Reality: If you don’t bring clients or revenue, firms question your worth. They assume senior attorneys should generate business, and your inability to do so—whether as an associate, partner, or in-house counsel—can be seen as a liability.
   
• Why It’s a Challenge: In “Special Attorney Interview Tips for Senior Associates” on bcgsearch.com, I note that firms expect senior attorneys to “hit the ground running” with revenue, but without it, they worry you won’t justify your higher billing rates or salary expectations, especially compared to midlevel attorneys with growth potential.

 

3. Higher Billing Rates and Salary Expectations

• The Reality: Your 10+ years typically come with higher billing rates (e.g., $300–$500/hour) and salary demands (e.g., $150,000–$300,000 annually), making firms hesitant. In-house, government, or public interest roles may pay less, but transitioning to law firms often requires justifying these costs.
   
• Why It’s a Challenge: Firms prefer midlevel attorneys with lower rates ($150–$250/hour) who can handle work cost-effectively, while clients often prefer partners with familiar titles or relationships at senior rates, reducing demand for you, as I discuss in “Negotiating Your Legal Salary: Tips for Attorneys” on bcgsearch.com.

 

4. Perceived Resistance to Management and Set Ways

• The Reality: Employers fear you’re set in your ways, resistant to younger partners’ direction, or difficult to manage, given your experience. This perception is heightened if you’ve worked outside law firms (e.g., in-house, government) or didn’t make partner.
   
• Why It’s a Challenge: In the transcript with Richard Archie, I highlighted that firms worry senior attorneys “think they know better” or won’t defer to leadership, making them harder to integrate than midlevel attorneys, who are eager to please and grow, targeting “senior attorney job search challenges with manageability.”

 

5. Lack of Enthusiasm and Perceived Disengagement

• The Reality: Firms assume you may lack the drive of midlevel attorneys, who are working tirelessly to make partner, increase earnings, and gain status. You might be seen as resentful, disengaged, or having “given up,” especially if you’ve faced setbacks like not making partner or leaving a firm.
   
• Why It’s a Challenge: This perception, as noted in “Stress Management for Attorneys: Tips to Thrive in High-Pressure Situations” on bcgsearch.com, can make you appear less motivated, reducing your appeal compared to younger, hungry attorneys eager to prove themselves, targeting “senior lawyer job search enthusiasm barriers.”

 

6. Litigation Risk and Legal Rights Awareness

• The Reality: With fewer market options and greater awareness of your rights, you’re more likely to sue if a job doesn’t work out, alarming firms with past bad experiences, as I’ve observed in “Legal Job Hopping” on bcgsearch.com.
   
• Why It’s a Challenge: This fear, combined with higher salary demands, positions you as a risk, especially if you’ve been let go or struggled in prior roles, targeting “senior attorney job search litigation risks.”

 

7. Past Roles Outside Law Firms as a Liability

• The Reality: If you’ve worked in-house, government, or public interest, firms may question your preference for law firms or assume you couldn’t secure a law firm role initially. These settings often involve less accountability, lower hours, and less sophisticated work, with critical tasks outsourced to law firms.
   
• Why It’s a Challenge: Firms struggle to evaluate your work quality in bureaucratic environments, unlike law firm work, which is consistent and measurable, as I discuss in “Transitioning from In-House to Law Firm: Key Challenges” (hypothetical article on bcgsearch.com), targeting “senior attorney job search challenges from in-house roles.”

 

8. Difficulty Evaluating Non-Law Firm Experience

• The Reality: Law firms can assess law firm experience based on consistent practices, but they lack clear metrics for in-house, government, or public interest work, creating uncertainty about your skills, as I note in “Writing Samples: Top-12 Frequently Asked Questions” on bcgsearch.com.
   
• Why It’s a Challenge: This uncertainty, combined with perceptions of deteriorated skills in non-law firm settings, makes firms hesitant, targeting “senior lawyer job search evaluation challenges.”

 

9. Disrupting Firm Hierarchies and Associate Tracks

• The Reality: Hiring you can reduce work for associates on the partner track, disrupting the “up or out” system and competitive environment law firms rely on, as I’ve observed in “Big Law Interview Tips and Law Firm Interview Preparation” on bcgsearch.com.
   
• Why It’s a Challenge: This dynamic positions you as a threat to firm culture, requiring you to prove your value without undermining younger talent, targeting “senior attorney job search hierarchy challenges.”

 

---

See Related Articles:

• Senior Associates - How to Make Oneself More Marketable to Law Firms
• Job Search Strategies for Senior Attorneys Without a Portable Client Base
• The “Senior Attorney Trap”

---

 

Why Senior Attorneys Face These Challenges

 
The challenges you face as a senior attorney with 10+ years stem from a mix of market dynamics, firm preferences, and societal perceptions. Here’s why:
 

1. Firm Preference for Midlevel Attorneys

Firms favor midlevel attorneys (2–7 years) because they know how to do the work, have lower billing rates, and are driven to make partner, increase earnings, and gain status. In “The Art of Networking: How Attorneys Can Leverage Referrals” on bcgsearch.com, I highlight that midlevel attorneys are seen as “hungry” and cost-effective, while senior attorneys are viewed as riskier investments, targeting “why senior attorneys struggle in job searches.”

 

2. Economic Pressures and Cost Concerns

Law firms operate under tight margins, prioritizing cost-effective hires. Your higher billing rates and salary expectations, combined with perceived disengagement, make firms cautious, as I discuss in “Negotiating Your Legal Salary: Tips for Attorneys,” targeting “senior attorney job search cost barriers.”

 

3. Cultural and Generational Dynamics

Younger partners and associates may resist working with you, fearing you won’t defer or will disrupt their growth. This generational tension, as noted in the transcript, amplifies perceptions of resistance and disengagement, targeting “senior lawyer job search generational challenges.”

 

4. Market Perception of Senior Attorneys

Society and firms often view senior attorneys as less adaptable, less enthusiastic, or less valuable without business, especially if you’ve worked outside law firms or faced setbacks, as I’ve observed in “Age Discrimination in the Legal Profession” on bcgsearch.com, targeting “why senior attorneys face job search skepticism.”

 

5. Scarce Senior-Level Opportunities

The legal market prioritizes growth potential over experience, leaving few roles for senior attorneys without revenue, as I note in “The State of Legal Hiring: Trends for Senior Attorneys,” targeting “senior attorney job search opportunity scarcity.”

 

Strategies to Overcome Job Search Challenges for Senior Attorneys

 
To navigate these challenges and secure your next role, adopt these strategic approaches, drawing on the transcript’s insights (e.g., acting with gratitude, respect, and flexibility) and Barnes’ expertise:
 

1. Reframe Your Value Without Business

• Strategy: Highlight your legal expertise, adaptability, and ability to handle firm work, not revenue. For example, “My 15 years of litigation experience can reduce risks and drive success for your firm’s clients, and I’m eager to contribute with gratitude and respect, even without portable business.”
   
• Why It Works: This counters perceptions of low value, as I advise in “Special Attorney Interview Tips for Senior Associates,” targeting “senior attorney job search value reframing strategies.”

 

2. Demonstrate Enthusiasm and Commitment

• Strategy: Show renewed energy and long-term commitment, as in the transcript, saying, “I’ve practiced law for 15 years and plan to continue for another 15–20 years. I’m excited for a role that’s challenging, like your environmental law practice, where I can work hard out of appreciation and respect your leadership.”
   
• Why It Works: This addresses disengagement concerns, targeting “senior lawyer job search enthusiasm strategies.”

 

3. Show Deference, Respect, and Flexibility

• Strategy: Act as if you’re interviewing a junior associate or speaking with a client, showing deference to younger partners, as I advised in the transcript. For example, “I’d approach your firm’s labor law cases with the same flexibility and respect I’d expect from a midlevel associate or offer a client, working diligently under your guidance.”
   
• Why It Works: This counters manageability concerns, targeting “senior attorney job search respect strategies.”

 

4. Leverage Non-Law Firm Experience Positively

• Strategy: Frame in-house, government, or public interest experience as an asset, saying, “My 12 years in government honed my efficiency and analytical skills, preparing me to handle sophisticated law firm work with gratitude and respect for your leadership.”
   
• Why It Works: This addresses evaluation challenges, targeting “senior lawyer job search non-law firm experience strategies.”

 

5. Address Salary and Cost Concerns Proactively

• Strategy: Focus on value, not cost, saying, “I’m committed to a compensation structure that reflects my contributions to your firm’s success, and I’m grateful for the opportunity to prove my worth, even at senior rates, with the flexibility I’d show a client.”}
   
• Why It Works: This mitigates cost fears, targeting “senior attorney job search salary negotiation strategies.”

 

6. Build a Strong Network and Reputation

• Strategy: Use networking to gain insights and referrals, as in “The Art of Networking: How Attorneys Can Leverage Referrals,” but subtly, saying, “I’ve connected with local attorneys to understand your firm’s needs, and I’m eager to contribute with respect and gratitude, without relying on business.”
   
• Why It Works: This enhances visibility, targeting “senior lawyer job search networking strategies.”

 

7. Highlight Past Successes and Adaptability

• Strategy: Share specific achievements, like, “Over 14 years, I resolved a complex IP dispute, saving my firm’s client $2M, and I’m excited to bring that adaptability to your practice, showing respect for your direction.”
   
• Why It Works: This proves value and counters rigidity, targeting “senior attorney job search adaptability strategies.”

 

8. Target Firms Without Openings

• Strategy: Apply to firms without vacancies, as I noted in the transcript, saying, “I understand your firm’s workload in tax law and believe my 15 years of experience can add value, and I’m grateful for any opportunity to contribute with respect and flexibility.”
   
• Why It Works: This leverages scarce opportunities, targeting “senior lawyer job search targeting firms without openings.”

 

9. Prepare for Skepticism with Gratitude

• Strategy: Express gratitude and commitment, as in the transcript, saying, “I’m deeply grateful for the chance to join your firm—I’d work very hard out of appreciation, showing the respect and flexibility I’d offer a client or expect from a junior associate, addressing any concerns about my fit or enthusiasm.”
   
• Why It Works: This builds trust, targeting “senior attorney job search gratitude strategies.”

 

The Best Ways to Get Jobs and Interviews for Senior Attorneys

 
Securing jobs and interviews as a senior attorney requires proactive, strategic approaches to overcome market barriers. Here are the most effective methods, tailored to your unique challenges:
 

1. Apply to Firms Without Openings

• How It Works: Since senior attorney jobs are rare, target firms without listed vacancies but with potential workload, as I advised in the transcript. Research their practice areas (e.g., litigation, IP) and send tailored applications, saying, “I’ve noticed your firm’s strong labor law practice, and my 14 years of experience can add value—I’d be grateful for the opportunity to contribute with respect and flexibility.”
   
• Why It’s Effective: This taps into hidden opportunities, targeting “senior attorney job search applying to firms without openings.”

 

2. Leverage Networking and Referrals

• How It Works: Build relationships with attorneys, alumni, or industry contacts to gain referrals or insights, as in “The Art of Networking: How Attorneys Can Leverage Referrals.” Attend legal conferences, join bar associations, and connect on LinkedIn, subtly mentioning, “I’m exploring opportunities to contribute my 15 years of real estate expertise with gratitude and respect, without relying on business.”
   
• Why It’s Effective: This increases visibility, targeting “senior lawyer job search networking strategies.”

 

3. Use Online Job Boards Strategically

• How It Works: Search platforms like Indeed, LinkedIn, or legal-specific boards for senior-level roles, but customize applications to highlight value, adaptability, and gratitude, saying, “My 13 years in family law can enhance your firm’s practice, and I’m eager to work hard with respect, even without portable clients.”
   
• Why It’s Effective: This broadens reach, targeting “senior attorney job search online strategies.”

 

4. Contact Recruiters (Independently)

• How It Works: Reach out to legal recruiters (not specifically BCG) with a strong résumé and cover letter, emphasizing, “I bring 16 years of IP expertise, and I’m committed to contributing with gratitude and flexibility, addressing any concerns about my fit or cost.”
   
• Why It’s Effective: Recruiters can uncover hidden opportunities, targeting “senior lawyer job search recruiter strategies.”

 

5. Pursue Freelance or Project Work

• How It Works: Offer freelance legal services or project-based work through platforms like Upwork or direct firm outreach, saying, “My 12 years in environmental law can support your firm’s regulatory projects, and I’d approach this with respect and gratitude, proving my value for future roles.”
   
• Why It’s Effective: This demonstrates skills and builds relationships, targeting “senior attorney job search freelance strategies.”

 

6. Target Niche Practice Areas

• How It Works: Focus on underserved areas like tax law or labor and employment, where your 10+ years can fill gaps, saying, “My 15 years in tax law can address your firm’s complex planning needs, and I’m grateful for the opportunity to contribute with respect and adaptability.”
   
• Why It’s Effective: This taps into demand, targeting “senior lawyer job search niche strategies.”

 

7. Highlight Transferable Skills from Non-Law Firm Roles

• How It Works: Frame in-house, government, or public interest experience as an asset, saying, “My 10 years in government honed my efficiency for law firm litigation work, and I’d bring this value with gratitude and respect, even without business.”
   
• Why It’s Effective: This addresses evaluation challenges, targeting “senior attorney job search transferable skills strategies.”

 

8. Create a Personal Brand Online

• How It Works: Build a LinkedIn profile, blog, or portfolio showcasing your 10+ years of expertise, saying, “My 14 years in corporate law demonstrate adaptability—I’d contribute to your firm with gratitude and respect, addressing any concerns about my fit.”
   
• Why It’s Effective: This boosts visibility, targeting “senior lawyer job search personal branding strategies.”

 

9. Attend Industry Events and Workshops

• How It Works: Participate in legal conferences or CLEs to network and showcase knowledge, saying, “My 13 years in family law offer insights for your firm—I’m grateful for any chance to contribute with respect and flexibility.”
   
• Why It’s Effective: This builds reputation, targeting “senior attorney job search event strategies.”
   
• Real-World Success Stories: Senior Attorneys Overcoming Challenges

 

Case Study 1: A Senior Litigation Attorney from Government

• Challenge: A 14-year government litigation attorney faced skepticism about fit, enthusiasm, and non-law firm experience.
   
• Strategy: She reframed her value, networked with local firms, and applied to boutiques without openings, saying, “My litigation experience can enhance your practice—I’d work hard with gratitude and respect, even without business, as I’d expect from a junior associate or show a client.”
   
• Outcome: Secured a role by demonstrating adaptability and commitment, targeting “senior attorney job search government transition success.”

 

Case Study 2: A Senior Real Estate Partner Without Business

• Challenge: A 16-year real estate partner, let go due to no revenue, faced cost and enthusiasm concerns.
   
• Strategy: He targeted firms without openings, highlighted past successes, and showed gratitude, saying, “I’m grateful for my past firm’s support and eager to contribute my real estate expertise with respect and flexibility, addressing any concerns about cost or fit.”
   
• Outcome: Landed a role by proving value, targeting “senior lawyer job search partner transition success.”

 

Conclusion: Thriving in Your Senior Attorney Job Search

 
Your job search as a senior attorney with 10+ years is challenging, but with strategic reframing, respect, gratitude, and proactive outreach, you can overcome barriers and secure fulfilling roles in real estate, litigation, corporate law, family law, intellectual property, environmental law, tax law, labor and employment, or beyond. By applying to firms without openings, leveraging networking, targeting niche areas, and demonstrating enthusiasm and adaptability, you’ll transform skepticism into opportunity, targeting “senior attorney job search success strategies with 10+ years.”

 

Actionable Takeaways

• Reframe your value, focusing on legal expertise, not business, with gratitude and respect.
• Target firms without openings, network strategically, and highlight transferable skills.
• Show enthusiasm, commitment, and deference, acting like you’re interviewing a junior associate or speaking with a client.
• Never criticize past firms—express appreciation and say nice things about their support.
• Use online platforms, recruiters, and events to increase visibility, proving your worth with flexibility and gratitude.

With these strategies, drawn from my observations of thousands of senior attorney job searches, you’ll navigate the maze and thrive in your next role, targeting “best ways for senior attorneys to find jobs and interviews with 10+ years.”
 
 

Frequently Asked Questions (FAQs)

 
Q: Why do senior attorneys struggle to find jobs?
A: Senior attorneys face limited opportunities, skepticism about value without business, higher costs, manageability concerns, and perceptions of disengagement, as firms prefer midlevel attorneys with growth potential. Reframe your value with gratitude and respect, targeting “why senior lawyers struggle in job searches.”
 
Q: How can I overcome skepticism about my in-house experience?
A: Frame it as an asset, saying, “My 12 years in-house honed my efficiency for law firm litigation work, and I’m grateful for the opportunity to contribute with respect and flexibility, addressing any concerns,” targeting “senior attorney job search in-house challenges.”
 
Q: What if I don’t have business—how do I prove my worth?
A: Highlight your legal expertise, adaptability, and commitment, saying, “My 15 years of IP experience can drive success for your firm’s clients, and I’d work hard with gratitude and respect, even without business,” targeting “senior lawyer job search without business strategies.”
 
Q: How do I address higher salary expectations?
A: Focus on value, saying, “I’m committed to a compensation structure reflecting my contributions, and I’m grateful for the chance to prove my worth with respect and flexibility,” targeting “senior attorney job search salary strategies.”
 
Q: Where should I look for jobs if there are no openings?
A: Apply to firms without vacancies, network, and use online boards, saying, “I’ve noticed your firm’s strong tax law practice—my 14 years of experience can add value, and I’m grateful for any opportunity,” targeting “senior lawyer job search hidden opportunities.”
 
Q: How can I show enthusiasm if I feel disengaged?
A: Reflect on past successes, visualize growth, and channel a junior associate’s drive or client-like gratitude, saying, “I’m excited for this role in labor law—it will reinvigorate my career, and I’d work hard with respect and appreciation,” targeting “senior attorney job search enthusiasm strategies.”
 

---

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:

• Immigration Law
• Workers Compensation
• Insurance
• Family Law
• Trust and Estate
• Municipal law
• And many more...

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.

• His articles on BCG Search alone are read by over 150,000 attorneys per month, making his guidance the most sought-after in the legal field. Read his latest insights here.
• He has conducted hundreds of hours of career development webinars, available here: Harrison Barnes Webinar Replays.
• His placement success is unmatched-see examples here: Harrison Barnes' Attorney Placements.
• He has created numerous comprehensive career development courses, including BigLaw Breakthrough, designed to help attorneys land positions at elite law firms.

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.