How Partners Without Business Should Approach Law Firm Interviews: The Ultimate Guide to Securing an Offer

 

Why Law Firms Hesitate to Hire Partners Without Business

Before entering an interview, it is essential to understand the firm’s concerns. Most firms hesitate to hire senior attorneys without a book of business due to the following reasons:
 

1. Profitability Risk

Firms are concerned about financial liability. Without a portable book of business, a partner may not generate enough revenue to justify their salary. A law firm is ultimately a business, and every hire needs to contribute to the bottom line. Partners who do not bring in their own clients represent a financial gamble for the firm, as the firm must invest in their salary and resources without a guaranteed return. The firm may also worry that hiring a partner without business will take away billable hours and work from existing partners who already have a book of clients.

However, if a firm is interviewing you despite knowing you lack significant business, they see some potential opportunity in hiring you. They may hope that their platform will allow you to generate business, that you will take on an eat-what-you-kill model, or that they simply have enough work internally to justify hiring you. You do not yet know the exact reason, but you must enter the conversation prepared to uncover their reasoning and respond in a way that keeps the discussion moving forward. Your goal should be to emphasize how you can contribute financially, whether through supporting existing partners, cross-selling firm services, or bringing in business over time.
 

2. Internal Competition for Work

Most firms expect partners to develop their own clients. If a lateral partner relies solely on the firm’s existing business, it can create friction with other partners. When firms hire a new partner, the expectation is that they will contribute not just through their legal expertise but also by expanding the firm’s client base. Partners who do not bring clients may be seen as competing for the work that other partners have generated, leading to potential conflicts. Many firms operate under a model where the partners who bring in the work expect to keep most of it, distributing only what they cannot handle themselves.

Additionally, firms may hesitate to bring in a partner without business if they fear it will disrupt the existing workflow. If the firm does not have enough excess work to keep a new partner fully engaged, hiring one without business could cause internal resentment. The firm must be confident that either you will generate enough business to sustain yourself or that they have sufficient work to support you without disrupting the balance among other partners.

That said, if a firm is considering hiring you, they may already recognize a need within the firm that you could fill. They might have institutional clients requiring additional legal support, overflow work in your practice area, or partners nearing retirement who need someone to take over their clients. It is critical to use the interview to identify these opportunities and align yourself with the firm’s needs. Demonstrating how you can support the firm’s existing work and integrate into the team will help position you as an asset rather than a competitor.
 

3. Uncertainty About Long-Term Fit

Firms prefer partners who contribute to long-term growth. A partner without business may be seen as a short-term solution rather than a valuable asset. Law firms invest significant resources into hiring and integrating new partners. They want assurance that any partner they bring on will remain with the firm and contribute meaningfully over time. If a partner lacks business, firms may worry that they will leave if they find another opportunity with a better financial arrangement. Additionally, firms may fear that a partner without business could struggle to integrate, leading to a situation where they must part ways after only a short tenure.

One of the best ways to overcome this concern is by demonstrating your commitment to long-term growth within the firm. Highlight how you plan to develop business within the firm’s structure, collaborate with partners on existing matters, and build lasting relationships with clients. Show that you are invested in the firm’s success and eager to contribute beyond just your immediate need for employment. By presenting yourself as someone who is looking for a stable and productive home rather than a temporary stop, you reassure the firm that hiring you is a sound investment.

By recognizing these concerns, you can tailor your interview responses to address them directly.

 

How to Overcome These Challenges in Your Interview

The key to a successful interview is shifting the focus from what you lack (a book of business) to what you offer (immediate value to the firm). Firms want lateral partners who will increase profitability, integrate seamlessly, and contribute to firm growth. Your goal is to position yourself as a low-risk, high-reward hire. Here’s how:

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

 

1. Focus on How You Can Contribute Immediately

Law firms are hesitant to take on partners without a large book of business due to concerns about profitability. However, if you can prove your immediate value, you significantly increase your chances of securing an offer.

How to Do This:

• Demonstrate Your Expertise in High-Demand Practice Areas
  • Research the firm’s current client base and industry focus to align your experience with their needs.
  • If you specialize in a niche area, explain how this expertise strengthens the firm’s competitive position.
  • Provide examples of complex matters you have handled that showcase your depth of knowledge.
• Show That You Can Step In and Support the Firm’s Existing Clients
  • Many firms have more client work than available partners. Your ability to seamlessly take on billable work is a major asset.
  • Offer to work across multiple practice areas or assist in overflow matters where the firm lacks capacity.
• Express a Willingness to Assist Multiple Partners and Contribute to Firm Growth
  • The more collaborative you appear, the more attractive you become.
  • Highlight examples of how you’ve successfully worked with multiple partners in previous roles.
  • Showcase prior success in cross-selling services to different practice groups.

Example Interview Response:
"I understand that firms value partners who can contribute immediately. My expertise in [specific area] allows me to seamlessly assist with existing matters. Additionally, my ability to work across practice areas and integrate into client teams makes me a strong asset."

 

2. Demonstrate Business Development Potential

Even if you don’t have a book of business today, you must prove that you have the potential to generate one.

How to Do This:

• Showcase Your Networking and Relationship-Building Efforts
  • Discuss how you maintain strong professional relationships and actively participate in industry events.
  • Highlight any referral sources, former clients, or professional networks you have leveraged for business development.
• Highlight Cross-Selling Opportunities
  • If you’ve helped firms expand revenue by introducing new service offerings or working with other practice groups, highlight those successes.
  • Express a willingness to collaborate with existing partners to help bring in new clients.
• Develop a Business Plan
  • Present a structured plan detailing how you will acquire new clients.
  • Discuss specific steps, such as forming relationships with referral sources or leveraging firm resources to attract business.

Example Interview Response:
"While I may not have a large book of business today, I have a track record of successful business development. I’ve built strong industry relationships and developed opportunities for past firms. I’d love to leverage this platform to grow my practice while supporting the firm’s long-term objectives."

 

3. Frame Your Lack of Business as a Strength

Firms see partners without business as a risk. Your job is to flip the narrative and position yourself as a low-risk, high-reward hire.

How to Do This:

• Position Yourself as a Business Generator
  • Express your commitment to developing business and discuss your specific strategies.
  • Reference any successes you've had in cultivating client relationships.
• Emphasize Your Adaptability
  • Firms appreciate partners who can step into different roles as needed.
  • Show how your skills and experience make you a versatile asset.
• Show That You’re a Team Player
  • Highlight your ability to work collaboratively rather than compete for work.
  • Express your willingness to support other partners and enhance firm profitability.

Example Interview Response:
"I understand that firms prefer partners with portable business, but I see this as an opportunity rather than a limitation. My ability to integrate quickly and contribute to existing work means I can be productive from day one. I’m eager to develop new client relationships and expand my practice within the firm’s platform."

 

4. Avoid Salary Discussions Until You Secure an Offer

One of the biggest mistakes you can make is discussing salary too early in the interview process.

How to Do This:

• If Asked About Your Current Salary:
  • Provide an honest answer but emphasize that you are open to discussions.
• If Pressed for a Number:
  • Avoid committing to a specific figure too soon. Let the firm make the first offer.
• Express a Willingness to Structure Compensation Creatively:
  • Show openness to tying compensation to profitability or work generated.

Example Interview Response:
"Compensation is important, but my primary focus is on finding the right platform where I can contribute and grow. I’m open to discussing a structure that makes sense for both of us."

 

5. Demonstrate a Structured Business Development Plan

Even if you don’t have a book of business now, you must show that you have a roadmap to develop one.

How to Do This:

• Mention Existing Client Relationships That Could Lead to New Business
  • Identify potential clients you have connections with and explain how you plan to convert those relationships into revenue.
• Discuss Strategies Like Networking, Speaking Engagements, and Industry Events
  • Show that you have a proactive approach to business development.
• Suggest Forming a Business Development Plan with the Firm’s Marketing Team
  • Demonstrate that you take business development seriously by proposing regular meetings with marketing professionals.

Example Interview Response:
"I would like to set up regular meetings with the firm’s Business Development Officer to create a structured plan for attracting new clients and expanding my practice within the firm."

 

6. Ask Smart Questions That Show Strategic Thinking

The questions you ask in an interview demonstrate your understanding of the business side of law firms.

Great Questions to Ask:

• “What are the firm’s highest-growth practice areas right now?”
• “How do you see my skills fitting into the firm’s long-term strategy?”
• “What challenges do you foresee in integrating a new lateral partner, and how can I proactively address them?”

Why This Matters:

• These questions position you as a strategic thinker rather than just a job seeker.
• They allow you to identify how you can best align with the firm’s needs and preemptively address concerns.

• Understand the firm’s concerns—partners without business are often seen as financial risks. Your job is to show that you bring value in other ways.
• Shift the conversation away from your lack of business and toward your ability to generate revenue through existing work and firm resources.
• Avoid discussing salary too early—focus first on demonstrating your fit for the role.
• Develop a structured business development plan and highlight how you will bring in future clients.
• Ask strategic questions that show you understand the business side of law firms.

By following these steps, you can position yourself as a high-value candidate even without a large book of business.

---

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.