Introducing Outplacement Services at BCG Attorney Search

Standard Monthly Coaching and Mastermind with Harrison Barnes

Each week at a time convenient for our group, we hold a private Zoom session open only to members. Here, we hear from all group members, and they offer each other their advice and input. We each bring different perspectives, search methods, problems, prejudices, and more. Everyone can learn from each other. We cover a different topic on these calls each week.

In these meetings, we discuss career and job search strategies.

The strategy is confidential, and our members must agree not to share information with others. In each meeting, we cover career topics, and members share their experiences. The size of the group allows sharing, and your confidentiality is protected.

We cover interview strategies; salary negotiations; how to apply to jobs; discuss when to stay and leave; the benefits and drawbacks of different practice settings; self-improvement; choosing a practice area; timing of applications; how to answer various interview questions; content recommendations; homework, and more.

We hear from all members during each meeting who offer their experience and ideas.

These groups are limited in size, so everyone gets individual attention. We never mix people from the same employer or with overlapping employment experiences.

New and existing members receive 1x/quarter (if requested) typically at the end of calls (so other members do not have to watch if they do not want):

A live review of your resume and cover letter by Harrison Barnes on a weekly mastermind scheduled within thirty days of signing up.

If you prefer to have your resume and cover letter reviewed, prerecorded and sent to you, this can be done for an additional $750; or a live, private session (recorded for your later use) can be done for $1000. Live recordings and/or appointments will be scheduled within five business days.

Outplacement Service (Ongoing)

What’s Included

Week 1

• Complimentary Mastermind Membership.
• Priority Resume and Cover Letter Review for your employees at the End of Your First Mastermind.
  • Harrison believes that your employees resume should be optimized before you start applying to positions.
  • Priority Resume and Cover Letter Review for your employees at the End of Your First Mastermind.
  • If you prefer to have this privately recorded and sent to them, this can be done for an additional $500
  • If you choose to do this on a private call with Harrison, this can be done for $1000.
• Account Set Up.
  • Practice Area Definition and Best Employer Sizes and Types Based on BCG Firm Ranking System.
    • Harrison will also define for your employees practice area and the types of firms your employees should be applying to. This will be based on the work they do and the types of clients they represent.
    • If you prefer to have this prerecorded, this can be done for an additional $750; a live, private session (recorded for later use) can be done for $1000 and will be included in the resume and cover letter review.
  • Intake Forms and Questionnaires.
    • List of applications already submitted.
    • Personality profile.
    • Intake questionnaires (salary goals, what seeking in a firm, and more).

Week 2

• Priority Resume and Cover Letter Re-Review at the End of Your Second Mastermind.
  • Harrison believes that your employees resume should be optimized before you start applying to positions.
  • If you prefer to have this privately recorded and sent to you, this can be done for an additional $500
  • If you prefer to do this on a private call with Harrison, this can be done for $750.

Starting in Week 2 and Onwards, You Will Receive

1. All Active Job Openings

The first type of openings we send you are job openings from the BCG Attorney Search database. BCG Attorney Search has a staff of over 200 people and a massive data center and data set well over two decades in the making that monitors every law firm we can find for openings.

We get job openings in the following ways:

• Law firms provide them to us proactively (high-priority job orders). Because of our market presence, hundreds of law firms contact us each week requesting our help filling various openings they have. Law firms email us, fill out online forms, and call us to discuss their job openings. When we receive these openings, we typically send them to your employees immediately if they are a good fit for those firms.
• We solicit these jobs from law firms (standard job orders). We solicit law firms on an ongoing basis to provide us with their openings. Law firms regularly submit their openings to us in response to these solicitations.
• Monitoring law firm websites for jobs (employer jobs). Law firms will often post their positions on their websites. Using a data center, we spider these firms' websites for their openings and then manually and automatically classify these positions based on their practice area and location. We cannot spider many law firm websites, and to find their positions, we manually search their websites for openings on a rotating basis (every few days) and then send your employees these jobs.
• Most law firms do not have career sites. We monitor outside sites where law firms post their jobs (employer job solicitations). For law firms without career sites, we monitor more than 25,000 websites where law firms post jobs, including commercial job boards, legal and non-legal websites, bar association sites, and other websites.

Advantages of Applying to Job Openings. When your employees apply to job openings, they apply to the law firm's open jobs. Because this is an active job opening, the odds are excellent that the law firm will hire someone in response to this opening. Most employers hire from the first crop of applicants because they want to fill the position immediately. If your employees are among the best candidates from the first pool of applicants, their odds of getting hired are outstanding.

When an employer has openings, they have an identified "business need" they are trying to fill. They have actual work to do. When an employer has an identified business need, your employees are going into a situation where your skills are needed.

Disadvantages of Applying to Job Openings. When applying to job openings, you will compete with everyone else applying to the same openings. If you are not the strongest candidate, your odds of getting hired are slim. Depending on how well-marketed the law firm's opening is, you may be among one of a few applicants or countless other applicants. While there are many job openings in the market, many remain open long after the employer has extended an offer to another candidate. Most employers post a job; they start interviewing and making offers from the first pool of applicants. While conducting interviews, waiting for offers to be accepted, and ensuring conflicts are clear after the offer, the job may remain open.

When you conduct your search by only applying to active jobs, your employees search may take longer because the first openings they apply to may be technically "open." Still, the employer is not interviewing people because they have already started the process with others. Your employees often need to wait for "new" openings and begin competing for those before their search gets real momentum.

Many job sites also leave up positions long after the employer may have filled them. For example, some job sites will leave a job that an employer posted 90 days ago. When BCG Attorney Search gathers these positions, we often need to determine how old the position is. In addition, some law firms will leave openings on their website indefinitely, justifying that they may need people like your employees in the future, or their human resources department may forget to take the job description down. Other job sites may never take openings down because they believe these jobs will assist them in attracting extra traffic from job seekers.

Your Employees Will Have the Best Chance of Getting Hired for Active Job Openings, and they will be most likely to be hired for active job openings when:

• Your employees Apply Quickly and Are Among the First Applicants. Most firms hire from the first applicants they receive and ignore the later application applications.
• The Job is Not Widely Known About or Advertised. Lesser-known positions are easier to attain than those widely known or advertised. The fewer people know about a job, the easier it is for you to get hired because there will be fewer applicants, and the law firm will hire from the applications they receive. Sometimes employers will place ads in small regional publications, tell a single recruiter about them, or put them on an obscure corner of their website.
• Your Employees Are in a Niche Practice Area Without Many People Like Them in the Market. Your employees may have rare skills that are rare in their market. In a market like Nashville, TN, there may be only one attorney with experience in a practice area like international arbitration. If they are in a niche practice area like this, the odds are that they will have a good chance of being hired.
• The Market is Hot in That Practice Area, and Firms Are Desperate for People with Your Employees Background. If they are in a bustling practice area and law firms cannot get enough people like them, their chances of getting hired to improve dramatically. Specific practice areas can become extremely busy due to economic and other factors.
• The Job is in a Smaller or Unpopular Market. Law firms in many smaller, unpopular markets need help attracting talent. These law firms receive far fewer applicants than law firms in major markets, making it challenging to attract attorneys. Even law firms in suburbs of many major markets need help attracting talent.
• The Job is With a Firm No One Knows About. Large law firms can draw attorneys to their firms based on their brands. Many smaller, newer firms in niche practice areas may need to be more widely known. Law firms in these markets have a much more difficult time attracting attorneys than others.

Week 3

1. All Active Job Openings.

2. 25 Firms for Approval from Our Proprietary Internal Lists. (If you have added and paid for additional areas, 25 firms will be added to your list from each area). Depending on what we believe is the best strategy, a mix of the following:

A. Inactive Job Search Openings in the BCG Attorney Search Database.

An inactive job opening is an opening that we had in the past that is no longer active either because it has been filled or expired. Inactive job openings are helpful because they show law firms with a business need for people like your employees. They went to the market to fill an opening in the past (by contacting us, posting jobs on their website, or posting positions on online job boards) and hired a candidate like them.

BCG Attorney Search started operation in the late 1990s and has saved every job it ever had. Because of this, we have a vast database of information we can draw on to develop the insights and distinctions (among many) for the expired jobs law firms have posted in the past:

• Certain Law Firms Are Always Hiring Attorneys in Various Practice Areas. We can see law firms that always have openings in each practice area by reviewing expired jobs. For example, some patent law firms may post positions every few months over several years seeking a specific type of patent attorney, effectively meaning they always have openings for patent attorneys. Regardless of whether the law firm currently is advertising an opening, we know it would not make sense not to send this law firm to you because the odds are excellent that they will look at you closely.
• Certain Law Firms Hire Attorneys in Various Practice Areas Periodically. Some law firms hire attorneys in different practice areas like clockwork. For example, a law firm may have an opening every two years for a tax attorney with one to three years of experience. The firm may have made regular hires for a decade or longer. We do not know why this is, but if the law firm has always hired tax attorneys periodically, the odds are that they might be interested in you if enough time has gone by.
• A Past Opening for Someone Very Close to Your Employees Background Shows Us that the Law Firm is Likely to Be Open to Interviewing Someone Like Them Now. They may speak German and have worked in a US law firm in Germany for two years as a corporate attorney before relocating to San Francisco to work with a law firm that works with startups. If a law firm in Silicon Valley had sought a corporate attorney to work with German startups trying to come to the United States three years ago, we would be doing you a disservice if not told them about this position.

We make hundreds of placements each year, placing people with law firms that had openings in the past and matching attorneys to these. For example:

• Five years ago, a law firm sought a patent attorney with experience patenting lenses to diffuse lasers in a smaller Texas market. We had an attorney in Cleveland that had this experience and was in his late 60s. We sent him this previous opening, and both the candidate and the firm could not believe they had found each other.

The Advantages of Applying to Inactive Job Openings. When your employees apply to inactive job openings, you are applying to law firms where the law firm has gone out to the open market to find someone like your employees many times. There is a good chance history may repeat itself if they are a good fit for what the law firm seeks.

When Your Employees Have the Best Chance of Getting Hired for Inactive Job Openings, they will be most likely to be hired for inactive job openings when:

• Their background is like the firm s other attorneys. Suppose the experience is similar to the firm's other attorneys (the quality of your current firm, credentials, and other factors). In that case, the law firm is much more likely to be interested in your employees despite not having a job opening than if this is not the case.
• The law firm has a solid client base in your employees practice area. If the firm has a substantial client base in their practice area, they will likely be fine with giving them work, paying them, and ultimately profiting from it.
• There is a need for more people like your employees in the market. If there is a market shortage of people like them, the law firm is more likely to hire them. They may have exceptional, unique skills, or simply that many people with their credentials do not exist in the market. Suppose your employees are Stanford Law School graduate who clerked on the United States Supreme Court and is looking for a position in Beaufort, South Carolina. In that case, they will probably get interviews with firms there regardless of openings.
• Your employees are relocating to the market from another market. When they are relocating to a market, the law firms that see their resume know they can get only one bite at the apple because if they do not hire them now, someone else in the market will. If they are relocating, they stand a better chance of getting positions with firms in the market that do not have openings than if they are not relocating.
• The firm knows your employees or knows who they are and thinks positively of them. If the firm already knows who they are or something about them, they are much more likely to be interested in interviewing them for inactive job openings than if they do not know them.
• Your employees have compelling reasons for wanting to be at this firm. The law firm may do the exact type of work they want and have an excellent reputation, may represent a tremendous growth opportunity for them, or have other qualities that make it the perfect fit. Law firms listen to these sorts of pitches.
• The firm is better than the one your employees are coming from, and their career shows a path of upward mobility. Law firms love hiring people trying to improve who are hungry and upwardly mobile. Many attorneys are not, and introducing people like this into their ecosystem strengthens the firm.

However, the most significant advantage of applying to inactive job openings is that your employees are not competing with others for an active job when they do so. They may be the only applicant the firm receives when your employees are not competing with others. They are much more likely to be hired if the law firm has a need. Law firms with a need would much rather hire without sorting through scores of resumes, interviewing multiple people, and making offers that may be rejected than hiring one highly-qualified person who applies to the firm. The firm also knows that if they are applying to them without a job opening, your employees are different from an applicant to a job posting. They are more likely to be interested in a specific law firm.

Over 85% of our placements at BCG Attorney Search are with firms with no active openings. Their odds of getting a position with firms that do not have openings are often much better than with firms with openings because (1) there is no competition for the job, and (2) if the firm has a business need, the firm may hire your employees.

Applications that come in when there are no job openings stand out. Here, your employees are saying: "I want to work for you. We are a good fit for each other. What do you say?" Unsolicited applications get more attention than applications in response to advertised job openings: "I'm one of many who would like to speak with you."

Another advantage of applying to law firms without openings is that even though they may not have a need now, they may shortly. They will hold on to your employees application, may think about it, and when they do have a need, will call them. We have candidates who get interviews with firms they applied to weeks or months ago that did not have openings but decided to interview them later when needed.

The Disadvantages of Applying to Inactive Jobs. When your employees apply to inactive jobs, recall that the employer may not need a business to hire your employees; they may need more work and money to pay them. The employer has no reason to interview them without the work or money to pay your employees. If the law firm has a need, they may respond to their application and ignore it. When they apply to inactive jobs, you hope to catch the employer's attention. This is the risk, but the potential reward more than justifies it.

B. Recommended Firms We Believe are Most Likely to be Interested in You

BCG Attorney Search will also recommend firms to your employees. We recommend firms to them for many reasons (this is a whole science). However, this is also among our most effective tools for tracking down good places to work. Attorneys who received recommended firms are either very appreciative of sending these or nervous about our motivation for sending them. They may believe that we submit them blindly to firms to "see what sticks" and not perform our jobs in organized or well-thought-out ways. This could not be further from the truth; we typically recommend firms to them under one or more of the following conditions:

Priority 1 Recommended Firms.

• Our most effective method is finding the firms most likely to interview and hire your employees. There are firms we have experience with and are tracking in certain markets and locations: the number of current and past openings in their practice area, resume views of people like them, and over 40 other confidential factors. These firms are likely to interview and hire people like your employees. We will recommend the firm to them by using an internal algorithm that considers various factors and assigns points to firms based on their probability of interviewing your employees. While this involves some artificial intelligence, and we cannot always "pinpoint" why a firm is likely to be interested in your employees, it guides us in making recommendations for the firms most likely to hire them at all times.

Priority 2 Recommended Firms.

• The law firm had recently interviewed or hired someone like your employees from us when there was no job opening. Law firms and candidates in BCG Attorney Search rank 1 and 5 (with 1 for the very consumer-facing and 5 for the very large client-facing). When a law firm has recently interviewed or hired someone like the in the past, and the firm employs people with their background, we will match you with this firm and send it to them. While this may go against what your employees think they know about job searches, it is how we make most of our placements. Despite not having openings, some law firms hire people on an ongoing basis that fit specific profiles. The recommended firms have "point values," which decrease as time goes by without interviews or hiring (with hiring being worth more points). The higher the point value of the law firm, the more likely they are to hire people like your employees.
• The law firm had interviewed and/or hired someone like your employees from us when there was a job opening. We recommend these firms to you. Recommended firms also have points and other associated values (which we may or may not share with you).

Priority 3 Recommendations.

• The law firm is ranked very highly in local, national, or other rankings for their practice area in the firm’s location. Numerous publications and organizations rank law firms in different practice areas and locations. BCG Attorney Search, for example, maintains rankings of top law firms based on our internal ranking criteria. Most legal newspapers and publications also rank law firms, as do online publications, area-specific publications, and associations. Some of these rankings are more trustworthy and relevant than others; some are more rigorous and thought out, while others favor law firms that advertise with them. Regardless, these rankings are appropriate, and we use them to recommend law firms your employees should apply to.
• The law firm is the only firm in the market that hires attorneys with your background and qualifications.
  • Not all law firms hire attorneys coming out of clerkships. If they are coming out of a clerkship, we are likely to recommend law firms that have hired and interviewed attorneys coming out of clerkships from us before. In contrast, we will not recommend law firms that have specifically told us they do not want to see attorneys coming out of clerkships.
  • Not all law firms are interested in attorneys who are senior without portable business. Once they become a senior associate and do not have a business, many law firms will close their doors to them; others will not care. We recommend law firms that have interviewed senior attorneys without business if appropriate.
  • Some law firms will never interview an unemployed attorney; others are fine with this. If these law firms are willing to look the other way if they are unemployed and have done this with our candidates in the past, we will recommend these to your employees.
  • Some law firms only interview attorneys licensed in their jurisdiction who will need to take a bar exam to get admitted, and others will. Firms in markets like California and New York often require lateral attorneys to have the bar exam before they consider hiring attorneys. Since it is often difficult to get a position laterally without the bar exam in certain states, we recommend firms that do not require this.
  • Some law firms never interview tax attorneys from an accounting firm; others will. Most large law firms only hire lateral tax attorneys from other law firms.
  • Some law firms never interview attorneys from non-law firm practice settings; others will. Many law firms never hire attorneys coming directly from in-house positions. Others do not care. We may recommend firms that have interviewed other in-house attorneys from us before if your employees are currently working in-house.
• Our research shows that attorneys from your firm who have previously worked in your practice area have moved to a specific law firm next. About half of the attorneys in the United States have active accounts with BCG Attorney Search. By searching for these attorneys and researching where they have gone next, we can identify "feeder firms" that are likely to be interested in your employees. While this sounds simple, it is a ton of work and one of the reasons that our market research can be so useful to your employees.

We track all of the above information from law firms and recommend law firms to your employees based on these criteria. Much thought goes into providing your employees with firm options, but the firms we recommend are often your best option, given your specific background. Because certain law firms have specific standards, recommending firms allows us to track down firms likely to be the best fit for your employees.

The Benefits of Applying to Recommended Firms. Using recommended law firms enables us to target the firms most likely interested in your employees due to various factors involving the firm's strengths and our past interactions with them. Using highly proprietary artificial intelligence, machine learning, and research, we can suggest a small set of firms from a massive data sample of thousands of firms that would otherwise be a waste of your employees time applying. Because recommended firms are a good fit for someone with their background, firms are often delighted to see someone like your employees when they approve those firms.

To emphasize the power of recommended firms, over 85% of our placements at BCG Attorney Search are with firms without current openings. If your employees approve recommended firms (firms without a specific opening), they are more likely to get interviews (and jobs) than just applying to job openings. Stated another way: FOR EVERY 100 PLACEMENTS WE MAKE, 85 OF THEM ARE WITH FIRMS WITH NO OPENINGS (RECOMMENDED FIRMS), AND ONLY 15 ARE WITH FIRMS WITH JOB OPENINGS.

YOUR EMPLOYEES ARE ALMOST 6.5 TIMES MORE LIKELY TO GET A JOB WITH US BY APPROVING RECOMMENDED FIRMS THAN APPROVING JOB OPENINGS!

The Disadvantages of Applying to Recommended Law Firms. While there are significant advantages to applying to recommended firms, there are some potential disadvantages:

• When applying to recommended law firms, your employees often apply to those without current openings. They may have good odds of getting an interview if the firm currently has work to give your employees, but they have yet to know before the submission. The firm may not have a need and may not pay attention to your employees resume.
• At different times, the economy may also be languid for specific practice areas (or there may be an oversupply of attorneys like your employees), so even if they apply to all the recommended firms in the market, they may still need to progress.
• Your employees academics, quality of experience, stability, resume quality, and other factors may make it difficult for them to get interviews, even with firms that appear to be the best fit.

C. Firms We Research Internally For Your Employees and Find Them in Our Internal Database.

In many markets, there are thousands of law firms. We may only have three job openings and as few as twenty recommended firms out of these thousands of law firms. Much extra work is required to find places for your employees to work.

There are so many law firms that they require tens of thousands of dollars in computer bandwidth in our data center to keep up with their constant name changes, the additions of attorneys, and more. We locate firms on state bar lists, legal periodicals, Best Lawyer lists, and others to build a massive, proprietary internal database that classifies law firms based on their types of clients and practice areas and ranks them. Also, we maintain a 100+ person research team that adds firms to our database from various online and other public directories of law firms.

When your law firm approach us, if you are interested in doing a proactive job search, we will search our database and add these law firms to your employees account. They will not be law firms that are necessarily "recommended" because of our past interaction with them or their recognized strength in your employees practice area. However, these law firms will likely be good fits for your employees because of the type of work. Because of the strength of these firms, it would be a mistake for us not to search out firms doing this sort of work for your employees.

• Example 1: Class Action Labor and Employment Defense Attorney.
• Example 2: Mergers and Acquisitions Attorney Specializing in Representing Biotech Companies
• Example 3: Plaintiff s Personal Injury Attorney Specializing in Lemon Law.
• Example 4: Municipal Law Attorney Specializing in Land Use Law.
• Example 5: Medical Malpractice Defense Attorney.
• Example 6: Food and Drug Law Attorney Specializing in Shampoo.
• Example 7: Attorney with a Federal Appellate Clerkship interested in a Boutique Appellate Firm with Other Highly Credentialed Former Law Clerks.
• Example 8: Family Law Attorney Specializing in Adoptions.
• Example 9: Trust and Estates Attorney Specializing in Life Insurance Settlement Contracts.
• Example 10: Consumer Bankruptcy Attorney.
• Example 11: Asset Finance Attorney.

In each of these eleven examples, depending on the size of the market, it may be difficult to find these firms interested in your employees without us going outside of (1) current and expired job listings or (2) recommended firms (from lists or our previous clients). Instead, we need to research our database to find these firms. This research is powerful. It works, and it is something that gets our candidates interviewed daily.

When we research these firms for you in our database, we typically do the following:

• We search the law firm’s practice area in our database and identify all the firms that do your work.
• We searched the law firm's "About Us" section entered into our database and searched for firms that advertise themselves as doing the sort of work you do.
• We review the number of attorneys in the law firm s practice area matching yours and see if their backgrounds match yours.
• We view the law firm's description of its past work.

The Advantages of Applying to Internally Researched Firms. Internally researched firms are likely to match your employees background and experience. Because these firms have not come to our attention due to (1) current or past openings, (2) market recognition on various rankings and lists, or (3) our past interviews and other interactions with them, these law firms are often highly excited to see someone with your employees background. Because they do not receive many applications and may not even know how to recruit, these law firms are "ripe," and they do not compete with others when they apply.

Many of these law firms are overly enthusiastic when they see your employees resume and hire them quickly without the sort of screening and review processes a more visible firm would likely have.

• Many of these researched law firms may have a strength in a practice area that is less popular.
• These researched firms may be small, even very small, but they still have excellent clients.
• Some of these firms may be new, have a few established clients that do not require them to have a market presence, or other qualities may make them off-the-radar.

As stated previously: Over 85% of our placements at BCG Attorney Search are with firms that have current openings. If your employees approve internally researched firms, they are more likely to get interviews (and jobs) than if they apply to jobs. Stated another way: FOR EVERY 100 PLACEMENTS WE MAKE, 85 OF THEM ARE WITH FIRMS WITH NO OPENINGS, AND ONLY 15 ARE WITH FIRMS WITH JOB OPENINGS.

THEY ARE ALMOST 6.5 TIMES MORE LIKELY TO GET A JOB WITH US BY APPROVING INTERNALLY RESEARCHED FIRMS THAN BY APPROVING JOB OPENINGS!

The Disadvantages of Applying to Internally Researched Firms. Most internally researched firms need openings for attorneys like your employees

• When they apply to an internally researched firm, your employees often apply to law firms with current openings. The firm may not have a need and may not pay attention to their resume. They may have good odds of getting an interview if the firm currently has work to give your employees, but they have yet to know before the submission.
• Certain practice areas are not in demand (or there may be an oversupply of attorneys), so your employees may only progress if you apply to some of the internally researched firms in the market.
• There are still factors like their academics, quality of experience, stability, resume quality, and other factors that may make it difficult to get interviews, even with firms that appear to be the best fits.

D. Firms We Research Externally and Add to Your Employees Notification Lists

Externally located law firms are just that: law firms that we find that are not in our database. We discover these firms with obvious tools like Google and non-obvious ones like paid news databases and Standard Industry Classification Codes (SIC Codes). Because of this willingness to lower hiring standards, they're unknown and will often grow dramatically and be happy, impressed, and even grateful you found them. These unknown firms are where the greatest need and opportunities are. In most cases, these are relatively new firms that provide growth opportunities your employees will not find in more established firms.

We typically learn about law firms and put them in our internal database when the following happens:

• We find the law firm in a directory.
• The law firm sends us a job.
• The law firm is on a list or ranking (for its practice area and location).
• The law firm posts a job on its website, and we find it.
• The law firm posts a job on one of the thousands of job boards and legal publications, and we find it.
• The law firm is mentioned somewhere on a resume we receive.

Keeping up with this information is a huge undertaking and needs improvement.

While many firms list themselves in countless public online directories (FindLaw, Martindale, Attorneys.com, and others), most do not because of the cost. Instead, these law firms are most likely to (1) build a website and (2) let Google find them. The law firm must be proactive enough to contact these publications and list themselves.

Google finds every law firm if they have a website. It sees them if they are mentioned in a news story and do not have a website. Google is much more effective at organizing and tracking down law firms than any directory ever could be. It isn't easy to see how human-curated guides can be nearly as comprehensive as Google. Because Google is so effective, we maintain a team that supplements research for our candidates with firms we find through Google.

Thousands of new law firms are starting up daily. The first thing these law firms do is launch a website. At the same time, thousands of small and large law firms that have existed for a long time without websites, only listing themselves in directories, are setting up websites daily. Google finds these firms too.

Finally, certain attorneys may have unique experiences that traditional research might never find. For example, what about an attorney experienced in a new practice area? The only way to find law firms doing this work would be to search Google for mentions of this practice area.

We also search news stories in services to identify law firms that may not be listed in directories or even have websites (it is more common than you believe).

We can find many more targets for you in large and small markets than we would otherwise find not using external research.

Advantages of Doing External Research. External research is compelling. While most people doing a job search concentrate on the obvious firms, external research allows us to find law firms that are entirely virgin and that no one else in the market may be aware of. These law firms might be perfect fits for you, pay well, and represent a tremendous opportunity for professional growth.

Over 85% of our placements at BCG Attorney Search are with firms without current openings. If your employees approve externally researched firms, you are more likely to get interviews (and jobs) than if you apply for jobs. Stated another way: FOR EVERY 100 PLACEMENTS WE MAKE, 85 OF THEM ARE WITH FIRMS WITH NO OPENINGS, AND ONLY 15 ARE WITH FIRMS WITH JOB OPENINGS.

THEY ARE ALMOST 6.5 TIMES MORE LIKELY TO GET A JOB WITH US BY APPROVING INTERNALLY RESEARCHED FIRMS THAN BY APPROVING JOB OPENINGS!

The Disadvantages of Applying to Externally Researched Firms. Most externally researched firms do not have openings for attorneys like your employees

• When they apply to externally researched firms, your employees often apply to law firms without current openings. The firm may not have a need and may not pay attention to their resume. Your employees may have good odds of getting an interview if the firm currently has work to give you, but your employees have yet to know before the submission.
• At different times, the economy may also be very slow for specific practice areas (or there may be an oversupply of attorneys like your employees), so even if your employees apply to all the externally researched firms in the market, your employees may still need to make progress.
• Although a law firm may be externally researched," factors like their academics, quality of experience, stability, resume quality and other factors may still make it difficult for your employees to get interviews even with firms that appear to be the best fits.

Week 4

• All new law firm openings that match their practice area and location have been released regardless of the number.
• Twenty-five firms were released for approval. Twenty-five firms will be added to your employees list from each area if your employees have added and paid for additional areas.
  • A. All former positions in your practice area and location.
  • B. Recommended Firms
  • C. Researched Internally.
  • D. Externally Researched Firms.

Months 2 and Onward

• Access to Weekly Private Live Webinars with Harrison Barnes.
• All new law firm openings that match their practice area and location have been released, regardless of the number.
• All applications are made for your employees for firms from a list they approve. Twenty-five firms were released for approval. Twenty-five firms will be added to their list from each area if you have added and paid for additional areas.
  • All former positions in your practice area and location.
  • Recommended Firms
  • Researched Internally.
  • Externally Researched Firms.
• In the unlikely event that all firms in their practice area and location are exhausted, we will provide you with additional locations you select free of charge to ensure that your employeescontinue receiving 25 firms per week.

Outplacement Services (Complete Application and Resume Services)

• 1. A Six Month's Membership in Harrison's Mastermind.
• 2. A Private Onboarding and Resume and Cover Letter Building Call with Harrison. A private complete review and reconstruction of your employees resume, cover letter, background, and narrative development with Harrison onboarding call.
• 3. After Your Employees Resume and Cover Letter Are Complete, All Applications to Job Openings (They Approve) Will be Made for Them for Up to Three Months. We will send you all job openings in your employees market for three months and allow them to choose the ones to apply to and apply for them on their behalf. You do not need to do anything.
• 4. After Their Resume and Cover Letter Are Complete, Harrison Will Meet with Them and Build a List of Employers for Your Employees in As Many Markets as They Want. We will then immediately apply to those firms for your employees.

Job Search and Career Coaching

Here, I recommend search strategies to help your employees craft a narrative to explain their background, share research, provide career exercises, discuss career issues, and much more. Law students, associates, and partners all over the country work with me each week. My coaching has led to some incredible career transformations, and many of my clients have become some of the most successful and well-known attorneys in the countries where they practice. I am proud of my client's successes.

While the value of coaching can change the direction of attorneys’ careers and lives, the cost of my time is very high. My time is generally best served dedicated to my hundreds of employees helping thousands of attorneys at one time and running my career companies. These calls are typically done on the weekends due to the demands on my time during the week.

Instead of hiring me for coaching advice, you might first review the public information I have created to help you. I have written thousands of articles and done hundreds of webinars (which are all free). Here is a list of some of these resources:

• Articles I have done on my blog: HarrisonBarnes.com
• Articles, Webinars, and More I have written on BCG Attorney Search: BCGSearch.com