var googletag = googletag || {}; googletag.cmd = googletag.cmd || []; googletag.cmd.push(function() { googletag.pubads().disableInitialLoad(); });
device = device.default;
//this function refreshes [adhesion] ad slot every 60 second and makes prebid bid on it every 60 seconds // Set timer to refresh slot every 60 seconds function setIntervalMobile() { if (!device.mobile()) return if (adhesion) setInterval(function(){ googletag.pubads().refresh([adhesion]); }, 60000); } if(device.desktop()) { googletag.cmd.push(function() { leaderboard_top = googletag.defineSlot('/22018898626/LC_Article_detail_page', [728, 90], 'div-gpt-ad-1591620860846-0').setTargeting('pos', ['1']).setTargeting('div_id', ['leaderboard_top']).addService(googletag.pubads()); googletag.pubads().collapseEmptyDivs(); googletag.enableServices(); }); } else if(device.tablet()) { googletag.cmd.push(function() { leaderboard_top = googletag.defineSlot('/22018898626/LC_Article_detail_page', [320, 50], 'div-gpt-ad-1591620860846-0').setTargeting('pos', ['1']).setTargeting('div_id', ['leaderboard_top']).addService(googletag.pubads()); googletag.pubads().collapseEmptyDivs(); googletag.enableServices(); }); } else if(device.mobile()) { googletag.cmd.push(function() { leaderboard_top = googletag.defineSlot('/22018898626/LC_Article_detail_page', [320, 50], 'div-gpt-ad-1591620860846-0').setTargeting('pos', ['1']).setTargeting('div_id', ['leaderboard_top']).addService(googletag.pubads()); googletag.pubads().collapseEmptyDivs(); googletag.enableServices(); }); } googletag.cmd.push(function() { // Enable lazy loading with... googletag.pubads().enableLazyLoad({ // Fetch slots within 5 viewports. // fetchMarginPercent: 500, fetchMarginPercent: 100, // Render slots within 2 viewports. // renderMarginPercent: 200, renderMarginPercent: 100, // Double the above values on mobile, where viewports are smaller // and users tend to scroll faster. mobileScaling: 2.0 }); });

Career Counselling for all legal job aspirants

published October 01, 2007

Most law firms avoid posting jobs on Indeed or LinkedIn due to high costs. Instead, they publish them on their own websites, bar association pages, and niche legal boards. LawCrossing finds these hidden jobs, giving you access to exclusive opportunities. Sign up now!

By CEO and Founder - BCG Attorney Search left

( 6 votes, average: 4.2 out of 5)

What do you think about this article? Rate it using the stars above and let us know what you think in the comments below.
United States
<<Because it always marked the beginning of a new school year, fall has always felt like the best time for a new start to me. September was always sharpened pencils, new school shoes, and nothing but opportunity as far as the eye could see. It's no wonder that I became a legal recruiter, if for no other reason than the opportunity to see bright people embark on their own exciting new chapters. I have a renewed vigor for positive change at this time of year, and it got me thinking about why starting fresh can feel so invigorating when so many people accuse law firms of being carbon copies of one another.

I suspect that most people would be surprised to learn that not all job searches are money driven. In fact, most aren't. While many people are understandably concerned about compensation, the truth is that many lawyers are less concerned about being the most highly paid lawyer in town than they are about their own development. Other than relocation, I find the single biggest motivating factor behind lawyers embarking on searches to find new firms is rooted to whether they have the support and work to help them progress through the courses of their careers.


When associates complain that they aren't developing in the ways they anticipated, their complaints are often related to lack of work in their firms or practice groups. Simply put, a bored associate generally isn't learning at the rate of his or her busy colleague.

It also may be because of the complexity of work a firm brings in. Associates who have access to one standard transaction over and over feel less sophisticated than their colleagues who have participated in a variety of deals.

Most definitely, though, a junior-level attorney needs a person or people who can provide him or her feedback, structure, and guidance. After talking in detail with associates to divine the sources of their concern about their individual development, I have found that it is almost always the case that the associate feels he or she has no one at the firm who serves as his or her mentor. As one associate told me, "I have no rabbi."

I was speaking to a candidate who was telling me that the single most significant factor in his decision about which firm he would join next was the opportunity to find partners who would take their valuable time to help him lay the foundation for long-term success in the law firm environment. He wanted a mentor.

"Of course that's important," I replied. But after I hung up the phone, I thought, "Is there anything more important?"

Indeed, my advice for associates is to seek out opportunities where you will have the opportunity to work with lawyers who are invested in the professional and long-term health of the firm. These tend to be the types of lawyers who are most likely to value the development of their up-and-coming associates.

For most lateral candidates, it's not the size of the firm or the square footage of the office that makes the real difference; it's whether they are surrounded by lawyers who buoy each other up as lawyers and as professionals. Do you value the opinions of the lawyers around you? Can you ask for their advice?

At law firms, the commodity that's offered to clients isn't a tangible product. Law firms broker in expertise, counsel, and advice. The tired joke in law firm circles is that associates are fungible goods. But we know that because clients rely on their lawyer's mind and judgment, nothing could be farther from the truth. An excellent law firm needs to raise excellent lawyers. Many of these future law firm superstars are looking for that person, or those people, who will invest personally in them as they mature in the practice.

I would suggest that law firms and the partners who run them never lose sight of the fact that developing lawyers need mentors. I doubt I'd get any argument on this point. But the truth is that no matter how important mentoring is, people who invest time in up-and-coming attorneys are rare. While savvy firms highlight monthly lunches with partners and routine in-house CLE opportunities for new and lateral recruits, I believe that this only scratches the surface. As loath as I am to suggest that lawyers be nurturing, it is the one-on-one that separates a large firm from its competitors.

I am often asked why I left the practice of law. The assumption that many people make is that I left practicing because I didn't like it. The truth is that I loved practicing law; I loved my former law firm. I believe very strongly that the work that lawyers do in law firms is important, challenging, and fulfilling. It's because I saw the potential that law firm careers have for young lawyers that I am so passionate about what I do now. I know the power that the right law firm home has for any one lawyer because of my own experience. One of the reasons that I was able to realize this is that I had a great mentor.

A partner in my department at my former law firm made it his priority to invest his time in the junior associates of our department. This partner had an impressive list of clients, had a great legal mind, and was dedicated to his family. But when I sat down in front of his desk to talk about a research project, an upcoming mediation, or nothing in particular, I had his full attention. There is no question that he challenged me as a lawyer, but my greatest takeaway was knowing that there was someone who would go to bat for me, who would counsel me, and who wanted to see me succeed. He was my rabbi.

At the time, this partner was the principal reason I didn't consider other firms and declined recruiters' phone calls. If for no other reason, law firms would do well to consider the ramifications of genuine mentoring relationships because of their effect on associate retention. But more than that, investing in the development of any one particular lawyer contributes to the profession in the long run.

It's incredibly easy to talk about supporting the development of your colleagues but practically difficult to do. We should always remember how important these professional relationships are without ever minimizing the effort it takes to maintain them.

I'm embarrassed to say that it's only now that I really appreciate what I had in that particular mentoring relationship. I know that now, when a colleague approaches my desk to ask me a question, I sometimes struggle to keep from reading the open email on my computer screen. It's hard to give your full attention and measured advice to someone in your office in a world of beeping BlackBerry devices and client demands. Mentoring, at any one particular moment, may not seem to be a priority.

I think back to a day my partner sat behind me at a bench trial. He whispered only a few pieces of advice ("I'd like to see you be a bit more deferential to the judge"). He winced at one of my very bad jokes. But most important, he told me that he'd be standing behind me if I had any questions. It was one of the best days of my professional career, in part because I knew that someone was behind me.

It's been years since that trial and more years than I'd like to think into a law firm recruiting business. I have come to realize that it's those who help teach others to be honest, wise, and successful whom we need to thank most for their contributions to the profession.
 

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 defense
  • Family law
  • Trusts & estates
  • 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.

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.

Alternative Summary

Harrison is the founder of BCG Attorney Search and several companies in the legal employment space that collectively gets thousands of attorneys jobs each year. Harrison’s writings about attorney careers and placement attract millions of reads each year. Harrison is widely considered the most successful recruiter in the United States and personally places multiple attorneys most weeks. His articles on legal search and placement are read by attorneys, law students and others millions of times per year.

More about Harrison

About LawCrossing

LawCrossing has received tens of thousands of attorneys jobs and has been the leading legal job board in the United States for almost two decades. LawCrossing helps attorneys dramatically improve their careers by locating every legal job opening in the market. Unlike other job sites, LawCrossing consolidates every job in the legal market and posts jobs regardless of whether or not an employer is paying. LawCrossing takes your legal career seriously and understands the legal profession. For more information, please visit www.LawCrossing.com.
Gain an advantage in your legal job search. LawCrossing uncovers hidden positions that firms post on their own websites and industry-specific job boards—jobs that never appear on Indeed or LinkedIn. Don't miss out. Sign up now!
( 6 votes, average: 4.2 out of 5)
What do you think about this article? Rate it using the stars above and let us know what you think in the comments below.