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Far too many legal-hiring organizations fail to hire stars because their hiring process actually prevents superstar candidates from ever getting in the door. By reviewing the following list of suggestions for organizing and streamlining your approach to hiring, you should be able to maximize your chances of hiring the star candidates who may have eluded your recruiting efforts in the past. READ MORE >

1. Most Attorneys Will Choose a Firm Based on the Firm's Perceived Prestige Level
2. The Sense of Importance Attorneys Attach to Working in a Given Firm Will Strongly Influence Whether They Accept Employment There
3. The Attorney's Perception He/She Will Be Welcomed in the Firm Will Have a Strong Influence on His/Her Choice to Join One Firm Over Another
4. The Type of Work an Attorney Is Offered Will Have a Strong Influence on His/Her Decision to Join a Given Firm
5. Attorneys Will Often Choose to Join a Firm Based Upon Their Perceived Advancement Potential
6. Unless the Salary Is Drastically Lower, Money Is a Less Important Consideration for Attorneys Than Most Firms Seem to Believe

I. Introduction

You've received a call from the managing partner in your firm's intellectual property practice, who needs to hire three new associates, pronto. READ MORE >

His character's fate sealed by mortal wounds suffered on a historic battlefield, the actor casts his glance heavenward and breathes forth an elegant final soliloquy, imparting timeless words of honor, courage, and love. When he finishes, all is silent, save for the clatter of his falling sword and shield as the hero slumps and falls. The story has concluded. The curtain falls. The audience, moved by the dramatic scene just witnessed, erupts in applause, shouting its adoration. Another fantastic stage production has ended for the theater company. READ MORE >

• Just as in the practice of law itself is not for everyone, the same is true for those who recruit for clients who are in need of attorneys.
• Practice area specialization, cultural fit, an extensive book of clients are all needed of an attorney by a recruiter to help an attorney find their next legal job.
• And yet there’s even more a world class recruiter needs in their quiver.
• Keep reading to find out what exactly makes a world class recruiter in the legal profession.

Opening a branch office is a great way for businesses to expand their operations beyond their home base. It provides an opportunity to reach new markets and customers and tap into the potential of a new geographic area. Taking the step of opening a branch office is a major decision, however, and requires careful planning and preparation.

When deciding on whether or not to open a branch office, businesses should assess the potential benefits of doing so. These include having a physical presence in a new region that can be used for sales and marketing, cultivating stronger relationships with existing customers, and establishing access to new talent pools. Additionally, businesses should consider the cost factors associated with such a move, including the upfront investment required, ongoing operational costs, the strain on existing resources, the need for legal advice and other compliance factors.

Once the decision to open a branch office has been made, the next step is to perform a feasibility analysis. This should include defining the purpose and objectives for the office, determining the necessary personnel and skill requirements, examining the expected cost of setup and ongoing operations, and reviewing any local business and regulatory laws. Additionally, businesses should research the local market to determine whether there is sufficient demand and opportunity to make the venture worthwhile.

From there, businesses will need to develop a business plan and budget to ensure the office meets their goals. This should include outlining the specific services they will offer, determining pricing and staffing models, and setting up the necessary infrastructure. Additionally, businesses should consider local incentives available, such as tax credits, to help reduce any potential costs.

Lastly, businesses need to consider the necessary legal and administrative requirements to establish a branch office. These include applying for permits, hiring employees, and setting up banking and accounting services. Additionally, businesses will need to ensure that all employees at the new office are adequately trained and familiar with procedures and protocols.

In conclusion, opening a branch office is a major undertaking that requires careful planning and thoughtful consideration of all relevant factors. By taking the time to properly assess the potential benefits and costs, as well as complying with all legal and administrative requirements, businesses can ensure that their expansion efforts are successful.

Growth is essential to the long-term survival of any business, whether it is opening a company in the USA, internationally, or expanding company offices. American and foreign law firms have grown by marketing to the public, acquiring lateral partners with portable practices, merging with other firms, and starting new branch offices. READ MORE >

BCG Attorney Search is a legal recruiting firm that is committed to helping job seekers find the best opportunities in the legal field. The firm is made up of recruiters who have extensive legal experience, with some having practiced as attorneys in top firms and others having worked as legal administrators or recruiters. This allows BCG to represent candidates in a highly credible and professional manner, and to understand the needs and wants of both the candidates and the law firms and other legal-hiring organizations they serve.

One of the key differentiators of BCG Attorney Search is that they only work with candidates they believe are stars. This allows them to be selective in their approach and to ensure that they are only representing the best of the best. They also refuse to work with some candidates who they believe are unlikely to succeed in their next jobs. This approach allows the firm to conscientiously serve both their candidates and the legal firms they work with.

Another important aspect of BCG Attorney Search is their commitment to confidentiality. The firm will never submit a resume to any legal-hiring organization without the candidate's express permission. They also keep their candidates informed of all developments and help them prepare for each interview and firm, so that they can put their best foot forward.

The firm also coaches all of their candidates so they can put their best foot forward at all times. This is based on their extensive research and inside knowledge. They stay in close contact with their candidates, returning telephone calls promptly, keeping them fully informed of all developments, and striving to get them the job they deserve with the least aggravation possible.

In summary, BCG Attorney Search is a reliable and professional legal recruiting firm that helps its candidates find the job they want and have a realistic shot at the best opportunities in the legal field. The firm is different from other legal-search firms as it only works with candidates they believe are stars, and that the firm is committed to confidentiality, and keeping the candidate informed of all developments throughout the process. The entire BCG staff is committed to providing first-rate research and professional search consultants include top graduates from some of the country's most distinguished schools. They include former law review editors and federal clerks, and all share one central goal: making placements that work for both their candidates and the many firms and hiring organizations they serve. READ MORE >

Law firm recruiting managers are called upon daily to handle a myriad of responsibilities for their firms, including coordinating fall recruiting programs at law schools, planning and managing summer-associate programs, managing lateral hiring, professional development, and conducting partner and associate evaluations. Some of these professionals also handle human resources and marketing functions. These professionals are highly skilled and most often overworked. READ MORE >

Summary Law firm hiring managers looking to add lateral candidates to their team should know the best practices for effectively interviewing them. An understanding of the candidate's experience and goals is essential to the success of any lateral hire, and the interview process should reflect that. A successful lateral hire has the potential to add value to the firm as well as be a great fit culturally, so it is important to get it right.

First, ensure that the interview team is thoroughly prepared. The team interviewing the candidate should be familiar with the candidate's resume and have a clear understanding of the skills, experience, and goals they are looking for. It is beneficial to have the candidate's references and work product available for review during the interview process.

Once the interview team is prepared, the interview should begin. Firms should consider including a mix of structured and unstructured questions in the interview process. Structured questions can help to facilitate a conversation focused on the facts, whereas unstructured questions can offer a chance to gain insight into the candidate's personality.

When considering the content of the interview questions, it is important to focus on the candidate's experience and career goals. For example, questions can explore what the candidate has accomplished with past employers and what they hope to accomplish in the future. It is also important to assess the candidate's overall fit for the firm by discussing their knowledge of the firm, their values, and the vision they have for their future professional path.

Beyond the questions posed, the interview team should also be paying attention to the answers the candidate provides. They should pay attention to both the content of the responses and the manner in which the candidate expresses themselves.

Finally, it is beneficial to have a mix of feedback from the interview team. After the interviews are complete, the team members should discuss what they heard from the candidate as well as their impressions of the interviewee. This collective feedback process can help the team to understand if the candidate could fit in with the existing team.

In conclusion, the lateral hiring process is an important part of any law firm's recruitment strategy. Interviewers should be prepared and the interview should include a mix of structured and unstructured questions to ensure a comprehensive understanding of the candidate's experience, goals, and fit. Additionally, the interview team should work together to provide collective feedback on the candidate and help make the best hiring decision.

For the World’s Largest Collection of Law Firm Interview Resources Click Here

Numerous books, articles, and training materials have been written on the subject of how to successfully interview for a job. Most of this information is geared toward the job candidate, instructing him or her to dress professionally, arrive on time, anticipate difficult questions and prepare responses, maintain eye contact, avoid slouching, and generally make the best impression on potential employers. READ MORE >

BCG Attorney Search has recently opened an office in Atlanta, our second office that services the Southeastern United States. Located in the heart of Midtown, the Atlanta office is headed up by Raffaele Murdocca, an experienced and established attorney recruiter in the Atlanta area. READ MORE >

At BCG Attorney Search, it is one of our goals to always be expanding. We feel that being able to represent clients locally from various cities all over the country is a great benefit to our clients, who can be sure that the regional recruiter that they are working with is familiar with the local market. To that end, we are proud to announce that our efforts have spawned yet another office. The Orange County office, located in Newport Beach, California, will help our Los Angeles office to better serve the busy Southern California legal market. READ MORE >

Continuing our national expansion efforts, we are pleased to announce that BCG Attorney Search has opened an office in Philadelphia, our second office in the Northeastern United States. The Philadelphia office will specialize in attorney placements in the tri-state area, Boston and abroad. Dan Binstock currently serves as Managing Director of our newest location. READ MORE >

BCG Attorney Search has recently opened an office in San Francisco, our third office in California. We hope that this expansion will allow us to better serve our Northern Californian law firm clients as well as the vast number of our candidates interested in living in the Bay Area. Recruiter James Fant is heading up the new office. READ MORE >

BCG has just released its annual publication, The BCG Attorney Search Guide to Class Ranking Distinction and Law Review Admission at America's Top 50 Law Schools. The book is designed to help hiring personnel at law firms to have a way to gauge the law school performances of their applicants with a concise comparative tool, and this year's edition makes that task easier than ever. By expanding the book to include 25 more schools and including more information on each school than last year, we have worked very hard to make sure we can answer every possible question about all the top law schools. READ MORE >

Introduction

BCG Attorney Search maintains the largest and most up-to-date database of attorney job opportunities inside law firms in the world. BCG Attorney Search-in good economic times and in bad-is built upon the simple core belief that better research leads to better placements. Research is, by far, the most important function a first-rate legal recruiting firm does. In fact, BCG Attorney Search does so much research that our efforts have spawned several independent research-based companies including Legal Authority, Law Firm Staff, LawCrossing and MBA Authority, among others, which collectively assist tens of thousands of individuals both inside and outside the legal profession every year. From our foundations as a Los Angeles-based legal recruiting firm, to our current state as a core group of legal recruiters spread throughout the United States, we have expanded through elevating research to its very highest level. READ MORE >

This memorandum discusses the principle of 'Kaizen' which in many circles has been called the key to Japan's success in many industries. READ MORE >

Learn more about Administrative Law practice area in this article.
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BCG Attorney Search is a leading legal recruitment firm offering comprehensive resources and expertise to help law firms find the perfect match. Our experienced team of legal recruiters can identify and attract top-tier talent who align with your firm's culture and values. With our extensive network, we provide valuable advice on hiring strategies, interview processes, salary negotiation, lateral moves, and more. Our library of resources includes Q&A videos, webinar replays, and eBooks to help you make informed decisions and stay ahead of the competition. Let us help you build a successful team with our streamlined recruitment process. Submit your jobs today! READ MORE >