Play the Waiting Game as an Offer Slowly Winds Its Way Through the Proper Channels, It's Best to Keep Your Cool

As the elevator doors close, your brain starts running a mile a minute: “Near future?” What does “near future” mean? If they liked me, wouldn’t they say “very soon” or “We want to give you an offer right now”? Uh oh, maybe they didn’t really like me as much as I like them. You suddenly flash back to high school dating, when you would go home, stew, and wait for the phone to ring.

If you’ve had this feeling after an interview, you are certainly among the many. Because so many attorneys are highly careerfocused and a good portion of their identities are defined by their careers, a potential offer is given monumental importance. As a legal recruiter, I spend at least 15 to 30 minutes each day coaching attorneys through the “waiting period,” which is— hands down, without a doubt—the toughest part of the process. This applies to all levels of attorneys—from associates with as little as one year of experience, to partners with as much as 30 years. While there is certainly the niche of high-demand attorneys who are accustomed to having multiple and competing offers, most attorneys find themselves having to play the dreaded waiting game.


KEEPING YOUR COOL

Here are a few things to keep in mind and suggestions to help keep cool during this unavoidably nerve-wracking process.
 

1. Understand that time moves slowly for you but flies on the law firm’s side. After an interview, one day of waiting for an offer seems like a week. For the firm, one week of deciding on an offer seems like one day. Most candidates don’t fully appreciate how much “red tape” must be cut through before an offer can be made,regardless of how much a firm wants to give you an offer. For example, if you interview on Monday, it usually takes one to two days for the recruiting coordinator to receive all the evaluation forms. Then, once the evaluations are reviewed and processed, another meeting (typically between the recruiting coordinator and the practice group leader) needs to be scheduled so they can discuss the evaluations and decide whether to make an offer immediately, or whether more candidates should be interviewed, etc.
   
   Even assuming the practice group leader gives the okay to make an offer, some firms require that the hiring committee also approve the offer, which can further prolong the process. This can take even longer if you are interviewing in a satellite office, and the firm’s policy requires that all offers come from the main office. Now, even if the hiring committee has approved the offer, you can tack on another day or so (sometimes up to a week or longer) for the offer letter to be processed and signed by the hiring partner. As you see, a number of different people typically become involved in the process after you have finished your interview. Given how busy most attorneys are with clients and active schedules, and considering how hard they are to pin down, it is not surprising that this process takes time and involves a lot of administrative navigating.
    
2. Try not to view an offer as “winning” and a rejection as “failing.” Rather, view the process as trying to find the ideal match for both sides. Many attorneys place their entire self-worth as a human being on the line when they await an offer, which only adds to the anxiety. While you can certainly influence the likelihood of getting an offer by the way you conduct yourself during the interview, there are often a number of factors that are largely out of your control, such as your experience and credentials. More important, you cannot control the experience and credentials of the other candidates. Some people perform beautifully on an interview and have fabulous credentials, but do not get offers because they are overqualified for a position or because of a concern that they would decline an offer for an even better opportunity or would not stay for a long time if hired. Indeed, in these circumstances, one would be hard-pressed to explain how not receiving an offer is a “failure.” Try to keep in mind that this process is about finding a match. If a firm does not ultimately make an offer, there is probably a good reason why they did not believe it was meant to be, at the time. Chalk it up simply as a “mismatch” and be thankful that a likely mismatch has been eliminated. Keeping this in mind during the process will help keep things in perspective.
    
3. Even though you may be feeling like a nervous wreck, don’t try to “force” an offer. If you have ever anxiously awaited a job offer, you no doubt have spent time obsessively checking your e-mail account or waiting for “that call.” While this is certainly normal, do not let your anxiety get the best of you and cause you to dig your own grave. If you saw the movie “Swingers,” you’ll remember the classic answering-machine scene. In it, Jon Favreau’s character has a crush on a woman he just met, his anxiety gets the best of him, and he leaves a series of painfully obsessive messages on her answering machine within a few minutes. She eventually picks up while he is leaving yet another message and demands that he leave her alone. The reason this scene was so memorable (and uncomfortable to watch) is because so many people could secretly relate to his need to appease his anxiety, and see that the harder he tried to quell his anxiety, the deeper he dug himself into a hole.
   
   While it is certainly appropriate to let a firm know of your interest in a potential offer, the worst thing you can do is try to alleviate your anxiety by seeking to “force” an offer (which, at the time, seems like the most logical way to make your anxiety go away). Do not come on too strong by following up with the attorneys or the recruiting coordinator too frequently. Like the character in “Swingers,” this is a surefire way to appear overly desperate, cast doubt on your judgment and confidence, and undermine a potential offer.
   
   If you are feeling like you can’t control your hand from sending the “please advise me of the status” e-mail or picking up the phone to call the partner who kindly said, “Call if you have any questions,” this is a sign that you are not in the appropriate frame of mind to be making critical decisions that could affect your career.
   
   Ask yourself: Is there anything to be gained by following up, other than trying to ease my nerves? If the answer is no, it’s time to switch gears. Whether it means leaving your office, getting a snack, calling a good friend, or taking a walk, just change gears and remove yourself from the situation. I promise that 15 minutes later, you will be thankful that you didn’t send the e-mail or make that call.
   
   Remember, just because you are anxious about an offer does not mean you are any less likely to get one. Just be sure that your nervousness does not get in the way and undermine a potential offer that is just winding its way through the proper channels and may be right over the horizon.

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
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• 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
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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.
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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.
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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.
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• 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.