On this checklist, put a the date of completion and a comment when needed as you go through this list.
1) Obtain copy of resume
2) Library searches to confirm:
- Bar admissions
- No adverse news stories
4) Schedule initial and, if applicable, follow-on interviews
- Boston Management Committee members
- Applicable Department Director/s
- Other partners
- "Meet and greet"
6) Send form of Business/Integration Plan, if applicable
7) Receive Lateral Partner Questionnaire:
- Education information
- Jurisdictions in which admitted to practice law (including proof of admission and Certificate of Good Standing from highest court in each jurisdiction)
- Employment history, with all years accounted for
- Disciplinary proceedings
- Other proceedings
- List of principal clients, indicating portable business
- Tax returns
- Director/officer positions
- Business transactions with clients (5-year history)
- References
9) Received completed business plan
10) Confirm compensation agreed upon
11) Send copy of resume and potential start date to Marketing
12) Complete reference checks:
- Attorneys at current firm (upon permission of candidate):
- Clients (upon notice to current firm and clients)
- Who is malpractice insurance carrier;
- Dates of coverage
- Limits of liability
This is the lateral partner recruitment checklist.
Name of Candidate:Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Date of Hire:
Resume
Law School Transcript
Lateral Partner Questionnaire
Business Plan
Reports from Library Searches
Conflicts Check
Reference Check Guides
[Insert Name of Partner]
LATERAL PARTNER QUESTIONNAIRE
In connection with my prospective election as a member of the firm of , I submit the following information which I affirm is true, accurate and complete:
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- This framework pairs well with Transforming Your Legal Hiring: The Five Most Important Questions to Ask, which equips firms with the core considerations every hiring process should address.
1. Set forth below are a list of all college, law school and other advanced degrees which I have received:
Institution
Year
Degree
College
Law School
Other (specify)
2. Set forth below is a list of all jurisdictions in which I am admitted to practice law and the year of admission. I am a member in good standing in each of those jurisdictions, except as otherwise noted:
Jurisdiction
Year of Admission
Exception, if any:
3. Please set forth your employment history since graduation from law school:
Firm or Company
Years
Reasons for Termination
4. Are you now, or during the preceding 10 years have you ever been, a party or subject to any disciplinary or other proceeding or investigation by or before any state or other bar committee, overseers or other entity (including a law firm) involving your conduct as an attorney (including allegations of sexual harassment)?
If yes, explain in detail:
5. Are you now, or during the preceding 10 years have you ever been, a party (plaintiff or defendant) in any other administrative proceeding, arbitration or criminal or civil court action exclusive of routine, non-alcoholic related or non-drug related motor vehicle offenses?
If yes, explain in detail:
6. Please list (or attach a list) of your principal clients (i.e., those for which you perform legal services on an ongoing basis). The purpose of this question, among others, is to elicit potential conflicts.
7. Please affirm that you have filed, on a timely basis (including permitted extensions) all federal, state and other tax returns required to be filed by you for the current year and each of the preceding years:
Exceptions, if any:
8. Please list (or attach a list) of all positions held by you as a director or officer (including as secretary or clerk) or general partner of any entity, including non-profit organizations:
9. Please describe any business transactions or arrangements (other than fee arrangements) with clients, present or past, that are existing or have occurred or existed within the preceding 10 years. This includes, without limitation, investments in clients.
10. Please list the names of not less than three persons (none of whom should be attorneys with your present firm) who would be in a position to comment on your abilities as a lawyer, integrity, etc.:
Name
Firm or Company
Nature of Relationship
11. Please list the names of not less than three attorneys at your present firm who would be in a position to comment on your abilities as a lawyer, integrity, etc.:
12. Please describe any absolute or contingent obligations to your existing firm, or any prior firm, that will be in place if and when you join our firm.
13. Have you ever personally, or had an interest in any entity that has, filed for bankruptcy? If yes, explain in detail:
This short questionnaire can help law firms get a clear picture on the hiring process involving a lateral partner.
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- To enhance your checklist with commitment-focused hiring tips, read Commitment Matters: How to Hire Attorneys Who Will Stick Around.
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How to Hire a Legal Recruiter for Your Law Firm: How Law Firms Recruit Attorneys Using Legal Recruiters |
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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.
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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.
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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
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A Legal Recruiter Who Changes Lives
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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.
Harrison Barnes does a weekly free webinar with live Q&A for attorneys and law students each Wednesday at 10:00 am PST. You can attend anonymously and ask questions about your career, this article, or any other legal career-related topics. You can sign up for the weekly webinar here: Register on Zoom
Harrison also does a weekly free webinar with live Q&A for law firms, companies, and others who hire attorneys each Wednesday at 10:00 am PST. You can sign up for the weekly webinar here: Register on Zoom
You can browse a list of past webinars here: Webinar Replays
You can also listen to Harrison Barnes Podcasts here: Attorney Career Advice Podcasts
You can also read Harrison Barnes' articles and books here: Harrison's Perspectives
Harrison Barnes is the legal profession's mentor and may be the only person in your legal career who will tell you why you are not reaching your full potential and what you really need to do to grow as an attorney--regardless of how much it hurts. If you prefer truth to stagnation, growth to comfort, and actionable ideas instead of fluffy concepts, you and Harrison will get along just fine. If, however, you want to stay where you are, talk about your past successes, and feel comfortable, Harrison is not for you.
Truly great mentors are like parents, doctors, therapists, spiritual figures, and others because in order to help you they need to expose you to pain and expose your weaknesses. But suppose you act on the advice and pain created by a mentor. In that case, you will become better: a better attorney, better employees, a better boss, know where you are going, and appreciate where you have been--you will hopefully also become a happier and better person. As you learn from Harrison, he hopes he will become your mentor.
To read more career and life advice articles visit Harrison's personal blog.
