
From all indications, making a lateral move is the hottest ticket in town these days for associates looking for a shortcut to the top.
Lateraling, driven by the war for legal talent, has become an efficient and accepted means of escalating earnings and parlaying experience into valued expertise, not to mention a viable means of erasing past errors and indiscretions from the conscious memory of colleagues and supervisors.
In fact, serial lateraling - now a pandemic phenomenon - belies a legendary myth about law careers: that stars stay and losers leave. Today, more than ever, stars are on the move. Their mobility suggests that changing jobs is both an opportunity and obligation as they stake a claim for long-term professional development and career agility.
The lateral phenomenon is actually neither new nor surprising. Private-practice lawyers have always made job changes, moving in and out of prestigious positions with the U.S. Department of Justice or other government agencies, taking positions as in-house counsel for revered clients, and pursuing sought-after terms as elected officials. But for the most part, those were diversions that concluded with a heralded return to the firm that championed their temporary hiatus.
But current data reveals that lateral hiring is outpacing entry-level hiring.
Despite the pleas of those who yearn for the way things used to be, an active lateral market is probably here to stay. Even when the economic bubble bursts and the legal market comes tumbling down, there is little reason to believe that lawyer careers will ever return to the models of yesteryear, when young attorneys gave complete loyalty to their first employers, endured their lot as associates, and for all of their devotion, earned job security for life.
The traditions of loyalty and job security in the private practice world have been set aside and now function as the primary catalysts for lateral movement. The fantasy of associate job security was revealed for what it was several years ago with a recession that came on the heels of huge associate pay raises (in late 2000 through 2002).
FUNGIBLE COST CENTERS
Associates got pink slips because in the end, they were a "fungible cost center," no matter that they may have both worked hard and kissed up. Today, associates are a commodity susceptible to downsizing and rightsizing, and the prospect of making partner is still a longshot, given the widely quoted figure of a "20 percent chance" in law firms nationwide.
The lessons learned are now legendary. Loyalty has been repealed from the associate protocol book. It has been replaced with a new expectation - one that establishes associates, especially the most talented ones, as free agents in a market hungry for top talent.
FROM 'PETER' TO 'PAUL'
Some suggest that what we are witnessing is a replacement of the "Peter Principle" (people rise through the ranks until they reach their level of incompetency) by the "Paul Principle" (people rise through an organization until their work there stops being rewarding. Then they leave.)
The latter philosophy seems to align with the perspective that is attributed to GenerationX workers, who are adamant in the belief that a career is not linear, and more importantly, a job isn't your life. Rather, careers are webs with intersecting opportunities made possible by the deliberate acquisition of highly valued skills. And life is what you do to give meaning to your work.
The new view suggests that job security is equated with marketable skills and the ability to manage career transitions. Thus the age-old protocol of life-long loyalty has been redefined to suggest that lawyers are obligated to work hard and dedicate effort to an employer only as long as they choose to work for that employer.
Lateral movement for career transcendence sounds too good to be true, doesn't it? In some respects, it is too good to be true - and associates teetering on the brink of a decision are wise to consider the shades of green in the grass they are eyeing on the other side of the fence. While there may be compelling reasons for job changes related to practice interests and work-life balance, associates whose heads are turned by the allure of higher compensation may be making short-term choices that have long-term consequences. Seasoned veterans note that the old "last hired, first fired" adage could reverberate in the legal profession just as it does elsewhere.
Still, the lateral phenomenon is a sea change in the legal profession, and the impact of lateral movement on private practice is profound. Law firm culture, previously deeply embedded and ceremoniously passed from one generation of lawyers to the next, is in the cross-hairs of the lateral phenomenon as firms note that they are experiencing tremendous internal churning. More than a few bemoan a threadbare culture and they are asking, like adolescents going through puberty, "Who are we?"
Moreover, mentoring and training, both of which typically engage partners in coaching and nurturing associates, are now perceived to be somewhat like parasites eating away at the production of the billable hour, given the lack of long-term associate loyalty. The pressures to bill are enormous and the incentive to mentor and train mobile associates often minimal. Investing in associates who might carry the mantle of the firm in the future (but who are not committed to do so) is far less certain to pay dividends.
Still, the question stands: Does changing jobs optimize lawyers' careers?
Myth or truth?
Some young lawyers who have augmented their salaries by as much as one-third with a job change will point to their bottom lines as evidence of the truth of the statement. Others will point to exciting practice opportunities and autonomy from a job change as evidence of how their move was a good decision at the right time in their careers.
But only time and targeted research will offer the empirical data to support or refute either view. Surely some lawyers find the greener pastures they have been looking for in a job change. And just as certainly, others find that they will need to keep looking and, thus, keep moving. In the final analysis, the career decisions - mobility or stability - of a majority of lawyers over time will reveal the truth. As one observer noted, "Those who find the practice, priorities, colleagues, and work-life balance that align with theirs are those whose careers are truly optimized."
Million-dollar quiz show questions aside, see if you can answer this query: From an associate's point of view, what strategy is most likely to optimize a legal career in today's market?
a) working like a dog
b) kissing up to the partners
c) changing employers
d) all of the above.
The answer, as documented by the actions of today's associates - and notwithstanding the probable influences of working like a dog and kissing up - is "c," changing employers.
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
- Family Law
- Trust and Estate
- 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.
- 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.
- His placement success is unmatched-see examples here: Harrison Barnes' Attorney Placements.
- He has created numerous comprehensive career development courses, including BigLaw Breakthrough, designed to help attorneys land positions at elite law firms.
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.
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.
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.