A Comprehensive Guide to Working with a Legal Recruiter

Summary: Here is a comprehensive guide to working with a legal recruiter. It covers what a legal recruiter is, how to select and use one, and frequent questions they get.
 

 

BCG Attorney Search is a legal placement firm and not a legal recruiting firm. There is a huge difference. Read more about this here.

This comprehensive guide to working with a legal recruiter covers all aspects of legal recruiting from an attorney's perspective. It contains articles written by experienced legal recruiters that discuss what a legal recruiter is and what one can do for you. It also has a selection of articles dedicated to helping you select a legal recruiter that is right for you. The next section features articles written specifically about getting the most from the recruiter you select, followed by articles discussing whether you should work with more than one recruiter. The final section covers questions that legal recruiters are often asked by attorneys and their responses. Before making your next career move, this video How Attorneys Destroy Their Careers by Choosing the Wrong Law Firms highlights how recruiters can help prevent costly mistakes.
 

• If you’re preparing to work with a recruiter, it’s important to know how to qualify for a traditional legal recruiter before you begin the process. For a deeper look at misconceptions and what candidates often misunderstand about legal recruiters, check out What Everyone Gets Wrong About Legal Recruiters.

 While this guide explores how to get the most from recruiter relationships, it’s also worth reading Expectations vs. Reality in Legal Recruiting Careers to understand the common gaps between what candidates expect and what recruiters can deliver. Looking for a deeper dive into how recruiters can open doors to top law firm positions? Read How a Legal Recruiter Can Help You Find a Law Position as an Associate or Partner to understand the full range of benefits they provide.
 

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See Related Articles:

• 8 of the Most Common Questions Attorneys Have About Legal Recruiters Answered
• Why Almost No Law Firms Care About Legal Recruiter Fees
• 10 Secrets Legal Recruiters Don't Want You To Know

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What a Legal Recruiter Is and What One Can Do for You

 

• Summary of Law Firm Recruiting Process
  
  Recruiters generally follow ten steps to get you working for a major law firm. The first step lets the recruiter evaluate if you have the qualifications to be placed with a major law firm. Assuming you are qualified, you will move on to the next three steps. The fifth step only happens if the law firm likes your application and wants to schedule an interview. The next five steps happen if the law firm is still interested and wants to keep the interview process going.

 

• How a Good Legal Recruiter Finds the Best in You and Communicates It to Employers: How to Define Your Unique Selling Proposition
  
  A good recruiter is able to make their candidate look more appealing to law firms. An effective Unique Selling Proposition or USP will set the candidate apart by addressing the need that the law firm has that the candidate can fill. A clear and concise USP sentence is used multiple times in the cover letter by the recruiter to the law firm and by the candidate during interviews.

 

• Do I Really Need a Recruiter?
  
  A recruiter is an advocate that has the ability to get your resume in front of the right people. The best recruiters have spent years developing relationships with law firms for the benefit of their candidates. A recruiter also acts as a screening tool for law firms by gaining more details that a cover letter can't explain such as gaps in employment and leaving current employment. Recruiters are the most effective for strong candidates since they are the type that law firms want To fully understand how attorney placement differs from recruiting, read Attorney Placement vs. Attorney Recruiting, which explores how placement professionals provide more personalized, targeted career support.

Transparency is central to our process, and the Explanation for Why Firms Are in Your Account illustrates how recruiters manage firm visibility.

 

• How We Make a Living
  
  Recruiters collect their fees from law firms, usually larger ones with 20 or more attorneys that end up employing a candidate. Many attorneys use a recruiting service since the legwork required for finding positions requires more time and effort than most attorneys have in a day. Recruiters know what talents a law firm wants and needs, acting as a kind of talent agent for the legal profession.

 

• The Costs of Running a Recruiting Business
  
  Recruiting businesses are like most other businesses and have expenses for advertising, payroll, and office overhead. BCG Attorney Search has expenses for several offices, stationery and all the many forms of technology they use. This technology includes vast databases that are built by programmers and designers, website software to keep personal accounts for clients, and the maintenance for these programs.

 

• Behind the Scenes of How the Most Effective Recruiters Work
  
  The best recruiters stay current on the happenings of the industry. They study the hiring trends and their candidates. A recruiter will spend a lot of time really getting to know their candidates so they can find the best law firm to fit them. Then they do the same with each law firm they work with to really discover the truth about what it is like. Recruiters find their candidates by referrals, calling them at their current employment, or by the candidate seeking them out.

 

• Three Types of Recruiting
  
  The three types of recruiting are the market penetrator, the cougar, and the database lover. The market penetrator studies the entire industry, and through force and aggressiveness will find placements for candidates no matter what. The cougar gets to know the firms first and then waits or searches for the perfect candidate for that firm.The database lover studies the active openings in the recruiting firm's database to find positions that match their candidates.

 

• Conducting a Professional Legal Search, A Personal Approach
  
  The recruiting profession is one of education, in that they know more about several practice areas than a typical practicing attorney does. Each recruiter prepares differently. One method is to thoroughly analyze the candidate's resume, challenge the candidate to write an "I love me" email, compare their credentials, package and market the candidates' qualifications, match the candidate to firms, communicate with the firms, and then help place the candidate.

 

• Why Do It Yourself?
  
  Finding a job yourself is possible, since a recruiter cannot help every lawyer. First year associates generally find a job while still in school and do not have the preferred qualifications to make them strong applicants for the type of positions that recruiters work to fill. There are always exceptions to this, however, and a recruiter will often give an associate a better chance of successfully finding a position.

 

• Should I Use a Legal Recruiter? Top 10 Reasons to Use a Legal Recruiter
  
  The 10 reasons to use a recruiter are that they diligently research available opportunities, match you with the right job, get you in the door, help prepare your resume, respect confidentiality, move your career forward, prepare you for interviews, assist in salary negotiations, take care of the details, and provide moral support. Legal recruiters can also help you refine your interview approach — complement that with this first-year law student interview preparation article to make sure you’re confident and ready for every conversation. Pair this guidance with our video on considering multiple legal markets to maximize your outreach.

 

• What Makes a World Class Recruiter
  
  The best recruiter never gives up, even when the job placement may be a challenge. They will do all they can to find current and future candidates the job they want. The best legal recruiters are experts at what they do and know the ins and outs of the legal market. They develop genuine relationships with their candidates and law firms. To maximize recruiter support, watch Seven Proven Strategies for Attorneys to Secure, Retain, and Advance in Legal Jobs for strategies that enhance your job search.

 

• Why You Should Be Talking to a Legal Recruiter Right Now
  
  A legal recruiter can help you every step of the way, even when you are not seriously thinking of looking for a new job. Finding the right fit for a candidate can take up to a year, so starting now will help you get prepared for when that dream position opens up.

 

• FAQ about Legal Recruiting
  
  The best legal recruiters are busy, so while they try to answer all calls or have a colleague respond, there sometimes is not enough time in a day to accomplish what they want. Law firms pay legal recruiters, so that means they don't get paid until you get hired. Those that are looking for their first legal job or lack strong academics and large law firm experience will have better luck finding a position on their own until they become a better qualified lawyer. Conduct research, just like you would for any service provider, to find one you trust and can get along with.

 

• Beyond the Listings: Why Use a Search Firm?
  
  A recruiting firm helps those that are relocating and don't have the time to research new law firms on their own. Law firms use recruiters because they need the most qualified candidates to ensure they can keep taking cases that bring in revenue. Not all recruiters are trustworthy or care about finding a good fit for their candidates. Recruiting firms offer more than just job listings.

 

• 10 Things That Most Legal Recruiters Will Not Tell You
  
  Not all recruiters are the same or offer the same quality of service. Most are small operations that aren't able to give the most help available, and are not in the business for the service, but only the paycheck. Some recruiters will also help paralegals and legal secretaries, taking their focus away from knowing everything and helping only attorneys. Some recruiting businesses make their recruiters cater to only a couple firms, even when a candidate would work better at a different one, while others only have good relationships with a few firms, which limits their ability to make placements.

To see how recruiter guidance translates into firm-specific results, review our article on navigating the Duane Morris application process.



For example, many recruiters highlight the Alston & Bird legal career guide to candidates seeking to understand expectations at premier firms.


Recruiters often highlight specific firm environments—Building a Successful Legal Career at Gibson, Dunn & Crutcher offers an inside look at how candidates can thrive at one of the world’s most prestigious law firms.

 

• Non-attorneys as Legal Recruiters
  
  The pedigree of a legal recruiter should not matter as long as they are delivering the best results for their clients. Some recruiters that were lawyers feel like they are entitled to help you find a job without actually caring and putting in all their effort to find that job because they have amazing credentials. Recruiters without law degrees are often better at thinking outside the box to help their clients.

 

• Do Recruiters Just Mass Mail Resumes?
  
  Recruiters do a lot more than just sending out resumes. While they must send out resumes to law firms, they are also talking to attorneys and law firms all day, scheduling interviews, preparing candidates for the interviews, reviewing job openings, preparing resumes, attending conferences, and writing articles. All of these things help prepare the recruiter to send out the resumes.

 

• Why You Should Never Use a Legal Recruiter
  
  Your career and livelihood depend on your understanding the difference between legal recruiters and legal placement professionals. What happens to you could very well be determined by whether you choose a recruiter or a placement professional to assist you in your legal job search. Countless legal careers have failed and gone nowhere simply because the attorney had the misfortune of working with a recruiter instead of a placement professional.To further reinforce the mindset of staying confident and proactive in your search, watch this video explaining why you should never worry about finding an attorney job.

   

• A complementary perspective from inside law firms can be found in Don’t Mess with Legal Recruiting Coordinators, which highlights why coordinators are indispensable.

To maximize your recruiter relationship, combine it with a personal strategy to uncover hidden legal job opportunities that recruiters may not have access to. Recruiters can only do so much if candidates don’t understand their own blind spots. Reading Why Most Attorneys Screw Up Interviews and Their Legal Careers ensures you know the exact pitfalls to avoid before walking into any interview.
 

• Before you begin engaging recruiters, it’s critical to define personal career objectives — our article on setting strategic goals for legal excellence explains how attorneys and law students can create SMART goals that guide recruiter relationships. For a broader understanding of where legal recruiting fits into the overall hiring landscape, explore our in-depth look at attorney placement vs. attorney recruiting.

Selecting a Legal Recruiter

 

• How to Choose a Recruiter That Is Right for You
  
  The best recruiter for you is one that understands what you do and want to do. They are knowledgeable about firms and areas of the law. They are respected in the industry and come recommended by others. Do your own research before deciding on a recruiter.

 

• How to Choose a Good Attorney Recruiter
  
  Choose a recruiting company with an excellent reputation and track record. Some companies work more with specialties or just the top associates. The recruiter needs to enjoy what they do and strive to place each candidate with the best fit. A good recruiter is energized by what they do and wants to share that passion.

 

• Choosing the Best Legal Recruiter
  
  Legal recruiters are able to identify the best position for their candidates; however, the best recruiters do not work with everyone. Law students do not make good candidates for recruiters because law firms are only looking for stars, not first year associates. A good candidate is in high demand and sought after by the top law firms.

For a nuanced discussion of which candidates truly benefit from recruiter services, read Using a Legal Recruiter: Who Should and Shouldn't to see when it makes sense—and when it doesn’t. Equally important as timing are the qualifications for working with BCG Attorney Search, which determine your readiness for lateral opportunities.

• How to Select the Best Legal Recruiter and Maximize the Effectiveness of Working with One
  
  You want to choose a recruiter that you work well with and who understands your expectations in a job. The more you communicate with your recruiter, the more they will be able to help you find a job that works for you. The recruiter also has the firm's interests to protect, so they want to communicate with you so that they can be sure that a certain law firm is a good match for your personality, talent, experience, and qualifications.


• How to Find the Right Headhunter?
  
  Associates need to take the time to select the right headhunter for them. There are certain questions that need to be asked so you can feel comfortable with your decision. You are placing a great deal of trust in someone to help you find a job, so you need to be confident that you will want to stay at your new job for a long period of time.


• Recruiting a Recruiter
  
  You need to do your part to get a legal recruiter working for you. Obtain impressive academic and professional records. The time to start working with a recruiter is before you are looking for a new job. Be honest with your recruiter so they are able to accurately help you stand out to law firms and get placed with the right one.


• Finding the Right Recruiter for You
  
  Seek out a recruiter that has great interpersonal skills, productive marketing expertise, is honest, timely, and passionately works as your advocate. The right recruiter for you will be able to communicate professionally and with a style that fits you. The recruiter should be willing to help you with your resume so that they can write the most effective cover letter for you. They will respond quickly to your emails and phone calls.


• What Legal Recruiting Style Can Best Serve Your Job Search?
  
  If you want a legal recruiter that will aggressively market you to law firms then choose a market perpetrator recruiter. If a more old-school style of recruiting where they wait and know when the perfect position becomes available for their candidate suits you then choose a recruiter that follows the cougar style. The database-lover recruiter focuses on active job listings and does not necessarily wait for potentially perfectly matching positions to become available.


• Recruiters as Agents: What Should You Look for in an Agent?
  
  Advocacy is a big part of being the best recruiter. They will know how to market your skills and have the connections to brag about you to law firms. An effective agent will also have goodwill, ethics, competitive, and navigational skills. They will have a track record that yields results for the candidate.

Recruiters are most effective when they understand current hiring climates—see our breakdown of law firm recruitment insights for 2025 to understand how these trends impact placements.
 

• Recruiters know that in today’s legal market, only the most extraordinary candidates truly succeed long-term.

Getting the Most Out of a Legal Recruiter

 

• How to Get Your Recruiter to Work for You
  
  A recruiter can’t do all the work; they need you to do your part by being honest and enthusiastic about what you do. If you don’t enjoy being an attorney, don’t expect the recruiter to be able to make you like it or convince a law firm that you do. In the end, you are a reflection of your recruiter, so they will only work with those that will make them look good too.
   

Learn about the benefits of working with top legal recruiters like BCG in our article The Premier Legal Recruiting Firm for Law Firm Placements.

• Help Me, Help You - Tips on How to Maximize the Benefits of Your Recruiter/Associate Candidate Relationship
  
  Give your recruiter all the information they need, plus more that you may think they need such as personal facts and reasons why you are looking for work. The more information they have, the better they can present you as a whole package to law firms. Just like you expect your recruiter to be timely in responding to you, they need you to be responsive too.


• Rules of Engagement: Tips for Working with a Legal Recruiter
  
  You never have to stay with one recruiter. If they don’t work for you then move on to one that will. Ask your recruiter to provide you with a list of firms they plan on sending your resume to so you can provide a list of firms that you are interested in. Most law firms use recruiters for positions that require some experience, so the more experience you have, the more time it may take a recruiter to find you the right position. You can also approach some firms on your own while using a recruiter for other firms.

Recruiters often emphasize firm culture and growth potential—The Comprehensive Guide to a Successful Career at Pepper Hamilton illustrates how those elements play out at one top law firm.


Recruiters can provide coaching, but attorneys gain even more from using resources like the Mastering the Interview Process guide to prepare independently.
 

Working with More than One Recruiter

 

• Should I Work with Multiple Recruiters?
  
  Most in-house positions are given to recruiters that have a relationship with the firm, so by using more than one recruiter, you have a better chance of getting the position. If you are seeking a lateral move to another firm, using more than one recruiter may not be as effective. Recruiters will not be excited about you only allowing them to send your resume to ten firms so that another recruiter can send your resume to another ten firms.


• Should You Apply to the Same Firm Through Different Recruiters?
  
  In most circumstances, you should not send your resume to the same firm through different recruiters. Sending in multiple copies complicates the referral process and reflects badly on your professionalism. Ultimately, it is best to get a list from the recruiter of where they have sent your resume and the status of each.


• How Many Recruiters Should I Use?
  
  It is always best to be loyal to one recruiter that you like for a certain amount of time so that you can be sure that the recruiter has exhausted all efforts to find a position for you. You do not have to always stick with the same recruiter, but working with more than one at the same time is a bad idea.


• Can I Use More Than One Legal Recruiter in My Job Search?
  
  A legal recruiter will be loyal to their candidate if their candidate is loyal to them. If a recruiter finds that you are using another recruiter at the same time, they may be less likely to work as hard as they can to find you a job. It is important to remember that a recruiter only gets paid if you get a job, so doing a lot of work for no reason is not ideal for anyone.

For a deeper dive into how expectations often clash with reality in this industry, see Expectations vs. Reality in Legal Recruiting Careers.

Questions Attorneys Often Ask Legal Recruiters

 

• Why Aren't Recruiters Interested in Recent Graduates?
  
  Law firms receive numerous applications from recent graduates that they can choose from for free, so there is no enticement to have to pay the recruiter fee. Law firms only use recruiters to find rare talented attorneys with experience and exceptional track records. For candidates who want to present the strongest possible résumé before connecting with a recruiter, the comprehensive Attorney Resume Guide outlines how to position yourself effectively from the very first impression.


• I'm Working with a Recruiter That Has Submitted Me to Firms But I Don't Have Any Results. Should I Switch Recruiters?
  
  Contemplating switching recruiters because you don't have any results may be a smart choice if the recruiter is no longer actively advocating for you. The other reason for not having any results yet is that you have not done your part to be a stand out candidate.


• I Am Looking to Go to Another Firm. Should I Reach Out to My Contacts at Other Firms to See If the Firms Are Interested?
  
  The best way to switch firms is to use a recruiter and then use any contacts at those firms later down the line. The recruiter will be able to provide the most professional introduction to the firm, whereas you don't know how your contact is introducing you to the firm or the reputation of that contact at the firm.


• What to Tell Your Recruiter after You've Been Laid Off
  
  Your relationship with your recruiter is based on trust, so in order to maximize the effectiveness of your relationship, you need tell them everything. Giving a full-disclosure will allow your recruiter to know best how to work with the situation whether it is from lack of work or as a result of an incident.


• Is Telling a Headhunter That You Are About to Be Laid-off a Good Move?
  
  It is always best to be honest with your recruiter. They will know how to make the best of the situation and can focus on marketing your skills to find you another job. The truth always seems to come out at some point anyway, so it is best to address it at the beginning instead of later during the hiring process, when it may cause you to lose the position and your recruiter's trust.


• IP Associate Wonders Why His Recruiter Needs Undergrad Transcripts
  
  Recruiters ask for transcripts because many law firms consider an application to be incomplete until they have your law school transcripts. For intellectual property associates, their undergrad work is just as important as their J.D. if they are being considered on the basis of an undergraduate technical degree. Official transcripts are usually required at some point in the hiring process.


• Should I Submit My Legal Resume Through a Friend in the Law Firm?
  
  Before submitting your resume through a friend at a law firm, it is important to know their reputation at the firm and if they are really a friend or the competition. Also, even a friend will usually not take the time or effort to ensure that your application gets in front of the correct person.


• Skeptical Partner Considers Working with a Recruiter
  
  Not all recruiters are made equal. While some may be out for a quick buck, BCG Attorney Search is out to create a relationship with the candidate. It never hurts to have a relationship started with a recruiter before a layoff happens or any other bad situation. You can tell your recruiter what you are looking for and set the guidelines for applying to law firms. To gain experience that directly feeds into law firm hiring, see our Ultimate Guide to Federal Legal Internships for a complete overview of federal opportunities.

To complement recruiter advice, The Complete Attorney Career Guide provides self-driven strategies on career paths, bar admissions, and transitions.


If you're just starting your legal career, understanding how to find the right job as a law student is crucial. Learn more in our guide on How to Find a Job as a Law Student: Essential Resources for Your Legal Career.

Before reaching out to a recruiter, check this video on assessing whether to continue at your law firm for a structured self-evaluation.
 

• If you’d like a step-by-step breakdown of the qualifications recruiters look for, read How to Qualify for a Traditional Legal Recruiter.

• Maintaining Confidentiality During a Job Search
  
  When seeking to make a lateral move, it is best to not let anyone know until you have accepted an offer from a new firm. It is best to use your personal email and phone account instead of office accounts to avoid using office resources and drawing attention to your job search. For small firms, integrating recruiter insights with compensation and culture is essential—outlined in Winning the War for Talent: My Guide to Recruiting, Compensating, and Growing Small Law Firms.

 

• To see how these strategies have helped tens of thousands of attorneys, read Tens of Thousands of Attorneys Have Found Positions with BCG Attorney Search, and You Can Too!.

 

• And when you do, remember that recruiters are people too—read about the invisible struggles they navigate as they advocate for your success.

 

See What Other Candidates Are Saying: Testimonials and Reviews

 

• See How to Easily Determine the Best Attorneys and Law Firms: The Five Prestige Levels of Attorneys and Law Firms for more information about how to determine which law firms are the best.

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.

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.