After the 4-week deadline passed, I called to follow up. The recruiting coordinator told me they would not be offering me a position because I had more experience than they were looking for and they had decided to go with someone with less experience. She asked me if the partners had indicated to me that they were looking for less experience. I said not really. (One partner had indicated that compensation was based on class year and asked where I saw myself. I indicated that I was flexible, that I believed in proving myself. He seemed satisfied with my response).
I was disappointed, but I asked her to keep me in mind for any future openings that might arise. I also indicated that I am flexible as far as class year and would always be willing to consider an offer whatever it may be. She indicated that she would pass this info on to the partners in charge. Is there anything else I can do? How could I have better handled this situation? Please help.
Answer: Okay, let's try to take this step-by-step. I do not think that there is anything else you can do vis-a-vis this particular firm. I do not think you could have handled this situation any better. In fact, in my opinion, you did everything right! You sent thank you notes to everyone with whom you interviewed and then you made a follow-up call to check on the status of your candidacy.
Quite frankly, I think that if there is any fault in the way this particular interviewing process went, it is with the law firm. If they were rejecting your candidacy, no matter what the reason, they should have called you long before that absurd four-week deadline. And at that point, they should have lived up to their promise that either you would receive a written offer or a letter of rejection. You received neither, and you had to chase after them to find out that they were not interested. This was rather inconsiderate of them, wouldn't you agree?
Now to your main question . . . can too much experience be a bad thing? When you interview with one of the city's large law firms, they are looking for lawyers in very specific class years to fill specific positions. If they need a litigation associate with three years of experience, they are not going to hire someone with seven years of experience. The principal reason is that the firm does not want to upset its loyal associates who are already on partnership track.
By the time a litigation associate, for instance, reaches his or her sixth year of practice, there will only be perhaps three or four other litigation associates in the same class who are on the partnership track. And, as we all know, probably only one, or two at the very most, will be asked to join the partnership. Now, all of a sudden, even though the firm is looking for a junior associate, they make an offer to a seventh-year associate. This individual will be considered for partnership either one year ahead of these long-term sixth-year associates or in the same year as the sixth-years.
Can you imagine what would happen to associate morale in this situation? These associates were on the partnership track and honestly believed that they knew their competition. Now another associate has been thrown into the mix. This obviously changes everything. The sixth-years recalculate the odds of ever making partner, and may leave the firm sooner than they otherwise would have. If this firm is a loyal and decent employer, they will be sensitive to this. Naturally, it is to be expected that the firm will hire associates who will compete for these partnership slots if they need more lawyers in a certain class. But the firms are loathe to hire a more-senior associate when their needs call for a much more junior attorney.
Your willingness to be flexible about what class you are hired into, strange as it may seem, could also potentially have disastrous effects on attorney morale. Law firms have learned that a senior associate hired into a more junior class can easily become bored with their assignments and start asking for work that is more sophisticated. This sends up a red flag for associates in more-senior classes who, after years of spending all-nighters at the printers, are finally enjoying the fruits of seniority. If the firm's plum assignments start going to you, an associate in a more-junior class, the morale is going to plummet.
But having said all of the above, I suspect that the real reason your candidacy was rejected was not due to you being too experienced. If this had been the case, why would they have brought you in for an interview in the first place? Surely they saw your class year on your resume before they arranged for you to meet two partners (and an associate as well). Something happened during the interview stage of the process. It might be something as simple as they had a candidate who was stronger than you and they decided to pass on your candidacy.
But you should stop fretting about what happened with this firm. They were wrong not to contact you to tell you that they were going to pass on your candidacy. Don't worry; someone out there is certainly going to appreciate your experience, your professionalism and your attention to detail. Best wishes!
Summary: Learn if it is possible to have too much experience when applying for a specific law firm position.
See the following articles for more information:
- Why Attorneys with 5+ Years of Experience Are in Serious Trouble (and What They Can Do to Save Their Careers)
- Does 10 Years of Associate Experience Make a Lawyer Too Old in NYC?
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.
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.
