I have heard both firms and recruiters refer to “fit” with respect to legal job descriptions. What do they mean, and how important is it?

The term “fit” has several meanings, depending on the context.  In the contest of a description of a law firm job opportunity, “fit” or “fitness” means the ability of a particular candidate to meet the most basic and important requirements for the job as stated in the description.  A candidate who is a “fit” for these basic requirements (such as background or the range of experience years) is said to be generally qualified for that job.  Such candidates are thus more likely to obtain an interview.  By contrast, a candidate who does not meet one or more of these basic criteria may not be considered to be a good “fit” by the firms, and thus are less likely to get an interview.  It is thus very important to make good fitness evaluations early in the search process in order to focus on the best opportunities.

For whatever reason, I have seen a number of candidates who do not appear to make good fitness evaluations, and as a consequence seek to apply to positions for which they are clearly unqualified.  It is perhaps understandable that some candidates would want to try to “fit” their credentials into the qualifications of a desired position.  But by doing too much “stretching,” they lose credibility and waste valuable time applying for positions that are obviously not a good fit for them.  This is why making a proper assessment of fitness at the beginning of a job search is so important.  For example, one of the most important basic criteria is the specific type of background or experience desired for the job.  I recently had not one but two candidates contact me separately about applying to positions that were seeking applicants with very different background and experience than what both of these candidates possessed.  I then explained to each of them that firms will not consider them to be something that they are not.  Another basic criterion that is sometimes ignored is the range of years of experience sought by a job description.  I have seen senior candidates seek to apply to positions seeking only junior applicants with 2-4 years or so of experience, well below the candidates’ own level.  While these candidates often make a valid point that they have more experience, the law firms unfortunately do not work that way.  While firms may show some degree of flexibility with their stated desired range (1-2 years or so), they will virtually never consider a candidate who is 5, 10 or 15 or more years beyond that range.


The fitness of a candidate to a particular job is one of the most important evaluations that needs to be taken early in the job search process.  Proper evaluations will result in applications that have the best chance of success and a minimum of wasted time on job opportunities that are not appropriate.

About Harrison Barnes

Harrison Barnes is a prominent figure in the legal placement industry, known for his expertise in attorney placements and his extensive knowledge of the legal profession.

With over 25 years of experience, he has established himself as a leading voice in the field and has helped thousands of lawyers and law students find their ideal career paths.

Barnes is a former federal law clerk and associate at Quinn Emanuel and a graduate of the University of Chicago College and the University of Virginia Law School. He was a Rhodes Scholar Finalist at the University of Chicago and a member of the University of Virginia Law Review. Early in his legal career, he enrolled in Stanford Business School but dropped out because he missed legal recruiting too much.

Barnes' approach to the legal industry is rooted in his commitment to helping lawyers achieve their full potential. He believes that the key to success in the legal profession is to be proactive, persistent, and disciplined in one's approach to work and life. He encourages lawyers to take ownership of their careers and to focus on developing their skills and expertise in a way that aligns with their passions and interests.

One of how Barnes provides support to lawyers is through his writing. On his blog, HarrisonBarnes.com, and BCGSearch.com, he regularly shares his insights and advice on a range of topics related to the legal profession. Through his writing, he aims to empower lawyers to control their careers and make informed decisions about their professional development.

One of Barnes's fundamental philosophies in his writing is the importance of networking. He believes that networking is a critical component of career success and that it is essential for lawyers to establish relationships with others in their field. He encourages lawyers to attend events, join organizations, and connect with others in the legal community to build their professional networks.

Another central theme in Barnes' writing is the importance of personal and professional development. He believes that lawyers should continuously strive to improve themselves and develop their skills to succeed in their careers. He encourages lawyers to pursue ongoing education and training actively, read widely, and seek new opportunities for growth and development.

In addition to his work in the legal industry, Barnes is also a fitness and lifestyle enthusiast. He sees fitness and wellness as integral to his personal and professional development and encourages others to adopt a similar mindset. He starts his day at 4:00 am and dedicates several daily hours to running, weightlifting, and pursuing spiritual disciplines.

Finally, Barnes is a strong advocate for community service and giving back. He volunteers for the University of Chicago, where he is the former area chair of Los Angeles for the University of Chicago Admissions Office. He also serves as the President of the Young Presidents Organization's Century City Los Angeles Chapter, where he works to support and connect young business leaders.

In conclusion, Harrison Barnes is a visionary legal industry leader committed to helping lawyers achieve their full potential. Through his work at BCG Attorney Search, writing, and community involvement, he empowers lawyers to take control of their careers, develop their skills continuously, and lead fulfilling and successful lives. His philosophy of being proactive, persistent, and disciplined, combined with his focus on personal and professional development, makes him a valuable resource for anyone looking to succeed in the legal profession.

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.